Diversity and Inclusion in Recruitment

Do you really understand what this means? It is a bit of a minefield for most hiring managers. It also creates quite a debate when you start talking about quotas versus the best person for the job. There is a whole newsletter right there! Maybe next week............

There has been a growing trend away from using quotas in recruitment and many organisations focus on implementing diversity and inclusion initiatives that aim to create a more equitable and inclusive workplace culture.

What does this mean in reality? Unconscious bias training, diversity mentoring programs and offering flexible working arrangements to accommodate different needs and lifestyles.

When it comes to recruitment offering flexible working arrangements really does help open up the talent pool. Who decided work should be 9 to 5 anyhow? And Monday to Friday? Looking at the pool of candidates there is a large demographic that no longer wants to work full-time for many reasons, think broader than families with young children. Does anyone immediately think about working mothers?

Interesting........

What about those who want precious time with their parents in their later years giving care and support? What about fathers who want to spend more time at home with their children? The list goes on and on.

Post-pandemic there is plenty of research to show we all had a good long think about the world of work and to quote Count Adhemar in A Knight's Tale (2001) "You have been weighed, you have been measured, and you have been found wanting."

So how do we recruit to ensure we have the widest possible talent pool? What are the practical tips?

1.     Gender-biased language

• "Seeking a strong, aggressive leader" (tends to favour masculine traits)

• "Looking for a nurturing, detail-oriented candidate" (tends to favour feminine traits)

Maybe try this instead?

• "Seeking a decisive, results-oriented leader" (emphasises leadership qualities, not gender stereotypes)

• "Looking for a patient, organised candidate with a keen eye for detail" (highlights relevant skills, not gender stereotypes)

2.     Age-biased language

• "Recent graduate preferred" (excludes experienced candidates)

• "Seeking a dynamic, energetic individual" (may discourage older candidates)

 How about this?

• "Seeking a candidate with a demonstrated track record of success" (focuses on experience, not age)

• "Looking for a highly motivated individual with a passion for their work" (emphasises enthusiasm and dedication, not age)

3.     Experience-biased language:

• "5+ years of experience required" (excludes recent graduates or career changers)

• "Must have experience in a fast-paced environment" (may discourage candidates with less intense work experiences)

What about this?

• "Seeking a candidate with relevant experience and a willingness to learn" (opens up the pool to candidates with transferable skills)

• "Looking for a candidate who can thrive in a dynamic and collaborative environment" (focuses on adaptability and teamwork, not specific work experience)

4.     Skill-biased language:

• "Must have proficiency in coding and software development" (excludes candidates without formal programming training)

• "Strong communication and interpersonal skills required" (may discourage candidates with introverted personalities or those from non-native English backgrounds)

What about?

• "Seeking a candidate with strong problem-solving and analytical skills" (highlights relevant skills without specifying formal training)

• "Looking for a candidate with effective communication and interpersonal skills" (emphasises communication ability, not native English language proficiency)

 Some food for thought maybe?

Remember if you need any help with your people or your recruitment we are here to help so just get in touch.

Have a great week.

Lindsey, Vic and Sharon

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