Most Standardized Patient (SP) Programs rely on part-time actors to portray patients, family members, and other healthcare roles for healthcare simulation training. This chapter illustrates the journey that the UCLA Simulation Center undertook to improve recruitment strategies and diversify their SP workforce to better reflect the demographics of the local patient population. Using an iterative design thinking process, a diverse team was formed to examine existing recruitment practices and evaluate the equity, diversity, and inclusion (EDI) efforts used to recruit and retain SPs into the UCLA Simulation Center Program. The team collected and analyzed SP demographic data, compared this data with demographic trends within Los Angeles County, identified gaps in SP representation, made appropriate adjustments in recruitment and evaluation, and repeated the innovation cycle over 7 years. These efforts resulted in a dramatic shift in the demographic makeup of the UCLA SP Program. Between 2018 and 2024, the number of Latine SPs and those who spoke a second language doubled, American Indian/Alaska Native and Asian American/Pacific Islander SPs tripled, and transgender SPs quadrupled. An equity-focused guideline for improving SP Program recruitment and retention is proposed, along with lessons learned from each iterative process.