CLIENTS
Being Inclusive
Recruitment Advice
Over the past decade, Diversity, Equity, Inclusion, and Belonging (DEIB) has become an increasingly important consideration for organisations when shaping their workplace cultures. We have seen a noticeable rise in conversations with clients around DEIB, alongside a growing commitment from many businesses to ensure leadership teams better reflect the diversity of the wider workforce, from management through to board level.
It is important to recognise that diversity and inclusion extend far beyond any one characteristic or initiative. A truly inclusive workplace values a broad range of perspectives, experiences, and backgrounds, and brings meaningful benefits to both individuals and organisations alike.
Diversity, Equity, Inclusion & Belonging (DEIB)
D&I and your Recruitment Process
Diversity and inclusion is about creating an inclusive working environment where all individuals, regardless of gender, race, disability or sexual orientation, should be given equal opportunities, should be valued for their difference and be supported to work at their best.
We have seen it first hand on so many occasions that business who champion a diverse and inclusive working environment typically have a strong staff retention rate, make better decisions and find it easier to attract the best talent in the market. It’s really important to consider both the internal and external perception of how your business approaches D&I.
Things as simple as job descriptions are unfortunately often written with an unconscious bias and considering this is typically the first stage of the recruitment process, it means you will miss out on a wider candidate pool, which is essential in a market which is so short of candidates. It’s also important to ensure you promote a D&I culture throughout the interview process, for example, getting both a male and female member of staff to conduct interviews can have a huge impact.
As you build your D&I culture it’s important to set clear and measurable targets; and once you have established your strategy, it’s important to continue to review it.
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Unconscious Bias – invest in internal or external training to ensure those responsible for recruitment are aware of unconscious bias and promote a thorough D&I recruitment process.
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No names CVS – why not remove names, qualifications and addresses from CVs; this means you will solely be making your decision based on the candidates ability to do the job, minimising any unconscious bias.
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External Perception – review how your business is perceived, from staff profiles on the website to the culture and working environment internally.
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There’s more to just Gender and culture – D&I also covers sexual orientation, generation, physical ability, and education.
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Promote your results and success - be sure to actively share your wins with your organisations. D&I has to be at the top of everybody's agenda.
