Make Hiring More Inclusive and Accessible With These 9 Steps

Millennials and Gen Zs are particular about only working for companies that recognize, support and celebrate their diversity. About 62% of potential recruits turn down job offers when they realize the company doesn’t offer inclusivity. Considering this, the most effective way to retain the current staff is by practicing inclusive hiring.

READ: Don’t be an “Average” Company — The Power of Prioritizing Team Happiness

What is inclusive hiring?

There is much more to inclusive hiring than recruiting marginalized communities and people living with disabilities to tick off some boxes. It involves leveling the playing field for everyone, regardless of their qualities and abilities. It means no bias or discrimination throughout the process, from the position advertisement to the shortlisting and hiring processes. 

Benefits of inclusive hiring practices

The best part about inclusive hiring is that it benefits both the candidates and the company. If there is no bias, the potential recruits can prove their skills, and at the same time, employers get the information they need to make an informed decision. On the other hand, a company that is intentional about the process becomes more productive and can effectively achieve its goals. The staff and clients have faith in it, improving the relationship between the three parties. 

9 steps to make hiring more inclusive and accessible

If you want to take your company to the next level, start with inclusive hiring. Here is how to make it happen.

1. Develop a diversity and inclusion policy

One of the first steps is to rebrand your company, making it very clear that you recognize and promote inclusivity. Potential recruits and the public should know you stand for non-discriminatory hiring practices. They should also see it through your DEI (Diversity, Inclusion and Equality) statement and resource groups. 

READ: Unlocking the Power of DEI — Building Better Programs for Business and People

2. Provide training for your hiring team

Unconscious bias awareness training should also be a goal for every company. Every member of the hiring team should undergo training on the importance of inclusivity and know how to implement it. This way, no one will be discriminated against based on their gender, race, background or abilities. Everyone has a fair chance throughout the hiring process.   

3. Ensure inclusive job descriptions and an accessible website 

Did you know that your language in a job description also affects your inclusive hiring efforts? To tackle this, ensure that all the job adverts are simple and unbiased. At the same time, adjust the company’s website to make it easy to navigate to facilitate access by people living with disabilities. For instance, you can use color contrast for people with visual impairments, keyboard access for those who cannot use a mouse, and subtitles on videos for people with hearing difficulties

READ: The Ultimate Guide to WordPress Accessibility, and How it Can Boost Your Platform

4. Rethink your hiring requirements

Instead of making a long list of qualifications the recruit needs, consider narrowing it down and only emphasizing the most vital skills required in the job advert. If the bar is too high, talented applicants could easily turn away because it intimidates them, especially if they are living with disabilities. 

5. Make it possible to apply in different formats

For many talented individuals, the only thing standing in their way is not knowing how to apply for jobs based on their physical abilities. Therefore, as a company, it helps design applications in various formats such that people with visual, hearing and other physical disabilities can easily apply. 

6. Be flexible to different needs

Promoting diversity starts with adjusting to accommodate individual needs, from the application to the interview and hiring processes. For instance, instead of submitting a CV, you can encourage applicants can use a video or complete a test. Additionally, you can ask whether the candidates need any adjustments made at any step to make them more comfortable.

7. Design and hold inclusive interviews

Unconscious bias happens during the interview process. To eliminate it, it is vital to create a favorable and accommodative interview process for the candidates. It starts with the choice of panelists and the types of questions asked. It also helps to prepare in advance and add more time for interviews.  

8. Offer Flexibility

Another way to show that the company values diversity is by offering flexibility in terms of working arrangements. Consider encouraging remote working, part-time, compressed working hours and other arrangements to make the job environment more comfortable for people based on their needs. 

9. Measure and improve your efforts

Implementing small changes every day to your hiring process and daily operations goes a long way, but it doesn’t happen overnight. Since it is gradual, you should find a way to measure whether it is effective. For instance, consider accessing the candidates, asking them how they feel about the entire process, and making necessary adjustments to make the hiring process fair.

David started Be Accessible because of his passion for website accessibility and ADA compliance. He spent much of his career working for financial institutions creating websites and mobile applications. He earned his Master’s in Business Administration from Salve Regina University in Rhode Island. David is an advocate for creating web interfaces usable by all people. He enjoys recording music and playing soccer with friends.