What Does Inclusive Recruitment Mean For Employers?

Diversity and inclusion can be interpreted in many ways. When it comes to recruitment, gender has been at the top of many employers’ agenda for a while. Businesses and organisations in the United Kingdom have been increasingly driven to promote equality and diversity in the workplace, to the point that they are reviewing their policies and procedures around gender, race, disabilities, and other protected characteristics.

Creating inclusive practices can enable recruiters and employers to build a diverse workforce. But what does inclusive recruitment mean for employers? Here are a few useful tips that businesses and organisations should consider.

Educating your team

The first step in promoting inclusive recruitment is to educate your team on unconscious bias. Being vigilant against discrimination is hard when you do not realise you are doing it.

Unconscious hiring biases happen when somebody discriminates against another person without realising they are doing so.

Much bias comes down to protected characteristics, such as gender, race, or religion. However, there are many other forms of bias that might prevent you from hiring your team’s right talent. For instance, a recruiter might make assumptions about a candidate based on the school they have attended or the geographical area they live in.

To tackle this kind of bias and many others, you need to provide appropriate education and training to your staff.

Widen your candidate search

You might find that your team is made up of individuals all with similar backgrounds, experience, and education. Widening your candidate search and connecting with a more diverse range of people can positively impact your business.

For instance, if you have always connected with candidates at college and university events to fill an entry-level vacancy, you could try to use different jobs boards and social media for advertising your job opportunity. Jobs boards like Aspiring to Include’s enable employers to attract a diverse pool of candidates, including individuals who identify as LGBTQ+, BAME, migrants and refugees, and different religions and faiths and socioeconomic backgrounds.

Involve diverse people in the hiring process

If a diverse range of personnel runs your business, you are more likely to create a diverse workplace. Having several individuals with different backgrounds enables you to get feedback, perspectives, and ideas from people who have different needs and expectations.

Similarly, the hiring process should be as cooperative as possible and include people from different departments. By doing so, team members can help reduce unconscious bias by taking different perspectives into account.

Moreover, when applicants engage with people from different backgrounds, they might find it encouraging to join your organisation.

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