Inclusive recruitment should mean everyone gets a fair chance when applying for roles. But, this is not the case by default.
CSI researchers submitted 3,200 fake job applications changing only the applicant name. All fictious candidates were British citizens but names where changed to suggest a different ethnic background. They found that in order to get a call back compared to White British applicants, people of:
- Pakistani heritage had to make 70% more applications.
- Nigerian and South Asian heritage 80% more applications.
- Middle Eastern and north African heritage 90% more applications.
We all have biases by virtue of being human, so we must have processes and checks & balances that mitigate these biases having an impact.
How can we recruit inclusively?
- Best practice includes anonymising the screening process, using predictive assessments, adding structure to interviews, and giving yourself a scoring rubric.
- At Included, we recruit using Applied. The recruitment platform anonymises candidates and their application, enabling the recruitment team to assess candidates based on answers to skills-based questions rather than using the traditional CV. Candidates are considered on merit alone without the influence of unconscious bias.
- Avoid relying too heavily on referrals. Studies by McKinsey show that men say their networks are comprised of 63% men; and women’s networks only include 38% women. In other words, men are more statistically more likely to be referred for a job.
- Find out more about Recruitment at the London 2012 Olympic and Paralympic Games.
Entry level roles
The Body Shop asks only three questions when recruiting for its entry level roles:
- Are you authorised to work in the UK?
- Can you stand for up to eight hours?
- Can you lift over 10kg?
Speed can often be a barrier for D&I, especially in the recruitment setting. This open recruitment approach allows those without prior experience to enter the company and learn on the job.
However, it’s important we don’t focus on entry level recruitment alone when designing inclusive recruitment practices. For example, Penguin Random House saw its socioeconomic pay gap increase 16% and ethnicity pay gap increase 15% in just one year. The publisher stated this was due to focus on hiring talent from underrepresented groups for entry level roles and overlooking senior roles.
Recruitment is part of the picture. To be an inclusive organisation, it’s essential to embed inclusion throughout a company’s processes and culture.
Looking for support with starting your D&I strategy? Get in touch.
