Despite increasing efforts from organizations to hire a more diverse workforce, ethnic minorities are still underrepresented in many industries and companies. Prior research on diversity recruitment showed positive effects of pro-diversity statements and showing diversity in pictures. However, if a company is currently not yet ethnically diverse, these diversity cues might come across as inconsistent and dishonest and might actually decrease attraction among ethnic minorities. In this project, we aim to resolve this counterfeit diversity paradox by investigating how diversity cue inconsistency is processed by qualified ethnic minority job seekers and how it can be overcome by both expressed and enacted diversity messages. Results from three (sets of) studies using multiple methods (experiment, eye-tracking, experience sampling) will shed new light on how organizations that have not yet achieved their diversity targets can best recruit qualified ethnic minority applicants.