Keeping inclusivity at the heart of your hiring decisions

Inclusive recruitment

Inclusive recruitment means you hire the best person for the role, not just the one who ‘fits in’.

It widens your talent pool and boosts innovation.
It improves retention and reflects the communities you serve.
It helps you meet your legal obligations and futureproof your workforce.

Inclusive recruitment

Put policies in place

Have clear EDI, grievance, and anti-harassment policies and keep them up to date.
Use real-life examples of unacceptable behaviour to make policies accessible.
Train line managers to apply policies fairly and consistently.
Make sure policies are visible and easy to find.

Did you know?

Only 1 in 3 employers with LGBTQIA+ policies reviewed them in the last year.

Inclusive recruitment

Move from policy to strategy

Although important to have, an equality policy won’t create inclusion on its own.
Build an EDI strategy aligned to business goals. It helps you meet your legal obligations and futureproof your workforce.
For recruitment, this means:
- Inclusive job descriptions and adverts.
- Diversity goals for candidate shortlists.
- Bias training for hiring teams.
- Accessible application processes and job platforms.

Inclusive recruitment

Be data-led and people conscious

You can’t fix what you don’t measure. Collect EDI data at every stage: application, interview, offer.
Analyse where drop-offs happen and who’s progressing.
Use insights to improve access, experience, and outcomes.
Be transparent: let candidates know why data is collected and how it’s used.

Inclusion is everyone's job

When inclusion is lived, not just listed, that’s when recruitment becomes a true driver of culture and growth.

Embed inclusion into interview training and recruiter development.

Create safe spaces for honest conversation.

Recognise and reward inclusive behaviours, not just hiring outcomes.