Equality and Inclusion in Hiring

The coronavirus has negatively impacted society in more ways than one, and gender and racial equality and inclusion in hiring are at risk of becoming another casualty of the pandemic. Some groups have been affected by all the damage brought on by the coronavirus far more than others. One out of three women reported losing their jobs or a receiving a cut to their hours. Even before the pandemic, hiring managers were in the habit of consistently rating men as more competent than women. This article will discuss how companies and hiring managers can design an equal and inclusive recruitment process to source qualified and diverse candidates proactively. 


Equality and Inclusion in Hiring


Why is Equality and Inclusion Important? 

While many companies have turned their attention towards diversity and inclusion in their hiring practices, this only provides the hiring manager with one piece of the puzzle. Creating a workplace where all employees can feel respected and valued regardless of their personal background is the real recipe for success. 

When employees feel appreciated, it helps them do their best work. High employee engagement increases revenue, and employees feeling heard helps boost their engagement. Read on to discover the top tips you can use to attract, hire, and retain the most qualified candidates from diverse backgrounds. 


Define Roles Clearly

Writing an inclusive job description can help you attract prospective employees who may provide necessary skills that differ from the status quo. The criteria you set out in a job description should define the job role and the required skills as clearly as possible. Most organizations develop their own language that often only makes sense to those already working in the industry. 

Asking someone outside of your company to review the job description before posting is an excellent way to ensure that a potential job candidate can easily understand what to expect from the position. Removing unnecessary jargon or requirements from your job description can also help you attract more candidates. If you’d like a candidate with six years of experience, but wouldn’t turn away the perfect candidates with less experience, consider omitting that as a requirement in your job listing.


Broaden Your Search

If you’re having trouble finding diverse and qualified candidates, consider where you’re placing the job ad and ask yourself if you are genuinely being mindful of the many different groups who may have an interest in your company. Engaging directly with communities that you’re looking to hire from will increase your chances of tapping a diverse talent pool.

Placing jobs ads on large recruitment websites like Indeed or LinkedIn isn’t the only way you can get the word out. Consider promoting your job post on social media or engaging with professional organizations that serve under-represented groups. Having a diverse team of workers with varying perspectives will better prepare your business to face all types of challenges.


Set the Right Tone for an Inclusive Interview 

Planning for an inclusive interview will give you a greater chance of making an evidence-based decision. Having as diverse a panel as possible can set the right tone and allow your organization to reassure candidates that you are already diverse and inclusive.

Before conducting an interview, panel members should agree upon each person’s individual role, how each applicant will be scored, and what questions to ask to find the right candidate. When interviewing a prospective hire, focus on their motivation, listen actively, and once the interview has finished, take time to appraise the person’s suitability. For online interviews, be sure to include more time to account for technical issues.



Improving diversity and inclusion in the recruitment process can have a dramatic effect on your business and help your organization remain competitive. Get in touch with us below to talk about how we use the tips here in conjunction with further research to transform the work environment from one that merely gestures toward inclusivity to one that really delivers it for employees and clients alike.

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