Diversity and inclusion in recruitment

We all want creative, innovative workplaces. We want to create cultures where people feel safe and able to voice their opinions and share their unique perspectives. We want to hire a range of personality types and characters — people with varied backgrounds, different ways of thinking and unique perspectives. This is the only real way we can challenge opinions, come up with interesting solutions to complex problems and grow beyond our expectations. 

It is exactly for this reason that the topic of diversity and inclusion has exploded over recent years. If a stronger, more dynamic and robust working environment is what we’re after, this involves building teams with diversity in mind. And it all starts with recruitment.

Let’s take a closer look at diversity and inclusion in recruitment — why it matters, how to prioritise it and how to ultimately extend diversity and inclusion beyond recruitment.

Read further: What’s the difference between equality, diversity and inclusion?

Why diversity and inclusion in the workplace matter

Any business currently viewing diversity and inclusion as a box-ticking compliance exercise needs to reevaluate the way they operate. All evidence shows that a diverse workforce brings together a variety of perspectives, experiences and skills, which can lead to more creative solutions and better decision-making. We regularly see that when companies prioritise diversity, they are much more financially competitive. Gender comes into play, too — companies with greater gender diversity are statistically more likely to outperform their competitors.

Inclusion, on the other hand, ensures that all employees, regardless of their background, feel valued and empowered to contribute. A study by Deloitte found that inclusive workplaces are six times more likely to be innovative and agile, and twice more likely to meet or exceed financial targets. When employees feel included, they are more engaged, motivated and productive, which directly impacts a company’s bottom line.

Related: Why are diversity and inclusion important?

Why diversity and inclusion should start in recruitment

The recruitment phase is the first step in the employee lifecycle and sets the tone for the entire employment relationship. Prioritising diversity and inclusion in recruitment helps you attract a diverse pool of candidates while also selecting those who align with your company’s values, vision and purpose.

Biases, both conscious and unconscious, can all too easily influence the recruitment process, leading to homogeneity — where individuals from similar backgrounds, experiences or perspectives are more likely to be hired. To fight this, organisations need to implement strategies that promote diversity and inclusion from the very beginning of the recruitment process.

It’s worth pointing out that  a commitment to diversity and inclusion in recruitment can also do wonders for your company’s reputation. Job seekers today are more socially conscious than ever before and often evaluate a company’s commitment to these values before applying. In fact, a survey by Glassdoor revealed that 76% of job seekers and employees consider diversity an important factor when evaluating companies and job offers. If companies demonstrate a clear commitment to these values, they stand a much better chance of attracting a broader range of candidates and standing out in a competitive job market.

5 Ways to prioritise diversity and inclusion during recruitment

Let’s look at the practical steps — here’s what to keep in mind during the hiring and recruitment process:

1. Review and revise job descriptions

Generally, job descriptions are the first interaction a candidate has with a company — as such, you should make sure the language you use is inclusive and free from bias. For example, you might want to avoid gender-coded language that may deter certain groups from applying. Tools like Textio can help identify and eliminate biased language in job postings.

2. Expand your talent pool

Traditional recruitment methods, such as relying on employee referrals or hiring from the same universities, can seriously limit diversity. To widen your talent pool, you should consider reaching out to different communities, attending diverse job fairs or partnering with organisations that focus on underrepresented groups. 

3. Implement blind recruitment

Blind recruitment involves removing personal information, such as name, gender and age, from CVs during the initial screening process. This ultimately helps to reduce bias and means candidates are evaluated based on their skills and experience.

4. Diversify your interview panels

A diverse interview panel can provide a broader perspective on candidates and reduce the likelihood of unconscious bias. It also sends a strong message to candidates that your company values diversity and inclusion.

5. Offer training on unconscious bias

Even the most well-intentioned hiring managers can have unconscious biases. Providing regular training on recognising and mitigating these biases helps to ensure a fair and inclusive recruitment process.

Extending diversity and inclusion beyond recruitment

While diversity and inclusion should start in recruitment, it’s also important to focus on these principles throughout the entire employee lifecycle. This includes onboarding, training and development, performance management and retention.

Onboarding

An inclusive onboarding process ensures that all new employees feel welcomed and supported from day one. This can include providing mentorship programmes or diversity and inclusion workshops to help new hires integrate into the company culture.

Training and development

Continuous learning opportunities that focus on diversity and inclusion can help employees at all levels understand the importance of these values and how to incorporate them into their daily work. Providing access to leadership development programmes for underrepresented groups can also help to address disparities in career progression.

Performance management

Make sure your performance management processes are fair and transparent. Our own benchmark data shows only 65% of employees across sectors feel that everyone at their organisation is treated fairly and equally — so clearly there is more work to be done. When it comes to performance management, we can create a fair environment by setting clear, objective criteria for evaluations and promotions and regularly reviewing these criteria to ensure they are free from bias.

Retention

Retaining a diverse workforce requires creating an inclusive environment where all employees feel valued and have equal opportunities to advance. Regularly request feedback from employees on their experiences and use this data to make improvements to your diversity and inclusion plans.

Diversity and inclusion are not just about filling quotas or meeting targets; they are about building a stronger, more innovative and resilient workplace. Taking the time to prioritise these principles during recruitment helps your business to set the foundation for a diverse and inclusive workforce that can drive your company’s success for years to come. 

To find out how we can help you prioritise diversity and inclusion and build a stronger workplace, get in touch today for a diversity and inclusion employee survey. We can also help you listen to your employees at each stage of the employee lifecycle with our employee lifecycle surveys. Book a demo today and an expert will get in touch to show you how you can make real change.