Here's a different approach. I'll refer to women as the "diverse" group but this should vaguely apply to other categories like race or sexual orientation. I'm male, and I'm writing as if you're male, but you don't actually say and this advice might either be unnecessary or irrelevant if you're not, so please make allowances as appropriate.
Make sure that no one at your organization is creating a hostile environment toward women. The hostile environment may be invisible to you, and you might not find out unless a woman trusts you and tells you. Text analysis editing whatever tools on your job ads are pointless if your existing female employees are leaving because of this. Conversely, if you have a lot of women already, it will be easier to hire more because they will recommend their female friends, and female applicants will see women there and may feel more comfortable.
Make sure you have female management, ideally as executives with real power. That way current and prospective female employees have some basic assurance that the environment won't be totally hostile and that gender-related complaints might be taken seriously.
Here's what you can personally do:
* Publicly advocate for policies that make it easier for women to exist in your workplace. This does not mean making it hostile for men. There's the obvious stuff like making sure no one has an inappropriately sexy screensaver, but also: if your company has t-shirts, are there any with a female cut? are female bathrooms as accessible and clean as male bathrooms? does your company make no-questions-asked allowances for primary caregivers of children, often women?
* Make an effort to be trusted by your female colleagues as someone they can complain about gender bias to. You can do this by publicly advocating for policies that support women and by working toward some gender parity in hiring like you're doing here. Then, ask these women how things are really going. Be prepared to be unpleasantly surprised, but definitely do not disbelieve them as your first reaction.
* If your executive team is mostly men, figure out if that can be changed in the near future. Maybe that team is growing too, and you can encourage them not to instantly hire one of their close male friends. If the executive team is heavily male and that can't be changed quickly, then encourage the executive team to be aggressively outspoken about avoiding gender bias.
I hope this helps.