Eight practical steps to make your recruitment diverse and inclusive
From unbiased language to diverse interview panels, these are the key ways you can execute diverse and inclusive recruitment.
Adopting just a few small changes can make a big difference to the hiring practices of any organisation. Here’s how to get started:
Use inclusive language when writing job descriptions
The way job descriptions are written can say a lot about an organisation. To attract the widest possible pool of talent, they need to be inclusive and welcoming to people from diverse backgrounds. For example, care must be taken to avoid using language that is gendered or exclusive, instead focusing on the skills and qualifications that are necessary for the role.
Highlight diversity and inclusion efforts
As well as making efforts to be diverse and inclusive, it makes sense to let people know about it. Using social media and your website to showcase the action you’ve taken helps organisations attract people from diverse backgrounds who are looking for a workplace that shares their values.
Use diverse interview panels
Authenticity and transparency are vital, otherwise candidates will conclude that it’s all talk. To that end, it’s important that interview panels are diverse and include people from different backgrounds. Not only does it make an organisation’s ED&I more credible, but it also helps ensure that the selection process is inclusive and candidates are assessed fairly.
Partner with diverse organisations
Working together with other organisations that are recognised for their work in the area can help build relationships with people from diverse backgrounds and showcase a commitment to creating an inclusive workplace. This could be as simple as attending their events and conferences, or could involve collaborating on projects, for example.
Offer opportunities for training and development
As well as offering or even mandating training and development designed to drive diversity and inclusion, organisations should also ensure other training opportunities are accessible to people from diverse backgrounds. This demonstrates a commitment to creating an inclusive workplace and can help to attract and retain a diverse range of candidates.
Challenge role requirements
In many cases job descriptions and roles are historical and don’t necessarily reflect what is actually needed right now. Organisations that challenge these can clear the path for talented candidates who would otherwise not have been considered. For example: can they hire for potential rather than experience? Are the technical skills listed all essential? Can they be flexible on location? Does the candidate need a degree?
Proactively engage with communities of diverse talent
There are positive benefits for organisations that invest time and resources into creating real opportunities for those who have experienced inequality, and barriers blocking the path to career progression. This investment of time also builds trust. By walking the walk you can demonstrate a genuine commitment to creating a bias-free recruitment process.
Adopt blind hiring practices
By adopting practices such as removing candidates’ names and demographic information from the CVs of job applicants, the potential for unconscious bias can be dramatically reduced or eradicated. This not only makes the process fairer, but it also increases the likelihood of creating a diverse candidate pool.
To learn more about diverse and inclusive hiring practices take a look at the 2023 Salary Guide – or have your say in the 2024 CIPS Procurement and Supply Survey.
