Inclusive recruitment

What does it really mean to be ‘inclusive’ in recruitment?

That very much depends on who you are and where you are so far on your own journey. Put simply, if you extend the invitation to apply to an individual or group which would not normally do so, maybe because of perception or a stipulation that you have added and isn’t necessary (think of 5 years’ experience etc and if you really need that) because you reduce the obstacles, that’s a good start. Maybe you follow a rigid pattern for your process, and making a simple change, for example sharing the questions you’ll ask at interview to enable someone who would otherwise appear anxious when interviewing to be more prepared and give a more accurate performance, will see you recruit someone you may otherwise have missed.

There’s no absolute, just progress, and every success step adds to the willingness to make changes and improve staff recruitment.

"Our accessible application process guarantees interviews for disabled candidates meeting the minimum criteria. We also offer work experience opportunities to disabled candidates, recently hiring an individual after a successful work experience period. Throughout onboarding, we provide tailored support and reasonable adjustments for those with additional needs." - ProCook

Inclusive recruitment practices ensure that all individuals, regardless of their background, have equal opportunities to apply for and secure employment. Here are some examples:

Job descriptions:

• Gender-neutral language: Avoid gender-specific terms like "fireman" or "postman."
• Focus on essential skills: Highlight the essential skills and qualifications required for the job, rather than non-essential criteria.
• Inclusive language: Use inclusive language that avoids stereotypes or discrimination.

Application processes:

• Accessible applications: Ensure that the application process can be completed by individuals with disabilities, such as providing alternative formats or online applications.
• Blind recruitment: Consider using blind recruitment processes to eliminate potential biases based on factors like name or age.
• Flexible scheduling: Offer flexible scheduling options for interviews or assessments to accommodate individuals with disabilities or other commitments.

Interview processes:

• Diverse interview panels: Ensure that interview panels are diverse to represent a range of perspectives.
• Inclusive questions: Avoid asking questions that could be discriminatory or that may reveal protected characteristics (e.g., age, race, gender).
• Reasonable adjustments: Provide reasonable adjustments during the interview process, such as providing additional time or allowing the use of assistive technology.

Onboarding and induction:

• Inclusive onboarding: Ensure that onboarding processes are accessible to all employees, including those with disabilities.
• Diversity and inclusion training: Provide training to all employees on diversity and inclusion, including unconscious bias and best practices for creating an inclusive workplace.
• Employee resource groups: Establish employee resource groups to support employees from diverse backgrounds and promote a sense of belonging.

Workplace culture:

• Inclusive policies: Implement policies that promote diversity, equity, and inclusion, such as flexible working arrangements and parental leave.
• Mentorship programs: Offer mentorship programs to support employees from diverse backgrounds and help them advance their careers.
• Accessibility: Ensure that the workplace is accessible to all employees, including those with disabilities.

By implementing these inclusive recruitment practices, organisations can create a more diverse and equitable workplace that benefits everyone.