Diversity and inclusion are critical components of today’s business environment. As the world advances, workplaces can no longer ignore the need to ensure diverse workforces for better outcomes. Research shows that a diverse management can increase revenue by 19 percent. Additionally, it opens firms to a broader range of skills, a positive workplace culture, and better employee retention. Research has also shown that three or more workers out of four prefer diverse companies, which can prove to be beneficial in today’s scenarios of the great resignation and labor shortage.

Even with such benefits, diverse and inclusive workforces are not mainstream owing to several factors like bias and low employee involvement. With effective strategies to deal with such barriers, organizations can work toward being more inclusive and diverse.

The nature of recruitment policies has a significant impact on how diverse and inclusive a firm’s workforce is, leading to the necessity of establishing an inclusive recruitment process. In this article, we will talk about how firms can incorporate diversity and inclusion into their recruitment policy. Let’s begin.

  1. Candidate Sourcing – Focus on larger candidate pools.

Recruiters have been heavily relying on personal networks and the same hiring platforms or processes for a long time, leading to the challenge of a limited candidate pool. Limiting your talent pool is a sure-shot way to undermine diversity, as you can expect to recruit the same kind of candidates if you approach the same talent pool every time you require one.

Your search and outreach process must include sourcing from a wider pool of candidates. Investing in relevant tools, searching on diverse platforms, and working with different educational institutions can help you reach candidates from diverse backgrounds.

  1. Job Ads – Use inclusive vocabulary.

Even though unintended, your job ads often reveal hidden biases that limit your candidates by excluding specific demographics. As a recruiter, you must audit the job ad’s design to ensure that the target audience is not unconsciously limited. Using gender-neutral pronouns, non-targeted language, and a platform with a wider reach can be helpful.

  1. Employee Education – Dismantle bias at the core. 

The importance of addressing biases present at the core, both conscious and unconscious, cannot be understated. Irrespective of the nature of the discrimination, its impact on the recruitment process invariably influences workforce diversity. Thus, dismantling it at the core by educating employees is an essential step toward incorporating diversity and inclusion into recruitment policies.

Educating all employees, including the recruitment team, is essential. In fact, recruitment teams must be specially focused on, as they are at the forefront of it all and play a crucial role in establishing a firm’s diverse and inclusive culture. Here are a few ways you can dismantle biases at the core:

  • Audit or evaluate existing procedures to identify unconscious biases.
  • Build diverse recruitment teams.
  • Analyze past data to identify patterns of biases in the firm over the years, and then work toward those loopholes to remove them.
  • Leverage educational or training programs specifically tailored to recruiters so they can learn to correct their unconscious biased behaviors.
  • Invest in regular training programs for the entire workforce to ensure an inclusive and diverse culture.


  1. Recruitment Teams – Bring diversity to teams present at every stage of the recruitment process.

An organization’s hiring process has several steps, and each step has a different team to select fitting candidates for the next stage. So, when we talk about building diverse recruitment teams, it doesn’t only refer to the first stage of sourcing candidates. Diversity must be incorporated at every step of the recruitment process, as it can help you remove any unconscious biases or unintended partial treatments.

Diverse teams at every stage have the added benefit of diverse opinions and viewpoints, which can be advantageous for firms in terms of approaching an issue with a different perspective than usual. Diverse leadership at the recruitment front will help you effectively incorporate diversity and inclusion into your recruitment policies.

  1. Candidate Assessment – Be Objective. 

Candidate assessment must be objective. Although judging candidates based on a few subjective categories is essential to ensure a culture fit, most of the evaluation must be objective to ensure impartiality and inclusion.

Recruiters must have a criterion of competencies against which they will assess the candidates. If a candidate is qualified for a job role or not must be decided with significant dependence on their skill set rather than how well they fit with the workforce.

The core concept behind building more diverse and inclusive organizations is to bring in people from different backgrounds, diverse skills & experiences, and varying viewpoints. The benefits of these qualities are many, which is why it is essential to work toward removing subjective biases in the recruitment process and objectively assessing the candidates. Blind screening is an initiative that can help you further this agenda.


Building an inclusive brand is a core requirement to succeed in today’s business environment. With Gen Z dominating the workforce and increasing preferences for organizations with more responsible social stances, diversity and inclusion have become central to every firm.

Incorporating diversity and inclusion into your recruitment process is the first step toward establishing an inclusive brand. A diverse workforce opens up new opportunities for you, leading you to access previously ignored demographics and ultimately boosting revenue, profits, and success.

It takes effort and time to make your recruitment procedures diverse, especially as these elaborate processes have several stakeholders. However, with the proper techniques, you can do it effectively. More comprehensive candidate sourcing, inclusive job ads, employee education, diverse recruitment teams, and objective candidate assessment can benefit.