Ensure your recruitment is fair, transparent and equitable
Inclusive recruitment goes beyond simply being open to different groups applying. It involves taking proactive steps to make every stage in the recruitment process equal for all. If we accept that the way businesses have recruited in the past has presented barriers to various groups – and that the system is unlikely to have been reviewed for years (even decades) – then this more proactive approach is the only way to make a meaningful difference to your talent pipeline.
Disabilities versus Career
‘Career stall’ is more prevalent among professionals with disabilities (25%) compared to professionals without disabilities (16%)
Leaders and Inclusivity
Employees with inclusive team leaders are 87% less likely to perceive bias and 39% more likely to feel engaged at work
Bridge the skills gap
Inclusive recruitment and winning the race for talent
Most organisations who take an honest look at how successful diverse groups are at each stage in their recruitment process will likely conclude that the playing field as it stands is not an equal one. And if you aren’t attracting the widest possible pool of candidates, how can you be sure you’re finding the most talented people?
Every industry and sector has its own talent shortfall. The UK tech skills gap stood at 800,000 workers in 2020, for example. Whether it’s tech professionals or care workers, in most sectors there are roles that are getting harder and harder to fill. This race for talent has become a major driver of inclusive recruitment practices.
Process for progress
How can we be more inclusive when recruiting?
The best place to start is a detailed analysis of how you currently recruit. This will help us determine where the barriers to different groups actually are. This goes beyond just desk research: we’ll speak in confidence to those who have been through the process and observe your interview panels in action. We’ll then provide you with guidance on inclusive recruitment that’s specific to your talent pipeline, including:
- Tracking EDI data for applicants throughout the recruitment process
- Understanding and relaying the difference between positive action and positive discrimination
- Establishing a diverse recruitment panel
- Writing appropriate interview questions and follow-ons
- Recognising the effects of non-verbal signals and body language during interviews
- Creating a positive narrative around changing recruitment practices
- Exploring and addressing the impact of unconscious bias in your recruitment and selection
What our clients say
A win-win situation
The benefits of inclusive recruitment
As well as expanding the talent pool, inclusive recruitment considers ways to counteract the de-selection of diverse groups at various stages throughout the recruitment process, from CV sifting to selection interviews. This includes addressing affinity bias, which leads to hires who are just like the people hiring them.
Research has shown how diverse groups are more innovative and make more successful business decisions than homogeneous groups. Get it right, and you’re looking at higher levels of employee belonging and talent retention/progression, plus a reputation as an engaged employer of choice.
Dive deeper into diversity, equity and inclusion
Check out our range of posts, resources and thought leadership on EDI at work.
Do diversity quotas and targets succeed in achieving D&l needs?
Linda Stewart, Diversity and Employment Law Specialist at EW Group, explores the impact of diversity quotas and targets in achieving…
Disability in Tech with Winston Ben Clements and Matthew Gough
Winston Clements, EW Group Disability & Inclusion Specialist, talks to Matthew Gough, HR Business Partner at Element, about the bias…
Planet Organic
Planet Organic approached us to further develop their leadership and all staff members’ understanding of the impact of unconscious bias in retail.