• Oliver Jessup

The Importance of Diversity and Inclusion in the Recruitment Industry



Recruiters are increasingly focused on diversity and inclusion as they build their internal cultures, drive hiring efforts, and build partnerships. People want to work for companies that respect and value them. They want the opportunity to thrive and succeed without fear of being marginalised based on any one characteristic, such as gender identity, race, religion, or sexual orientation. In other words, individuals want to feel included in the workplace and not just a token visitor in some company-sponsored event. The same is true for employees’ friends, families, and communities who could be potential candidates for jobs at your company. Inclusion is about recognising and respecting differences among people. It’s about creating an environment where everyone feels welcome and accepted no matter who they are or what they believe.


There are many ways you can incorporate principles of inclusion into your recruiting operations.


Make Recruiting a Commitment to Diversity & Inclusion


First and foremost, recruiters must make a commitment to diversity, equality and inclusion as a core business objective. It must be part of the recruiting organisation’s mission, vision, and values. By integrating DE&I into your recruiting operations and processes at ground level, you’ll create the foundations to make great progress in these areas.


Create an Inclusive Culture and Environment


As you build your recruiting organisation, you’ll want to make sure your recruiting strategy, processes, and tools are inclusive. This means you’re broadening your candidate pipeline while also ensuring your efforts are accessible to all candidates regardless of race, ethnicity, gender identity, religion, age, disability, sexual orientation, or other factors. Whether you use social media, attend in-person events, host virtual events, or collaborate with influencers, you’re inviting diverse talent to apply for positions at your company. By creating an inclusive environment, you’ll not only create a culture that attracts and retains top talent but also one that drives innovation, collaboration, and productivity. You’ll be able to better serve customers and clients through greater authenticity and empathy. And you’ll improve retention by reducing employee turnover.


Provide Training for Employees


One way to demonstrate a commitment to DE&I is through training for internal hiring managers and recruiters. This could include teaching them how to identify and address unconscious bias in the hiring process, as well as how to create inclusive interview questions that avoid words like “candidate,” “employee,” “man,” and “woman.” It could also mean providing DE&I training for managers on how to create and sustain inclusive cultures through behaviour and management.


Proactively Seek Out Diverse Candidates


As you plan your recruitment efforts, include strategies for proactively reaching out to candidates who may not apply if they don’t see themselves reflected in your job descriptions or sourcing channels. For example, you could consider hosting virtual events and partnering with organisations that include members of underrepresented groups. You can also find underrepresented candidates through social media channels and other platforms. By soliciting applications from diverse candidates, you’re meeting your commitment to inclusiveness and inviting underrepresented talent to consider your company as a place they can thrive.


More Than Just Top Talent


A successful recruitment strategy must be more than just hiring the top talent. It also means hiring the best talent from a diverse set of qualified candidates. To do this successfully, you must address issues related to diversity, equality and inclusion by implementing programs and initiatives that target underrepresented groups. To have a successful recruitment strategy, you must first make the recruitment process inclusive.


If we can help you with your recruitment strategy, please get in touch.