10 Inclusive Hiring Practices Which Should Be Implemented

Hiring Practices
Reading Time: 6 minutes

Inclusive hiring has become the center of focus now as they are crucial for any company’s success. Inclusive hiring renders to increased productivity, employee retention as well as other multiple organizational benefits. It is said that when everyone is included, everyone wins, and this is definitely the case when it comes to inclusive recruitment.

First things first, let’s discuss what exactly does inclusive hiring mean and how can it be implemented successfully-

The inclusive hiring process entails recruiting diverse employees and embraces the different qualities every employee brings to the table. This does not mean simply hiring employees who are disabled or from an underrepresented background, just to tick off the diversity box. Instead, it aims at hiring employees from diverse backgrounds and providing a platform that is free of any bias.

Every company has faced a long history of trying to eliminate bias and discrimination from their hiring system which consists of various laws that protect the employees. Discrimination or bias is illegal in every company as no person should be denied a deserving job just because of their individual differences.

There are laws in place that outline the rights of the employees and the employers. Every company should be aware of these laws and ensure they are followed to guarantee fair hiring practices.

Inclusive hiring also means keeping an open mind about the unlimited and varied diversities that exist in the world. The employers can simply tick the box off and stay away from legal troubles, but that would still be unfair and unjust. Inclusive recruitment means that a candidate should be selected on the basis of their skills and talent, and not on any other bias criteria.

Many recruiters tend to hire candidates who fit in the norm and fall into the comfortable pattern. This is the kind of unconscious bias that should be eliminated from the root of hiring practices.

Importance of Inclusive Hiring

From a business point of view, inclusive recruitment provides umpteen advantages. Not only is it the responsibility of a recruiter to judge every candidate equally, but the credibility of the company is also at stake if it practices a biased hiring process. Inclusive hiring heightens the credibility of the company, which in turn attracts talented and experienced candidates.

Studies show that having a diverse workforce leads to increased productivity, performance, and engagement. Moreover, it helps to retain talented employees, which contributes towards the growth of the company. Inclusive hiring creates a strong foundation for an equal and diverse workforce that reflects the client base as well.

This increases the credibility of the organization as one that heeds importance to inclusion and diversity. Building a robust hiring process is the first step in creating an inclusive workforce. This directly creates a positive impact on the bottom line of the company.

Implementing an inclusive hiring practice is easy if executed successfully.

Given below are the top 10 ways through which this can be done-

Explain the importance of diversity

A notable point to remember is that diversity is based on various kinds of people and intersectional within those types too. The most common biases are gender and race, but there are other differences too such as disability, ageism, neurodiversity, and many others.

For example, the experience of an employee who is young will differ from that of an old one, even if they have similar job roles and talents.

Publish inclusive job descriptions

Always choose the wording of your job ad consciously. Use neutral language for hiring practices, to ensure that the ad doesn’t just attract a portion of demography. Avoid using industry jargon or mentioning gender. Begin with the job title, that doesn’t specify an industry preference or gender. Keep it on point and easy to understand.

Similarly, avoid using feminist or masochist words in the job ad. Using gender-neutral language for the job posting will attract a wider number of applicants than it would otherwise. Use easy-to-understand words and brief sentences. Keep the font plain, and highlight the important requirements for the job description.

Accessible career website

Make sure the words that you use for the hiring process are inclusive and states that your company promotes diversity and their focus is on finding the most deserving candidate. Instead of picking up random images from the internet, show how your actual workforce looks like and how your company promotes diversity.

Many people suffer from dyslexia, thus is it crucial that you use fonts that are readable by user-friendly. The website of your company should be created in a way that is accessible to everyone so that they get a clear idea of the work environment.

Expand job opening platforms

Remember that different people use different modes of platforms to find a job opening. The experienced and older generation usually look for ads in print, boot camps, or other traditional platforms. Whereas the younger generations are more active on social media platforms such as LinkedIn, Facebook, Twitter, etc.

Keeping this in mind, don’t limit your job ads to only traditional platforms or only online platforms, instead expand the job ads everywhere you can to attract all kinds of people.

Make inclusion the focus of your brand

Find effective ways to communicate the importance of inclusion in your company to different groups of candidates. Be transparent and let them know if your company is not there yet and that you are making plans to create a more diverse workforce. Inclusion and diversity play a crucial role in company branding.

When an employee feels included, they are more likely to stay in the company for the long haul and be more productive.

Also read – Diverse & Inclusive Workforce – Quick Checklist to Sustain it

Provide career opportunities

Make sure that you have a work process where employees have the opportunity to grow and succeed internally. Instead of recruiting new employees for a leading position, try to train the existing employees to take that place. Not only will this decrease the company costs, but it will also retain talented employees and strengthen their bond with the company.

Use a standardized interview process

Use an interview guide that is generic and does not have any filters based on any kinds of bias such as gender, age, race, etc. Create scorecards based on the candidate’s skills and talent that are job-related and not based on irrelevant criteria.

Create a diverse interview panel

Establishing a diverse recruitment panel, where all the hiring managers are from different backgrounds, will help in creating an inclusive work environment. If a recruiter has an open mind, they will keep a well-rounded view and gauge all the qualities of the candidate. Having a diverse recruitment panel will enable the company to reduce bias and judge candidates based on different perspectives.

Use Artificial Intelligence

Implementing artificial intelligence in the hiring process can reduce biased hiring to a great extent. AI has different recruitment filters, such as blind testing. In this, the information of candidates such as their gender, age, etc. remains hidden, and they are shortlisted purely on the basis of their talent and experience. AI does not discriminate amongst candidates and gives a result based on pure qualifications and not assumptions.

Also read – What is the Future of Work? HR or AI

Unlike recruiters, AI does not treat a candidate based on their appearance but shortlists them on the basis of their talent. Recruiters tend to develop a partiality bias of the candidate and end up sticking through it till the end. Due to this, many organizations end up losing talented candidates due to unjust bias.

Using Artificial Intelligence in inclusive hiring works amazingly as the results are based on a third-party opinion which is fair and just.

Measure your inclusive hiring program

To prove that creating an inclusive workforce benefits the organization, it is crucial to track and collect the data related to it. One thing to keep in mind while creating an inclusive workforce is that it may take a while to see the results. Track various metrics to measure how employees from diverse backgrounds are fitting into the company and work culture.

An applicant hiring tracker can help to distinguish the characteristics between candidates who have been recruited vs. those who haven’t. Additionally, monitoring the first-year employees can help the companies in understanding what is working for them and what is not. Conducting feedback surveys can also help the company in improving its work environment.

Many times, employees might have concerns regarding their inclusivity, but they might not be open about it. Conducting anonymous surveys can help in monitoring how inclusive employees feel in the company.


Every company must implement an inclusive hiring strategy to be successful. Continuous review of the hiring strategy should also be conducted to learn where your company is lacking or exceeding when it comes to inclusivity. Investing in an all-inclusive workforce might be a slow process, but it definitely beneficial in the long run.

To know more about the importance of DEI in a company, read our Pocket HRMS blogs here. Also, you can write to us at sales@pockethrms.com.


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