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8 Inclusive Hiring Practices You Need to Know in 2024 

8 Inclusive Hiring Practices You Need to Know in 2024 

Inclusive hiring actively values diversity in the workforce and welcomes skills and points of view that a diverse set of candidates brings to the company. It’s not just a matter of checking a box by hiring people from disadvantaged groups or with disabilities. Instead, inclusive hiring practices are open to making the playing field level for all job applicants.

Embracing diversity and fostering an inclusive workplace is not just a trend but a necessity as it leads to higher employee retention, productivity, and many other benefits that help companies succeed.¹

As we step into 2024, let’s talk about nine hiring practices you must be aware of to propel your organization into a future where inclusivity is considered a defining characteristic.

 

1. Use Inclusive Job Descriptions

When hiring, use language that applies to all applicants. This means avoiding gender-based terminology or words that are too masculine or feminine. Aside from this, you can improve job descriptions by:

  • Reducing business jargon as it may dissuade new applicants or those from different industries.
  • Keeping lines short and easy to read.
  • Using bigger fonts and underline functions instead of italics or bold to accommodate those with dyslexia.
  • Emphasizing job duties rather than standards.
  • Eliminating unnecessary requirements.

 

2. Exploring Unconventional Talent Pools

Expanding our horizons and looking beyond traditional ways opens doors to a wealth of creativity and innovation. Unconventional talent pools encompass individuals from different industries, career paths, and educational backgrounds, enriching teams with diverse experiences.

Broaden your horizons by exploring unconventional talent pools within communities, social initiatives, and skill development programs. Reach out to individuals in non-traditional networks, recognizing and empowering talent that might otherwise be overlooked.

 

3. Conducting Holistic Candidate Interviews

Fostering an inclusive and equitable work environment begins with the pivotal step of conducting holistic candidate interviews. Holistic interviews allow you to understand the individual’s unique qualities, fostering a more comprehensive understanding of their potential contributions to your company.

Embracing holistic candidate assessments allows us to look beyond conventional metrics and delve into a candidate’s comprehensive profile, considering their qualifications, diverse backgrounds, experiences, passions, and potential beyond their resume.

 

4. Creating Diverse Interview Panels

Building authentic and diverse interview panels reflects the diversity you champion. It sends a powerful message of your commitment to inclusivity that enriches the entire hiring process. This allows candidates to meet people from different perspectives, backgrounds, and experiences, fostering a sense of belonging and ensuring your hiring process is free from unconscious biases.

 

5. Utilizing Work Samples

Using work sample tests is an innovative approach that goes beyond traditional assessments, providing a fair and objective platform for candidates to showcase their skills and problem-solving abilities.

Similar to a case-based interview, work sample tests present candidates with real-world challenges that mimic scenarios they might encounter within the company. This method allows you to evaluate their capabilities based on tangible, demonstrated performance rather than relying solely on self-assessment or subjective interpretations.

 

6. Embracing Neurodiversity in Your Workspace

Neurodiverse workers often pay close attention to details and can keep their minds on the job at hand. One company, JPMorgan Chase, started a program called Autism at Work. They found that neurodiverse new hires were 90 percent to 140 percent more productive than workers who had been there for five or ten years.² Additionally, people who are neurodiverse were found to be more likely to stay with a company.

As employers, we can cultivate a culture that recognizes and accommodates the varied ways people think and work. By intentionally incorporating neurodiversity into our workspace, we enrich our team dynamics and contribute to building better workplaces.

 

7. Offering Tailor-Fitted Onboarding

An excellent approach to inclusive employee onboarding is understanding their unique strengths, learning styles, and aspirations. Through personalized onboarding plans, you can provide the support and resources needed for every team member to thrive from day one.

Tailor-fitted onboarding encompasses a range of considerations, from customizing training modules to align with specific roles to providing mentorship that caters to individual learning preferences. Acknowledge diverse cultural backgrounds, dietary choices, and accessibility requirements. By demonstrating genuine consideration, you create a workplace where every individual feels valued and respected.

Related Read: What Makes a Job Good: 4 Empowering Takeaways for Employers 

 

8. Recalibrating Your Current Inclusive Hiring Programs

You probably already have inclusive hiring programs and hires through said programs in place. Beyond simply tracking numbers, consider the impact these programs have on your organizational culture, employee satisfaction, and overall business success.

Seek feedback from both candidates and existing team members who have been a part of the inclusive hiring process. This will help you to understand the strengths and areas for improvement in your programs and ensure that the experiences of those involved are genuinely positive.

 

PARTNER WITH A STAFFING FIRM THAT VALUES INCLUSIVITY

Inclusive hiring is done to fight against unconscious bias in hiring. Each candidate’s skills and qualities connected to the job should be considered when hiring. At Peak Performers, we prioritize candidates based on their skills and qualifications—we are a dedicated ally to both employer and employee.

We are passionate about empowering your organization to tap into the talents of individuals with disabilities. With a rich history spanning nearly 30 years, our experience goes beyond mere recruitment; we’re here to transform your workforce dynamics, seamlessly execute projects, and advance your organization’s DEI efforts.

Talk to us right away to find out how we can help!

 

References 

1. “Scotus Decision White Paper.” SCOTUS, go.biassync.com/scotus. 11 Nov. 2023.

2. Furr, Pamela. “Council Post: Why It’s Important to Embrace Neurodiversity in the Workplace (and How to Do It Effectively).” Forbes, 12 Sep 2023, www.forbes.com/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively.

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