Inclusive Hiring: what it means and how to apply it within your organisation

By Elina Sokolovska, Showpiece, ex Wise

Inclusive hiring is the deliberate practice of recruiting, retaining and nurturing a workforce that reflects a broad spectrum of backgrounds, characteristics, perspectives and experiences. 

Finding, attracting and retaining diverse candidates requires creating a level playing field throughout the hiring process, starting from job descriptions, all the way to onboarding new employees, and retaining them for many years. In short, it means truly adhering to principles of openness, equity, and inclusion.

In order to be truly effective organisation-wide it requires a conscious, lived and consistent approach from intent, to process to performance management, driven by leadership and supported by everyone within the organisation. Nonetheless, there are actions every individual can take, from internal advocacy to adjustments as a hiring manager in order to promote a more inclusive environment. We’ll cover both approaches throughout this article. 

What inclusive hiring is: Defining inclusivity
Inclusivity is an evolving concept and can mean different things to different people, depending on their starting points. It’s important when setting out on an inclusivity program to think deeply about your definition: people often know instinctively what is or is not inclusive, but can struggle to codify that instinct, leading to debates and confusion.  When we asked our interview pool what inclusivity meant to them, they responded:

“For me, it’s being cognisant of the multitude of lived experiences and building with the least advantaged in mind.”

Abadesi Osunsade, Founder and CEO of Hustle Crew, an inclusivity awareness and training organisation.

“Inclusivity is about the entire spectrum, that is, diversity, equity and inclusion. When we started out [DiverCity] 16 seasons ago, we were thinking through certain lenses: gender, ethnicity, LGBTQ, disability. But that’s now extended out. We found over the last 16 series that what falls under this inclusion umbrella needs to include neurodiversity, also mental health, age, and both visible and invisible disabilities.”

Julia Streets – a Fintech entrepreneur, advisor, professional host/presenter and the host of the top-rated D&I podcast, DiverCity.

“Inclusivity is ensuring as an individual or a business that you provide equal access to opportunities or resources to those who might be excluded or marginalized, such as those from minority groups or having physical or intellectual disabilities.”

Tom Shurrock – Director of Product, tackling inequality by building talent lifecycle management products at Beamery.

“Inclusivity is when you genuinely invite a diverse set into a normal process. Normal meaning not creating a separate process or making those perceived as diverse feel as if they don’t belong.”

Genevieve Dozier – Founder & CEO of Warpaint Consulting, a Board Director of PayTech Women and an Advisory Board Member for Money 20/20 & VizyPay.

“Inclusivity means making sure everyone feels welcome, valued, and respected, no matter who they are or where they come from. Imagine your school or a party where everyone is invited and treated fairly, regardless of their background, race, gender, or beliefs. Inclusivity is about creating an environment where everyone can be themselves and contribute their unique perspectives and talents.” 

Read more insights from Genevieve Dozier and other leaders.