Creating Inclusive Hiring Practices for a Diverse Workforce

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Josh Bersin’s research shows an inclusive workplace can be considered “high performing” since they are 1.7x more likely to be innovative and get 2.3x more cash flow per employee over 3 years.

And in the post-pandemic world that opened opportunities for global hiring, there’s no excuse for companies to ignore DEI (diversity, equity, and inclusion) initiatives.

The first DEI goal being hiring.

So, let’s look at 10 ways your company can create a more diverse workforce with inclusive hiring practices.

10 Hiring Practices for a Diverse Workforce

1. Develop a diverse candidate pipeline

The first step towards hiring a quality candidate is having a solid candidate pipeline. Here’s how you can achieve one:

• Partner with diverse professional organisations that support underrepresented groups. They will have access to a wide range of talented professionals who can bring unique perspectives to your team.
• Attend job fairs and career events like trade shows targeting underrepresented groups to get direct access to a diverse talent pool and demonstrate your commitment to diversity and inclusion.
• Use social media platforms and diverse job boards like Diversity Jobs, Jopwell, and LGBT Connect. They’re focused on professional networks for minorities and the LGBTQ+ community and can help you reach candidates from various backgrounds. This approach broadens your reach and ensures that a wider range sees your job postings of applicants.

2. Create inclusive job descriptions

Being inclusive requires using inclusionary language. Start by using gender-neutral terms. For example, replace “he/she” with “they,” and avoid gender-coded language which can deter certain applicants. Instead, remain factual in the post.

Highlight your organisation’s commitment to diversity and inclusion. This will signal to potential candidates that you value a diverse workplace. Even a simple statement like “We are committed to creating an inclusive environment for all employees” can positively impact your cause.

More importantly, focus on the skills and qualifications needed for the job, rather than just experience. For instance, avoid writing “5 years of experience required.” Instead, consider including “Proven ability to manage projects from start to finish” to open doors to candidates with the necessary skills who might not have had traditional career paths.

3. Implement bias training for hiring teams

Unconscious biases are often subtle, unintentional, and influence our decisions. To overcome them, provide comprehensive employee training. Include real-world examples that help team members recognise their own biases.

Then, equip your hiring teams with tools to recognise and mitigate unconscious biases. Include techniques such as structured interviews, standardised evaluation criteria, and blind recruitment. This ensures all candidates are assessed based on their skills and qualifications rather than personal characteristics.

Encourage hiring teams to focus on data-driven evaluations to promote fair and objective decision-making. For example, using an ATS for resume parsing and a scoring system for interviews can help minimise subjective judgments and ensure a consistent approach to evaluating candidates.

4. Use structured interviews

Structured interviews standardise questions for all candidates and create a level playing field where everyone is evaluated based on the same criteria.

• It reduces unconscious biases.
• It ensures each candidate is assessed on their qualifications.    
• Assesses candidate and job fit.

To do this, list job-related competencies. Then, develop questions directly related to the skills and abilities required. Use a scoring system to assess candidate responses, reducing subjective evaluations. Assign specific scores to different levels of responses, ensuring that all interviewers are aligned on what constitutes a strong answer.

5. Promote blind recruitment practices

Blind (or anonymised) recruitment practices can significantly reduce hiring biases by removing identifying information like demographics and cultural indications from resumes. This ensures that candidates are evaluated purely on their skills and experience, rather than personal characteristics such as name, gender, age, or ethnicity.

To implement blind recruitment, remove personal details from resumes before the initial screening. This can include names, photos, addresses, and other information that could reveal the candidate’s identity. Focus solely on their skills, qualifications, and relevant work experience.

You can also use standardised evaluation criteria to assess candidates based on relevant competencies and requirements. This helps create a consistent and objective assessment process.

6. Leverage diverse hiring panels

Including team members from different backgrounds brings diverse perspectives to the table, which can help reduce individual biases and improve decision-making.

When assembling your hiring panel, have members from various departments, genders, ethnicities, and levels of seniority. This helps evaluate candidates from multiple viewpoints and gain a more comprehensive review.

For example, EY has designed inclusive hiring practices and achieved the below results. Out of the 53,532 US employees, a considerable percentage are women, minorities, racially diverse, LGBTQ+, and disabled.

Plus, a diverse hiring panel may identify strengths and potential that a homogeneous group may overlook. For instance, while one panel member might focus on technical skills, another might assess cultural fit or soft skills, creating a more well-rounded evaluation.

7. Offer flexible working arrangements

Remote work options allow employees to work from any location, which can be particularly beneficial for those with caregiving responsibilities, disabilities, or other personal commitments that make commuting challenging.

For example, a parent might find remote work essential for balancing work and family duties, while someone with a disability might appreciate the convenience of working from home.

So, switch the rigid 9-to-5 schedules and let employees choose their working hours within a set range to accommodate peak productivity times or personal obligations.

You can also introduce job sharing so employees can further their ambitions by continuing their education or completing vocational courses. For example, Google has embraced flexible working arrangements to support its diverse workforce management. They offer remote work options, flexible hours, and various programs to promote work-life balance.

This has earned them a solid 4.3/5 stars on Glassdoor.

8. Create a welcoming onboarding process

Mentorship and buddy programs foster a sense of belonging from day one. In these programs, new employees are paired with experienced colleagues who can guide them through their initial days and integrate them into the team.

Educate them about the company’s commitment to DEI. Also, outline your organisation’s policies and practices so they can embrace these values from the start.

Give new employees personalised mugs featuring unique designs or company logos to make the onboarding experience even more personalised and welcoming. This small gesture can make them feel valued and appreciated.

Next, encourage open communication and ensure new hires have access to the resources they need to succeed. Regular check-ins and feedback sessions can also help new hires adjust and feel more connected to their team and the organisation.

9. Set diversity goals and track progress

Set specific and measurable diversity hiring goals that align with your company’s values and long-term vision. These goals should cover various aspects of diversity, such as gender, ethnicity, age, and other underrepresented groups within your organisation.

Regularly review and report on hiring metrics to track your progress toward these goals. This involves collecting and analysing data on your recruitment efforts, including the applicant pool diversity, interviewees, and new hires. For example, you might track the percentage of female candidates interviewed for technical roles or the number of hires from underrepresented minority groups in leadership positions.

Transparency is key. So, share your progress with stakeholders, including employees, leadership, and external partners. Regular reports can highlight successes and areas for improvement and increase accountability and commitment to your diversity objectives.

10. Foster an inclusive company culture

An often overlooked step here is promoting diverse leadership representation.

When leaders from varied backgrounds are visible in your organisation, it sets a clear example and reinforces your commitment to diversity.

Form employee resource groups (ERGs) to support underrepresented communities and offer a platform for employees to connect, share experiences, and advocate for their interests. For example, creating groups for women in tech, LGBTQ+ employees, or multicultural teams can foster a sense of belonging.

For instance, Salesforce proactively promotes an inclusive culture by implementing policies that support diversity at all levels. Their workforce has 36.1% women and 46.8% non-white employees as of 2023.

Conclusion

Building a diverse and inclusive workforce isn’t simply a current fad; it helps you create a competent and well-rounded team. So,

• Develop a diverse candidate pipeline.
• Make sure the language in your job descriptions is inclusive and gender-neutral.
• Reduce hiring biases with blind recruitment practices and add some structure to the interviews.
• Educate your employees with diversity education.

These steps are only the beginning. Achieving true diversity requires a long-term commitment to inclusion at every level of your organisation .

So, take action today to create an inclusive workforce for tomorrow.

Author Bio     

Taher Batterywala is an SEO and Growth Content Marketer at Ranking Bell. With over 7+ years of B2B marketing experience and a diversified skill set, he helps craft winning strategies and execute end-to-end campaigns for B2B and SaaS companies to achieve scalable organic growth. Outside of work, he enjoys watching movies, photography, and dabbling in design.