What are Inclusive Hiring Practices – and Is Your Company on Track?

#HR

Definition
Why do companies need inclusive hiring practices?
Best inclusive hiring practices
Tips for inclusive hiring practices
Measure your inclusive hiring program

In today’s fast-paced world, creating an inclusive culture is a total game-changer for forward-thinking companies. It’s not just about ticking boxes for diversity anymore. It’s about building a vibe where everyone feels valued, respected and totally unstoppable. This is where inclusive hiring practices become vital in your company’s HR planning and policies.

Definition

Inclusive hiring refers to a company’s intentional and proactive practice to ensure equal opportunities, fair treatment and unbiased consideration of candidates from all backgrounds and underrepresented groups during recruitment and selection.

An inclusive workplace involves creating a diverse workforce by removing barriers and biases that may limit access to employment opportunities based on factors such as race, gender, age, ethnicity, disability, sexual orientation and socioeconomic background.

inclusive-hiring-practices-timetrack-blog

Why do companies need inclusive hiring practices?

Inclusive hiring practices provide many advantages from a business perspective. According to some sources, approximately 45% of companies say their recruitment tools are inefficient in attracting diverse candidates. Not only is it the legal responsibility of the employer to make inclusive hiring a priority; it’s also the organisation’s reputation at stake.

Such hiring practices strengthen company reputations, which attracts talent in a competitive market. Research shows that 86% of candidates globally consider diversity, equity and inclusion in the workplace important.

Having diverse talent on board leads to higher productivity, innovation and performance. It also improves employee retention rates, further promoting the positive brand of the organisation.

Building a base for hiring diverse candidates is the first step toward an inclusive work environment. This foundation positively impacts the bottom line of your organisation. Evidence shows that businesses with diverse workforces financially outperform the national average for their industry.

In terms of sustainability and growth, an inclusive hiring practice supports the future of any organisation. By hiring from a global talent pool and welcoming diverse candidates from every corner of the Earth, organisations can get ahead of skill set shortages and access a broader range of knowledge.

Tip

A more inclusive recruitment and hiring process is the most ethical way to build a workforce. While it’s the right thing to do, it also helps companies avoid adverse impacts and disparate treatment claims, which can be damaging and costly.

HR Report assistance

TimeTrack’s HR reports are a powerful tool for evaluating the effectiveness of your inclusive hiring practices. Regularly review and analyse this data to measure progress, identify areas for improvement and make data-driven decisions.

Best inclusive hiring practices

Inclusive hiring practices are essential for promoting equity and inclusion within organisations. They help ensure that individuals from different backgrounds and underrepresented groups have equal opportunities to be considered for employment.

Here are some best practices for inclusive hiring:

Write inclusive job descriptions
- Language and tone: Use inclusive language that appeals to a wide range of candidates and avoids gender-coded terms. Simplify sentences and highlight essential skills rather than overwhelming qualifications for gender diversity.
- Overqualification bias: Focus on core skills and experiences required for the role rather than an exhaustive list of qualifications. Setting overly high standards may discourage qualified candidates and exclude diverse talent.
- Formatting for accessibility: Optimise readability by avoiding excessive use of italics or underlining. Opt for larger fonts and bold formatting to emphasise key information, ensuring accessibility for candidates with visual impairments.
Make your career site accessible to all
- Navigation: Ensure clear and consistent page structure with headers, titles, and lists to facilitate navigation for assistive screen readers.
- Colour contrast: Use appropriate colour contrast to accommodate individuals with visual impairments or colour blindness, ensuring design elements are distinguishable.
- Video captions and transcripts: Provide captions and transcripts for videos on your career site, enabling applicants with hearing impairments to access the content effectively.
- Keyboard accessibility: Ensure your website can be navigated using a keyboard alone, catering to individuals with mobility impairments.
Develop your EEOC statement
- Equal employment opportunity commission (EEOC) statement: Include a statement highlighting your commitment to diversity and inclusiveness. Emphasise adherence to EEOC guidelines in all job descriptions and job ads, showcasing your organisation’s dedication to building a diverse and inclusive workforce.
Provide bias awareness training for hiring teams
- Target all participants: Offer bias awareness and fair hiring training to anyone involved in the hiring process, extending beyond recruiters to encompass all team members. Broadening the scope ensures a collective understanding and commitment to inclusivity.
- Regular training: Make unconscious bias training a regular part of professional development for all employees. By providing ongoing education, you create a culture of awareness and support for the inclusive work environment you build.
- Combine with inclusive practices: Integrate unconscious bias training with other inclusive practices, such as blind hiring or a diverse interview panel. These layered approaches provide additional support for diverse candidates navigating the inclusive hiring process.

Tips for inclusive hiring practices

Cultivate a diverse talent pipeline

Proactively build relationships with educational institutions, vocational programs and community organisations to establish partnerships that support the development and inclusion of diverse talent.

Engage in initiatives such as internships, apprenticeships, inclusive recruitment training and scholarship programs to create opportunities for underrepresented groups.

Employee referrals with a focus on workplace diversity

Encourage employees to refer candidates from diverse backgrounds and incentivise their participation in the referral program.

Employees who understand the importance of diversity can play a crucial role in attracting candidates from different backgrounds who may not be reached through traditional methods of recruitment.

Participate in industry conferences and events

Engage with diverse professionals by attending conferences and events that cater to underrepresented groups in your industry.

Actively participate in panel discussions, workshops, and networking sessions to showcase your organisation’s commitment to diversity and connect with potential female candidates.

Diverse workforce inclusion to your employer brand

Authentic representation: Move beyond stock images and highlight real photos and videos of your diverse team in action (with permission). Share stories and experiences that reflect the diverse perspectives within your organisation.
Employee resource groups: Promote your employee resource groups (ERGs) to demonstrate a supportive and inclusive work environment. Highlight the opportunities for networking, mentorship and professional development that these groups provide.
Transparency and progress: Share your diversity, equity and inclusion (DE&I) statement, and if possible, provide transparency on your progress toward building a more diverse workforce. This demonstrates your commitment to continuous improvement and fosters trust with candidates.

Career opportunities

Internal growth awareness: Ensure employees are aware of internal growth opportunities through effective communication channels. Implement an internal recruiting process to promote and facilitate internal mobility.
Track internal mobility data: Monitor internal mobility across employee groups to identify any barriers to career progression. Leverage this data to develop strategies such as mentorship or sponsorship programs to address obstacles and foster professional development.

Save time and speed up processes

TimeTrack can help you better manage your time

Try now!

Measure your inclusive hiring program

Set meaningful metrics: Define metrics that measure the success of your inclusive hiring program. Track the number of candidates from diverse backgrounds progressing through the hiring funnel and assess their retention and advancement.
Leverage HR data: Utilise applicant tracking systems and performance reports to gather HR data on hiring outcomes. Monitor first-year hires to ensure a positive onboarding experience and collect employee feedback on the organisation’s inclusiveness.

Conclusion

In the pursuit of building an inclusive organisation, it is vital to review and assess your hiring process for potential exclusionary practices.

While it may not be feasible to completely overhaul the recruitment process all in one go, even small changes can make a significant difference. Investing time and effort in fostering inclusivity within your hiring and inclusive recruitment practices is a worthwhile endeavour that yields long-term benefits.

By incorporating TimeTrack’s Duty Roster into skill-based challenges, organisations can enhance the objectivity and transparency of the assessment process. This approach ensures that candidates are evaluated based on their demonstrated abilities rather than subjective judgments or biases.

Hibba Imran

Being a digital marketer, I have been working with different clients and following strict deadlines. For me, learning the skill of time management and tracking was crucial for juggling between tasks and completing them. So, writing about time management and monitoring helps me add my flavor to the knowledge pool. I also learned a few things, which I am excited to share with all of you.

What are Inclusive Hiring Practices – and Is Your Company on Track?

#HR

Table of Contents

Definition

Why do companies need inclusive hiring practices?

Tip

HR Report assistance

Best inclusive hiring practices

Write inclusive job descriptions

Make your career site accessible to all

Develop your EEOC statement

Provide bias awareness training for hiring teams

Tips for inclusive hiring practices

Cultivate a diverse talent pipeline

Employee referrals with a focus on workplace diversity

Participate in industry conferences and events

Diverse workforce inclusion to your employer brand

Career opportunities

Save time and speed up processes

Measure your inclusive hiring program

Conclusion

Time Tracking

Planning

Info

Company