Why Inclusive Hiring Matters: A Strategic Approach to Bias-Free Hiring

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Employer resources

The importance of diversity and building inclusive teams is a common conversation subject in recruitment. The advantages are clear: an inclusive staff gives a business access to a diverse range of perspectives and ideas. Companies with a diverse workforce frequently outperform their counterparts by 36 percent in terms of performance and profitability.¹

Some companies have yet to fully harness the benefits of diversity and inclusion. According to Deloitte, the percentage of organizations demonstrating improvement in diversity and inclusion is only 15 percent and 30 percent, respectively.² In actuality, being inclusive needs purposeful effort more than high-cost expenses.

This article explores inclusive hiring and provides tips on expanding your procedures to a broader range of potential candidates.

Inclusive Hiring: More Than a Social Responsibility

Inclusive hiring involves actively seeking and providing opportunities to individuals from diverse backgrounds, including races, genders, ages, abilities, and socio-economic statuses. Traditionally, this approach has been viewed as part of a company’s social responsibility—a commitment to equity and fairness in the workplace.

The scope and impact of inclusive hiring practices drive innovation and creativity in businesses, extending beyond the fulfillment of moral obligations. Diverse teams bring many perspectives, experiences, and problem-solving approaches, fostering a creative and innovative work environment.

Accenture’s disability hiring research shows that companies leading in disability inclusion have seen 1.6 times more revenue and 2.6 times more net income than their peers.³ This enhanced performance is attributed to various factors, including improved decision-making processes, a better understanding of diverse customer bases, and increased employee satisfaction and engagement.

According to another Accenture report, if employers adopt disability inclusion, they will have access to a new talent pool of more than 10.7 million working-age people with disabilities in the United States.⁴ Promoting inclusive hiring practices and closing job gaps benefits individuals with disabilities and has the potential to greatly contribute to overall economic growth and corporate success.

In a global job market where competition for top talent is fierce, being known for a diverse and inclusive workplace can be a significant draw. A LinkedIn survey shows 67 percent of applicants value an empathetic tone in diversity, equity, and inclusion (DEI) statements.⁵

Moreover, diversity and inclusion improve employee retention, as employees are likelier to stay in an environment where they feel valued and included.

What Makes the Hiring Process Inclusive?

Inclusive hiring ensures that recruitment processes are open, fair, and accessible to a diverse range of candidates. It also involves creating a community that recognizes and appreciates individual differences and fostering an environment in which employees are respected and supported.

A truly inclusive hiring process extends beyond checking diversity boxes; it is about building a workplace culture dedicated to actively seeking out and valuing differences.

Effective Strategies that Promote Diversity and Inclusivity in Recruitment

Creating a hiring process that champions diversity, inclusivity, and equity requires a concerted effort and a commitment to change. Here’s what you can do to foster inclusive hiring practices:

1. Level the Playing Field

Promoting diversity begins with blind recruitment and removing personal details from resumes to curb unconscious bias. Ensure unbiased job descriptions by reviewing and modifying language that may deter specific groups. Avoiding jargon, specific cultural references or non-essential qualifications fosters inclusiveness. Emphasizing core competencies over specific educational backgrounds broadens the pool of potential candidates, fostering a more diverse and equitable hiring process.

Read Reading: Wake Up Call: 8 Ways to Avoid Unconscious Bias in Hiring

2. Implement Diverse Recruitment Panels

Diverse panels help in fair assessment and signal to candidates that the organization values diversity. This involves assembling interview panels with members from various backgrounds and perspectives. Such panels are less likely to be swayed by unconscious biases and more likely to assess candidates based on their merits and fitness for the role.

3. Provide Reasonable Accommodations

When hiring a new employee, most businesses budget between $4,000 and $20,000, excluding salary and benefits.⁶ Accommodating employees with disabilities is often more cost-effective than commonly assumed. The Job Accommodation Network (JAN) reports that around half of accommodations cost nothing and 30 percent cost $300 or less.⁷

During recruitment, these accommodations may range from creating accessible application processes, such as offering job postings in formats like Braille, large print, or audio, to tailoring interview processes to individual needs by providing sign language interpreters for deaf candidates, ensuring physical access for wheelchair users, or arranging phone or video interviews for those unable to travel.

These simple yet necessary modifications can ensure that candidates have an equal opportunity to participate in the recruitment process.

4. Let Your Partnerships Reflect Your Commitment

By establishing relationships with minority-serving institutions, women’s colleges, organizations working with people with disabilities, and other community groups, companies can tap into a rich pool of diverse talent. These partnerships can also extend to hosting career fairs, workshops, or internships designed for underrepresented groups.

5. Offer Inclusive Benefits Packages

In today’s job market, transparency about compensation and benefits is a key factor for potential applicants. Inclusive hiring goes beyond attracting diverse candidates by catering to the workforce’s diverse needs through thoughtful benefits packages that accommodate various needs and lifestyles.

Incorporate parental leave and elder care support to appeal to candidates managing family responsibilities.
Introduce diverse-friendly perks such as holidays reflecting various cultures and assistance for gender affirmation procedures to meet a range of lifestyle needs.
Provide access to counseling services, mental health days, or programs focused on stress management and maintaining a healthy work-life balance.

6. Provide Education and Awareness

Regular training sessions for HR and recruitment teams on topics like unconscious bias, cultural competence, and inclusive hiring practices are essential. Such training helps individuals understand their own biases and learn how to make objective, fair decisions throughout the recruitment process.

ACHIEVE DIVERSITY AND INCLUSION EXCELLENCE WITH PEAK PERFORMERS

While many organizations endorse diversity, equity, and inclusion (DE&I), the representation of people with disabilities often remains overlooked. At Peak Performers, our mission is to bridge this gap, ensuring that disability inclusion is not just a footnote in your DE&I strategy but a central component of your organizational culture.

Partnering with us means not only enriching your team with diverse perspectives but also reinforcing your commitment to a workplace where every individual, regardless of their abilities, can bring their whole self to work. Whether it’s for roles in business support, legal, accounting, or IT, we’ll connect you to skilled professionals suitable to fulfill your business needs effectively.

We can also help you gain a deeper grasp of inclusive hiring procedures! Our comprehensive guide is designed to provide valuable information and practical tips to help you build a dynamic talent pool through diversity and inclusivity.

Connect with us today and transform your workplace into an inclusive space where diversity is not just celebrated but actively embraced as a key driver of success and innovation.

References

1 Dixon-Fyle, Sundiatu. “Diversity wins: How inclusion matters” McKinsey and Company, 19 May 2020, www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters.

2 “2023 Global HC Trends: Focus on DEI progress, not promises” Deloitte, 16 Jan. 2023, www.action.deloitte.com/insight/3110/2023-global-hc-trends-focus-on-dei-progress-not-promises.

3 “Companies that Lead in Disability Inclusion Outperform Peers Financially, Reveals New Research from Accenture” Accenture, 27 Nov. 2023, www.newsroom.accenture.com/news/2023/companies-that-lead-in-disability-inclusion-outperform-peers-financially-reveals-new-research-from-accenture.

4 Getting to Equal: The Disability Inclusion Advantage” Accenture, 2018, www.accenture.com/content/dam/accenture/final/a-com-migration/pdf/pdf-89/accenture-disability-inclusion-research-report.pdf.

5 Raposo, Devin. “9 Telling Candidate Experience Statistics That Can Help Refine Your Hiring Process” LinkedIn, 21 Oct. 2021, www.linkedin.com/business/talent/blog/talent-acquisition/stats-key-to-providing-great-candidate-experience.

6 “What Is the Cost of Hiring New Employees?” Indeed, www.indeed.com/recruitment/c/info/cost-of-hiring-employees, Accessed 21 Dec 2023.

7 “Costs and Benefits of Accommodation” JAN (Job Accommodation Network), 4 May 2023, www.askjan.org/topics/costs.cfm.