Creating an Inclusive Workplace: Strategies for Diversity and Inclusion in Recruitment

1. Define your inclusion goals – Before you begin your recruitment process it is important to set clear inclusion goals. Ask yourself 2 keys questions – what does diversity mean for my organisation, and how will I measure it? It is highly important to consider the representation of different ethnicities, genders, abilities, ages, and perspectives. Having concrete objectives will guide your efforts. 

 

2. Unbiased Job Descriptions – start by writing job descriptions that are inclusive and free of bias. Ensure you use gender neutral language and that it is focused on the skills and qualifications needed for the role, not specific demographics. 

 

3. Broaden your candidate search methods – broaden the methods you use to source candidates, don’t rely solely on conventional recruitment processes. Attend job fairs that are dedicated to diversity, work with companies that advocate inclusivity and use social media platforms to seek out a diverse talent pool. 

 

4. Blind Recruitment – consider implementing blind recruitment practices. Remove identifying features (such as names, ages, and photos) from CV’s and applications. This will ensure that initial screening is based entirely on qualifications and experience. 

 

5. Inclusive interview panels – to minimise unconscious bias and promote fairness create a diverse interview panel. This will ensure that different perspectives are considered during the interview process. 

 

6. Training and Awareness - Provide training for your recruitment team on unconscious bias, diversity, and inclusion. Awareness is the first step towards creating a more inclusive environment. 

 

7. Continuous Evaluation – carry out regular evaluations of your recruitment process to identify areas for improvement. Ensure you collect feedback from your candidates about their experiences and make adjustments accordingly. 

 

8. Data tracking and reporting – keep track of diversity throughout your recruitment process. Make sure you are looking at the data to enable you to identify trends and areas where improvements are needed. 

 

9. Inclusive Onboarding – ensure your onboarding process is inclusive and welcoming for all new employees. Connect them with people to support their induction into their new role and make sure they are aware of the resources that are available within your organisation. 

 

10. Promote from within - encourage internal promotions, where appropriate, and career growth opportunities for your existing diverse talent. This not only promotes inclusion but also serves as an inspiration to new employees. 

 

Creating an inclusive workplace through diverse recruitment isn't a one-time effort but an ongoing commitment. By adopting these strategies, you can attract, hire, and retain a diverse workforce that brings fresh perspectives, ideas, and innovation to your organisation. Remember, diversity and inclusion aren't just checkboxes to tick; they are essential for the long-term success and sustainability of your company. 

 

If you need further help or guidance with any or all the above points discussed, please call Emerald Starfish on 0116 2080246.