Why does it matter? It matters because committing to inclusive hiring practices can be beneficial to the organization in many ways. In this article we will describe a few different ways that inclusive hiring practices can help an organization grow as well as some strategies to insure your organization is being intentional when it comes to inclusive hiring practices.

1. A Diverse Workforce Reflects the Real World

The demographics of our world are changing. The global population is becoming more diverse in terms of race, sexual orientation, and abilities. According to a report by CNN, by 2050, minorities will be the majority in America. ¹ Eventually, a diverse workforce will be essential and inevitable for businesses to resonate with their customers and clients.

Customers value and are more inclined to support businesses that comprehend their needs. Embracing inclusive hiring isn’t just a moral imperative; it’s also a sound business decision.

2. Innovation Through Diverse Perspectives

Innovation involves more than just creating new products or services. It’s also about discovering improved ways to solve problems and meet the constantly evolving needs of customers.

Inclusive recruitment brings together individuals with different life experiences, backgrounds, and perspectives. This diversity of thought fosters innovation and creativity. According to a McKinsey report, companies with a diverse workforce are 35 percent more likely to outperform their competitors. ² When people from various backgrounds collaborate, they bring fresh ideas and challenge the status quo.

3. Improved Problem-Solving and Decision-Making

A diverse workforce can lead to creative decision-making and problem-solving. Research conducted by Forbes found that diverse teams are more likely to make better decisions 87 percent of the time. ³ When people with different perspectives come together, they can spot weaknesses or opportunities that a more homogeneous group might overlook.

4. Increased Employee Satisfaction and Retention

Employees want to work in environments where they feel respected, valued, and included. “Employees who find contentment in their company’s endeavors regarding diversity, equity, and inclusion (DEI) tend to experience higher job satisfaction,” says Laura Wronski in a report from Consumer News and Business Channel (CNBC). ⁴

They are also less likely to leave a company that values and supports them. This can lead to significant cost savings for organizations as well as saving them time in recruiting and training replacements.

5. A Competitive Advantage in Recruiting

In today’s job market, potential employees are not just looking for a paycheck, they are seeking meaningful and inclusive work environments. A Glassdoor survey found that 76 percent of candidates consider a diverse workforce an important factor when evaluating job offers. ⁵ People are most likely to say “yes” to companies that employ people who they can relate to.

Inclusive hiring practices help your organization stand out in a crowded marketplace, making it more appealing to a broader range of candidates.

6. Cultural Competence and Global Reach

To succeed in diverse markets, a company must be culturally competent and sensitive to the needs and preferences of different communities. Inclusive hiring allows businesses to tap into the cultural knowledge and understanding of their employees, which can be a significant asset when expanding internationally.

Moreover, a diverse workforce can help a company bridge cultural and language barriers, fostering stronger relationships with international clients and partners.

Nine Practical Ways to Make the Hiring Process Inclusive

Here are some proactive measures you can take to make your hiring process more inclusive:

1. Write Inclusive Job Descriptions

Job descriptions are usually the first interaction candidates have with your organization so the language you use here matters. Often, these documents may contain subtle biases that can discourage candidates from underrepresented groups. Job descriptions can include words that signal that the company is a person with disability-friendly one.

Moreover, they can also choose not to include gender preferences in the job description to encourage more people to send their applications.

2. Provide Bias Awareness Training to Hiring Teams

Let them know about the various manifestations of hiring biases. Many of the biases we discuss within recruitment are often associated with factors such as gender, race, or abilities. It is vital to acknowledge the existence of numerous bias forms that could hinder a hiring team from effectively engaging with potential candidates.

There may be times where a person is not aware that they are hiring from a biased perspective so awareness training and guidance will be helpful.

3. Diversify Your Interview Panels

The composition of your interview panels can significantly impact your hiring process’s inclusivity. Having a diverse group of interviewers allows for a broader perspective in candidate evaluation. This diversity can help eliminate unconscious bias and ensure that candidates are evaluated on their qualifications, rather than personal characteristics.

4. Acknowledge Candidates’ Differences and Preferences

Be sure your recruitment process is accessible and safe to all candidates. Depending on the kind of industry your company is in, human resource departments can adapt to a disability-friendly work set-up including ramps and lifts for accessibility or mental wellness programs for all.

Provide information about accessibility in your job postings, too. You can also offer remote or virtual interview options, which can benefit candidates for remote roles, such as those with caregiving responsibilities or living in remote areas.

5. Practice Blind Review

Unconscious bias can creep into the early stages of the recruitment process particularly during the resume screening phase. A blind resume review is a powerful tool that helps you eliminate these biases. When the hiring team evaluates resumes without access to personal information such as the candidate’s name, gender, or age, they are more likely to focus solely on their qualifications and experience.

This prevents any bias that might arise from an applicant’s background, increasing the chances of hiring based on merit.

6. Implement Structured Interview Questions

Unstructured interviews often lead to bias, as interviewers tend to ask different questions to different candidates. A structured interview process involves asking all candidates the same or similar set of questions. This approach ensures fairness and consistency and allows for a better comparison of candidates based on their responses to the same criteria.

7. Be Transparent

Transparency shows your commitment to fairness and respect for all applicants. Keep candidates informed about the status of their application and the timeline for the selection process. Also, you can provide feedback to candidates who were not selected as this can help them improve and feel valued.

8. Provide Inclusive Onboarding

An inclusive recruitment process shouldn’t stop at the offer letter. Your onboarding process is equally important in retaining and empowering a diverse workforce. Ensure that new hires are welcomed warmly, provided with the resources and support they need, and are made aware of your company’s commitment to inclusivity.

Training programs on diversity, equity, and inclusion should be integrated into the onboarding process to educate new employees and reinforce your organization’s values.

9. Have Clear Diversity and Inclusion Policies in Place

It’s crucial to have transparent diversity and inclusion policies in place and communicate them clearly to all stakeholders, including candidates, employees, and hiring managers. It will also be helpful for your organization’s commitment to diversity to prominently feature your policies on your website and office premises.

By setting these expectations and holding everyone accountable, you create a culture of inclusivity.