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 organizations 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
- Recognizing 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
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Inclusive Recruitment FAQs
What is inclusive recruitment?
Inclusive recruitment is the process of supporting different groups to access each stage of the recruitment process, ensuring that there are no barriers to application for those from different backgrounds.
Why is it important to review inclusive recruitment practices?
If an organization is failing to make inclusive hiring decisions, it may reflect shortcomings in the recruitment process in appealing to and providing access to those from different backgrounds. Research suggests that diverse talent is the key to innovation and productivity in organizational problem solving — and if you aren’t receiving a wide pool of applicants, you can’t be sure that you’re hiring the best people for the job.
How does EW Group review recruitment practices?
Our process for reviewing recruitment practices is proactive and collaborative: beyond just tracking applicant EDI data, we speak confidentially with interviewees and focus groups to assess where barriers may exist. This first-hand experience allows us to provide practical recommendations on ways to make the process more inclusive, such as establishing a diverse recruitment board, crafting appropriate interview questions and mitigating the impact of unconscious bias with staff training.