Inclusive hiring: from good intentions to meaningful action

Over the past decade, many organisations have made real progress in recognising the importance of diversity and inclusion in recruitment. Yet, despite positive momentum, a noticeable gap remains between aspiration and action.

Encouraging signs are emerging, but the transformation is still far from complete. The stakes have never been higher: with talent shortages across critical sectors, growing scrutiny around pay and representation, and candidates increasingly vocal about workplace culture, businesses that fail to embed inclusivity risk falling behind. The organisations that do prioritise inclusive hiring, however, are securing top talent and building stronger, more resilient teams.

Why inclusive hiring is a business imperative

Inclusive hiring is not only the right thing to do but it is a source of strategic advantage. Companies that actively reduce bias and foster inclusion gain access to broader talent pools, create more innovative teams, and consistently deliver stronger business outcomes.

Today’s workforce is multi-generational, digitally connected, and highly attuned to issues of equity and flexibility. According to Standout CV, 79% of job seekers now use social media to research job opportunities, while Recruiting Daily reports that nearly 70% of job applications in 2021 were submitted via mobile devices. The best candidates have choices, and they are increasingly drawn to employers who reflect their values.

Three reasons inclusive hiring builds better teams

Wider talent pools
Inclusive practices remove barriers for high-potential candidates who might otherwise be overlooked, particularly those from underrepresented or non-traditional backgrounds.

Improved team performance
Diverse teams are more innovative, adaptable, and effective. McKinsey research shows that companies in the top quartile for ethnic and cultural diversity outperform others by up to 36% in profitability.

Stronger employer brands
Demonstrating inclusive values makes organisations more attractive not only to candidates but also to clients and customers, enhancing competitiveness in the talent market.

Common pitfalls in job adverts

Many organisations unintentionally narrow their applicant pool from the very first step: the job advert. Three common pitfalls include:

Biased language
Subtle wording choices can unintentionally exclude capable candidates. For instance, requesting “native English speakers” may discourage multilingual applicants who are fully proficient. Phrases such as “aggressively pursue targets” can also deter candidates with a collaborative style, even if they are results-driven. These signals matter, shaping both application numbers and employer reputation.

Overemphasis on experience over potential
Rigid requirements around years of experience or specific qualifications can screen out strong candidates who bring transferable skills, adaptability, and fresh perspectives. Terms like “recent graduate” may inadvertently exclude older applicants or those re-entering the workforce.

Lack of clarity
Failure to provide details on flexible working, remote options, or salary transparency can deter applicants and foster mistrust. Many candidates will simply move on if they cannot find the information they need.

Checklist: Writing inclusive job adverts

Use gender-neutral language
Replace gendered pronouns with inclusive alternatives like “you will,” “they,” or “the successful candidate.”

Avoid jargon and buzzwords
Terms such as “rockstar” or “guru” can alienate or confuse applicants. Use clear, professional language.

Prioritise skills over rigid requirements
Focus on impact and skills rather than time-based experience or formal education alone.

Include an authentic inclusion statement
Go beyond generic lines. Share what inclusion looks like in practice within your organisation.

Be transparent
State salary ranges, flexible working options, and available accommodations upfront. A recent LinkedIn poll we ran found that 86% of respondents view salary transparency as “very important” when reviewing job ads.

Three practical steps to strengthen inclusivity

Redesign your job ad process
Review all adverts for biased language. Consider using inclusive language tools or A/B testing to identify what drives higher-quality applications.

Adopt blind CV reviews
Remove names, universities, and other identifying details so hiring managers can focus on skills and achievements rather than assumptions.

Diversify your hiring panels
Bring together decision-makers from varied backgrounds, or appoint a “diversity advocate” to ensure fairness. Structured interviews with objective scoring can further reduce bias.

Progress starts with small steps

Building a more inclusive hiring process doesn’t require a complete overhaul overnight. Even small, intentional actions, such as refining the language in job ads or trialling blind CVs, can create meaningful change.

The organisations that embed inclusivity at every stage of recruitment not only attract better talent but also future-proof their teams for long-term success.

Need support in developing an inclusive hiring strategy? Our team can help you design recruitment processes that reflect your values, broaden your reach, and secure the best people for your business.