Building a workplace that values diversity and inclusivity begins with a thoughtful hiring process. Inclusive hiring isn’t just about filling quotas; it’s about creating equal opportunities, fostering innovation, and reflecting the varied demographics of your customers and community. If you’re an HR professional or a business owner, adopting inclusive hiring practices can transform your organization for the better.
Here’s your guide to mastering the art of inclusive hiring—with practical dos and don’ts to help you avoid missteps and hire the best talent for your organization.
Why Inclusive Hiring Matters
Inclusive hiring is more than a buzzword. Research shows that diverse teams perform better. A study from McKinsey revealed that companies in the top quartile for ethnic and racial diversity in management were 33% more likely to have above-average profitability. Inclusive hiring also sparks creativity, as employees from varied backgrounds bring different perspectives and ideas to the table.
But beyond the business metrics, inclusive hiring is about fairness. It’s about giving qualified candidates a chance to thrive, regardless of gender, age, ethnicity, or ability. Now, let’s break down the dos and don’ts to help your hiring process align with inclusivity goals.
The Dos of Inclusive Hiring
1. Do Create Inclusive Job Descriptions
The language you use in job postings matters. Avoid using jargon, corporate clichés, or gender-coded words (e.g., “rockstar” or “hacker”) that may discourage certain candidates from applying. Instead, focus on clear and concise language to describe the role and required qualifications.
Use tools like Textio or Gender Decoder to review your job descriptions for bias. For example, instead of writing “must have 10 years of managerial experience,” consider “has demonstrated leadership and team management skills.”
2. Do Expand Your Talent Pool
If your applicant pool all looks the same, it’s time to broaden your reach. Partner with organizations that support underrepresented groups, such as Women in Tech or National Minority Supplier Development Council. Attend diversity-focused job fairs or connect with niche platforms like Jumpstart or PowerToFly to attract candidates from different backgrounds.
Additionally, don’t limit yourself to traditional education or career paths. Many talented individuals gain experience outside of conventional routes, like through apprenticeships, boot camps, or freelancing.
3. Do Unconscious Bias Training
Every hiring panel should undergo unconscious bias training to ensure fair decision-making. These sessions help teams recognize ingrained stereotypes that may unintentionally influence their choices.
Tools like Harvard’s Implicit Association Test can be a good way to start. Training should go beyond recognizing bias; it should also teach actionable ways to reduce it.
4. Do Conduct Structured Interviews
Unstructured interviews leave too much room for subjective evaluations. Create a standardized set of questions aligned with the role’s requirements. This ensures every candidate is assessed consistently, reducing the influence of bias.
For example, scoring candidates on specific criteria (such as problem-solving ability or communication skills) provides a more objective basis for comparison.
5. Do Celebrate Diversity in Your Employer Branding
Showcase your commitment to diversity through your website, social media, and company values. Highlight employee stories that reflect varied experiences and backgrounds. Prospective candidates want to feel they’re entering a workplace that genuinely values inclusivity—not one that sees it as a checkbox.
The Don’ts of Inclusive Hiring
1. Don’t Use a One-Size-Fits-All Approach
Nothing alienates candidates faster than a process that doesn’t consider their unique needs. For instance, a person with a visual impairment may require assistive technology during the interview, while caregivers may need flexible scheduling.
Provide accommodations and customize parts of the hiring process when needed. Mentioning your willingness to provide accommodations in your job postings is a great first step.
2. Don’t Prioritize “Cultural Fit” Over Diversity
It’s tempting to hire someone who “fits the company culture,” but this can unintentionally exclude individuals who bring fresh perspectives. Instead, focus on “cultural add”—hiring individuals who will enhance and diversify your workplace culture rather than replicate it.
Ask yourself, “How can this candidate complement our team in ways we haven’t considered before?”
3. Don’t Make Assumptions
Avoid assumptions about what a candidate can or cannot do based on their background, age, or ability. For example, assuming older candidates may not adapt to new technologies or that working parents lack commitment can lead to discrimination and missed opportunities.
Evaluate every candidate based on their skills, qualifications, and potential, not your preconceived notions.
4. Don’t Rely Solely on AI or Algorithms
While AI-powered recruiting tools can screen resumes quickly, they aren’t immune to bias. Algorithms are only as good as the data they’re fed, which often reflects existing societal biases. For instance, a tool trained on data from past hires may unintentionally favor male candidates if that’s the trend in your organization’s history.
Always combine AI tools with human oversight to ensure a fair process.
5. Don’t Ignore Feedback
Building an inclusive hiring process is an ongoing effort. Actively seek feedback from candidates, especially those who turn down offers or drop out of the process. Anonymous surveys can help identify barriers or perceived biases in your current approach.
Employees at your organization can also provide valuable input. Create safe spaces for your team to share ideas on improving diversity and inclusion at every level of the company.
Take the First Step Toward Inclusive Hiring
Building an inclusive hiring process requires intentionality and ongoing commitment. By following these dos and don’ts, you can create a stronger, more vibrant workplace that attracts top talent and celebrates diverse perspectives.
About Darnell Technical
Darnell Technical Services is an engineering design firm with extensive experience in a vast array of projects. Our headquarters are located in Santa Ana, California, and we have an office in Las Vegas, Nevada.
Contact us today by telephone (714-285-0082 (CA), 702-945-2899 (NV)) or through our social media accounts on Facebook, Twitter, and LinkedIn to learn more about all the technical instruments and materials we put at your disposal.
