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Hiring the right talent is one thing, but hiring inclusively? That’s a whole different ball game. In today’s ever-evolving workforce, the conversation around diversity, equity, and inclusion (DEI) has been more relevant than ever.
Companies are recognizing that a diverse workforce isn’t just a nice-to-have, but a must-have. So, where do you start? How do you ensure your hiring practices are genuinely inclusive?
In this article, we’ll discuss actionable steps to make your hiring process more inclusive. But before we get into the steps, let’s define what inclusive hiring really means and why it’s crucial for your organization. 
What is Inclusive Hiring?
Inclusive hiring is the practice of designing your recruitment process to ensure that all candidates, regardless of their background, have an equal opportunity to be considered for a role.
It’s crucial because it leads to a more diverse workforce, which has been shown to drive innovation, improve decision-making, and create a more positive company culture.
5 Steps to Inclusive Hiring
1. Understand Your Unconscious Bias
Before you even post that job ad, it’s crucial to take a step back and examine your own biases. Yes, we all have those sneaky assumptions we make without even realizing it. They can creep into your hiring process and affect who gets a second interview and who doesn’t.
Experts like Howard Ross, author of Everyday Bias, stress the importance of recognizing these biases. Ross explains that unconscious bias isn’t just about prejudice; it’s about the mental shortcuts we all take that can lead to poor decision-making.
To tackle this, get your hiring team on board with unconscious bias training. These workshops help them identify and address their biases, making them more aware during the hiring process.
Additionally, encourage team members to reflect on their personal experiences and how these might influence their perceptions of candidates.
2. Write Inclusive Job Descriptions
Have you ever seen a job ad that screams, “We only want a certain type of person”? Maybe not directly, but sometimes the language used can unintentionally alienate potential candidates.
Research from the Harvard Business Review shows that words like “aggressive” or “ninja” in job descriptions can deter women and minority groups from applying.
To avoid this, industry experts recommend focusing on neutral language that speaks to a wide audience. Instead of saying “he/she,” opt for “they.” to make your job ads more inclusive.
Additionally, focus on skills, not personalities. Instead of asking for a “dynamic” or “outgoing” person, highlight the skills and experiences that are truly essential for the role.
Sometimes, job ads are filled with industry-specific lingo that can be off-putting to outsiders. Avoid them and keep them simple and accessible.
3. Expand Your Talent Pool
If you always fish in the same pond, you’re going to catch the same fish. To build a truly diverse workforce, you need to expand your talent pool and look beyond traditional recruitment channels.
Experts like Stacey Gordon, CEO of Rework Work, emphasize the importance of diversifying your sourcing strategies. Gordon advises that if you want different results, you have to try different methods.
So how do you put it into practice?
- Partner with Diverse Organizations: Collaborate with organizations that focus on underrepresented groups, such as women in tech or individuals with disabilities.
- Leverage Social Media: Platforms like LinkedIn are a treasure bank of diverse candidates if you know how to use them. Join groups and participate in conversations that align with your DEI goals.
- Attend Diverse Job Fairs: Look for job fairs and career events that specifically cater to underrepresented communities. These events can provide access to candidates who might not be on your radar otherwise.
4. Standardize Your Interview Process
One candidate gets a casual chat, while another gets grilled? That’s bias in action. A standardized interview process ensures that every candidate is given an equal opportunity to shine.
Kim Scott, author of Radical Candor, emphasizes that consistency is key. Scott suggests that when you ask every candidate the same questions, you’re better positioned to evaluate them on a level playing field.
Develop a structured interview guide with a list of questions that all candidates will be asked, focusing on skills, experiences, and cultural fit.
Use a scoring system for each question or section of the interview. This helps in objectively assessing candidates and reducing the influence of personal biases.
Additionally, consider involving multiple interviewers from diverse backgrounds to ensure a more balanced view of each candidate.
5. Implement Inclusive Decision-Making
After all the interviews and assessments, the final decision on who gets hired should be as inclusive as the rest of your process. Pat Wadors, Chief People Officer at ServiceNow, emphasizes the importance of collective decision-making.
Wadors notes that diverse teams make better decisions. When you bring different perspectives to the table, you’re more likely to make a choice that benefits the entire organization.
Ensure that your hiring panels are diverse and representative of the workforce you want to create. This means diversity not just in race or gender but also in thought and experience.
After interviews, hold group discussions where each panel member shares their thoughts. This collaborative approach helps surface different perspectives and avoid groupthink.
Before making a final decision, review the process to ensure that all steps were followed and that no biases crept in at the last minute.
Conclusion on Inclusive Hiring
Building an inclusive hiring process means creating a workplace where everyone feels valued and respected. By following the steps outlined in this article, you’re making significant strides toward fostering a more diverse and equitable work environment in your organization.
