Free cookie consent management tool by TermsFeed 5 Tips for Promoting Diversity, Equity, and Inclusion in Your Hiring Process | MRK Associates
Hiring Job Seekers


5 Tips for Promoting Diversity, Equity, and Inclusion in Your Hiring Process

Share Blog:

As a hiring manager, your job is to find the best possible candidate for your position.

But finding someone who can do a good job should no longer be our only priority. Now, you must ensure there's sufficient diversity across teams and promote equity and inclusion when selecting new employees.

This isn’t easy. The recruitment process itself can deter potential candidates or limit their opportunities for advancement, leaving them feeling underrepresented in the workplace. 

To stop this from happening, we have put together 5 tips that you can use to effectively promote diversity, equity and inclusion (DEI) throughout your hiring process. 

But firstly, what is Diversity, Equity and Inclusion and why is it important in the workplace? 

What is Diversity, Equity, and Inclusion and why is it important in the workplace?

Diversity, Equity, and Inclusion (DEI) can be described as values or practices that promote the involvement and support of individuals of all backgrounds and identities in the workplace. 

DEI is a critical aspect of modern workplaces as it helps to create an environment that is inclusive, open-minded, and fair, where all employees have equal opportunities to reach their potential.

It is important to recognise and embrace the unique perspectives and contributions of all employees, regardless of their gender, race, ethnicity, religion, sexual orientation, or socio-economic status.

Prioritising DEI allows businesses to encourage a positive company culture that promotes innovation, creativity, and productivity, ultimately leading to better business outcomes.

1 - Use Inclusive Language in Job Descriptions

The significance of using inclusive language in job descriptions is essential when promoting diversity, equity, and inclusion during recruitment. 

Research indicates that specific words or phrases may contain implicit and explicit biases, which could unintentionally deter potential applicants. The use of inclusive language such as 'committed', 'resilient', and 'collaborative' can invite a wider spectrum of applicants. A study by the Journal of Personality and Social Psychology found that gender-neutral job descriptions attract 42% more responses. 

Not only will you enhance your applicant diversity but you can also benefit from the varied perspectives that stimulate innovation and growth. 

2 - Offer Flexibility 

Incorporating flexibility into the recruitment process is a significant step towards promoting diversity, equity, and inclusion. Flexibility in the workplace can be a powerful magnet for a diverse pool of candidates who grapple with unique challenges while trying to balance work with other obligations. 

For instance, offering flexible schedules can be a game-changer for those juggling caregiving responsibilities or continuing their education alongside work. Similarly, providing remote working options can make opportunities accessible to individuals residing in different geographical locations or those who prefer a home-based work environment due to personal reasons. 

By endorsing such flexibility, you not only open doors to a wider, more diverse talent pool but also demonstrate your company's commitment to facilitating a culture that values diversity, equity, and inclusion. 

3 - Provide Diversity and Inclusion Training

Diversity and inclusion training for hiring teams is a game-changer in promoting diversity, equity, and inclusion during recruitment. 

This training equips the team with the tools to consciously counteract bias and actively recruit from a diverse talent pool. For example, such training can shed light on how to compose job descriptions that appeal to a wide range of candidates, or how to conduct interviews in a way that minimises unconscious bias. 

It also encourages teams to consider non-traditional recruitment channels that may reach underrepresented groups. By implementing this training, you're not just ticking a box; you're creating a more inclusive hiring process and laying the foundation for a diverse and equitable workplace. It's a significant step towards creating an environment where everyone feels seen, heard, and valued.

4- Use Benchmarking to Set Transparent Goals

Benchmarking is a tool that can greatly enhance diversity, equity, and inclusion in the hiring process. It involves comparing your organisation's practices and performance with industry standards or best practices from other companies. 

This technique helps set transparent hiring goals and provides a framework for establishing realistic diversity hiring targets. For instance, companies can use benchmarking to gain insight into diversity hiring strategies employed by industry leaders and adapt them to themselves. 

Furthermore, benchmarking allows for data analysis to identify disparities within a company's hiring process. By analysing data on race, gender, and other characteristics, companies can pinpoint where they might be falling short in terms of diversity.

Benchmarking not only helps address gaps in the hiring process but also propels companies towards building a more diverse and inclusive workforce. This diversity, in turn, fuels creativity, innovation, and profitability, making the company more competitive and resilient in a dynamic business environment.

5 - Consider Implementing a Blind Recruitment Process

Blind recruitment is an innovative strategy that can significantly boost diversity during the hiring process. This method involves removing personally identifiable information, such as names, photos, and even educational backgrounds, from job applications to mitigate any unconscious bias. 

In practice, you can achieve this through software tools that anonymise applications or by simply having a neutral party remove identifying details before the hiring team reviews the candidates. The result? Hiring decisions based on skills, experience, and potential, rather than personal biases or preferences.

For instance, a company might implement blind recruitment by focusing solely on the responses to competency-based questions. This approach ensures that the selection process is centred around the candidate's ability to perform the job tasks, rather than their ethnicity, gender, or socio-economic background. 

The Bottom Line

Remember, promoting Diversity, Equity, and Inclusion (DEI) in your hiring process isn't just a noble goal—it's an essential strategy to drive innovation, creativity, and productivity in your team. 

From implementing diversity and inclusion training, leveraging benchmarking, to adopting a blind recruitment process, these strategies can significantly enhance your hiring process. 

Implementing DEI is not a one-time event—it's a continuous journey that requires consistent effort and commitment. 

Learn about job seekers' priorities in 2023 by downloading our HR & Talent Acquisition report 'The Candidate Experience: What Matters Most to Today's Job Seekers'.

Share Blog:

Our Vacancies

View All Vacancies