Search content
Inclusive Recruiting
What is inclusive language?
Inclusive language involves using words, phrases, and expressions that demonstrate respect for individuals’ diverse backgrounds, identities, and experiences. It encompasses the deliberate choice of language to avoid bias or exclusion based on factors such as gender, race, ethnicity, sexual orientation, religion, age, ability, or socioeconomic status.
At the core of inclusive language is the principle of acknowledging and embracing diversity. This means using terms that are respectful, sensitive, and non-discriminatory. Inclusive language encourages a sense of belonging and creates a welcoming environment where everyone feels valued and appreciated.
One crucial aspect of inclusive language is the use of gender-neutral terms and pronouns. This includes avoiding gender-specific language, such as “he” or “she,” and opting for alternatives like “they” or “their.” Similarly, job titles and descriptions should be phrased in a way that does not imply gender preference, such as using “chairperson” instead of “chairman.”
Additionally, inclusive language involves avoiding words or expressions that may be hurtful, derogatory, or perpetuate negative stereotypes. It is essential to be mindful of the language we use and consider the potential impact on others, even if the intent is not to offend. For instance, using terms like “person with a disability” rather than “disabled person” puts the individual first and acknowledges their humanity beyond their condition.
Inclusive Language Strategies
Use inclusive language in job descriptions
Using inclusive language in job descriptions is crucial for attracting a diverse range of applicants. Ensure job descriptions use gender-neutral language and avoid gendered pronouns or terms like “ninja” or “rockstar.” This promotes a sense of inclusivity and encourages candidates from different backgrounds to apply. Inclusive language not only broadens the appeal of job postings but also reflects a company’s commitment to diversity and equality. By being mindful of word choices, employers can attract a wider array of qualified candidates who might otherwise feel excluded or discouraged from applying.
Diversify your sourcing channels
Post job openings on diverse job boards and websites to reach a wider audience, including those targeted at women, people of colour, or individuals with disabilities. This expands your talent pool and increases the chances of finding qualified candidates from various backgrounds. Engaging with community organisations and professional networks that focus on underrepresented groups can also help in attracting a diverse array of candidates. By diversifying sourcing channels, companies demonstrate a proactive approach to building an inclusive workforce.
Implement structured interviews
Structured interviews involve asking consistent questions and using standardised evaluation criteria to reduce bias and ensure a fair and objective assessment of candidates. This approach provides equal opportunities for applicants to demonstrate their skills and qualifications, leading to more inclusive hiring decisions. By focusing on the same set of questions for all candidates, employers can compare responses more effectively and make decisions based on objective criteria rather than subjective impressions.
Offer skills-based assessments
Evaluate candidates’ abilities using skills-based assessments and work samples to reduce reliance on CVs, which can be influenced by unconscious bias. This helps assess candidates’ aptitude for the role based on their actual performance rather than credentials or connections. Skills-based assessments provide a more accurate measure of a candidate’s capabilities and potential for success in the role, ensuring a meritocratic and fair hiring process.
Involve diverse interview panels
Assemble diverse interview panels comprising individuals from various backgrounds to bring multiple perspectives and reduce bias in the interview process. This helps create a more inclusive and equitable assessment of candidates’ qualifications and potential. A diverse panel can provide a broader range of insights and encourages a more balanced evaluation, which helps to identify the best candidates without the influence of single-group bias.
Adopt blind CV reviews
Remove names, photos, and other identifying information from CVs to reduce unconscious bias in the screening process. This ensures that candidates are evaluated based on their experience and qualifications rather than their demographic characteristics. Blind CV reviews help to focus attention on the skills and experiences relevant to the job, promoting fairness and objectivity in the initial stages of hiring.
Offer accommodations for candidates with disabilities
Provide reasonable accommodations for candidates with disabilities during the interview process, such as sign language interpreters or accessible interview locations. This demonstrates a commitment to inclusivity and ensures equal opportunities for candidates with different abilities. By making the recruitment process accessible, companies can attract a broader range of talents and show their dedication to creating an equitable workplace.
Provide unconscious bias training
Incorporate bias mitigation techniques, such as perspective-taking and counter-stereotyping, into the recruiting process to reduce the impact of unconscious bias. This helps hiring teams make more informed and equitable decisions when evaluating candidates. Regular training on unconscious bias can heighten awareness among recruiters and ensure that diversity and inclusion are prioritised throughout the hiring process.
Review hiring data for bias
Regularly review hiring data, including applicant demographics and interview scores, to identify potential biases and take corrective action. This enables organisations to address systemic biases and continuously improve their recruiting processes. Analysing data helps in recognising patterns that may indicate bias and provides a basis for implementing strategies to ensure a fair and inclusive hiring process.
Create an inclusive onboarding process
Implement an inclusive onboarding process that welcomes new hires from diverse backgrounds and provides them with the resources and support they need to succeed. This encourages a sense of belonging and promotes long-term employee engagement and retention. A comprehensive onboarding programme that addresses the unique needs of each employee helps to integrate them into the company culture and ensures they feel valued and supported from the outset.