Inclusive hiring: Building belonging
Did you know? Despite substantial investments in diversity initiatives, a true sense of belonging remains elusive in many UK workplaces.
A strategic approach to inclusive recruitment. It’s not just about adding diversity to our teams; it’s about weaving inclusion into every stage of the recruitment and talent acquisition process, although I do wonder sometimes why it was a forgotten element in the first place.
And, it is not about merely fulfilling inauthentic diversity quotas and ticking boxes; it’s about embedding a culture of belonging right from the first point of contact with potential employees – and this is way before any level of active engagement. It must encompass the Employee Value Proposition (EVP) and the whole essence of the organisation’s Brand and Values. We must start by taking a long look at ourselves, from the outside – who are we, what do we represent, what values do we project? We need to lay the foundations of a workplace culture that values every individual’s contribution and embraces the diverse perspectives that they bring way before we even think about embarking on our recruitment marketing phase – we have to be “the place” people want to aspire to join, and importantly stay.
Let’s embark on our recruitment journey with growth, development and retention in the forefront of our minds. Inclusion in recruitment is not just a moral imperative but a strategic one. We know that organisations that excel in inclusive recruitment are likely to see a range of benefits, including enhanced innovation, better decision-making, and a broader talent pool – that’s what the stats tell us, that’s the soundbites that everyone punts out – so why isn’t every organisation embracing inclusion if it makes such obvious sense? We must proactively seek out and welcome candidates from all spectrums and demographics, and think intersectionaly. We have to start by ensuring we consistently and authentically message about our commitment to building a workplace where everyone feels they belong, fostering greater employee engagement and loyalty from the outset. Reframing Recruitment Strategies for Inclusion Reframing recruitment strategies to prioritise inclusion involves a shift from traditional practices – moving from our comfort zone of what we have always done.
This shift requires a deep understanding of how our biases, perspectives and blind spots can influence hiring decisions and we must have a commitment to mitigate and overcome them. It’s about scrutinising every step of the recruitment process, from how job descriptions are written, the shortlisting, to the way interviews are conducted, ensuring each stage is accessible and welcoming to all. For example, starting with the basics, this involves using inclusive language in job postings, ensuring the imagery and media used reflect a diverse workforce, and working to ensure bias in the selection criteria is minimised – let’s not kid ourselves that bias can be removed completely – we are all human after all. We have to remember that inclusive recruitment strategies extend beyond the hiring process. It encompasses how we onboard and integrate new starters into our organisations. This means creating an environment where our new hires feel supported, valued, and empowered to share their unique perspectives from day one- bringing psychological safety to play is yet another critical element in this. Inclusive onboarding processes should introduce new employees to the organisation’s values and culture of belonging, encouraging them to contribute their full potential.
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