How to adopt a diverse and inclusive recruitment process

Diversity and inclusion (D&I) have both been hot topics of conversation in the UK finance sector. Over the last ten years in accounting and finance, many large businesses have been working towards creating diverse and inclusive working environments. There has been a real drive within the industry to increase the number of women in management roles, but considering what true diversity means, a much broader vision should perhaps be adopted. 

Understanding D&I 

The first step to building a diverse recruitment process is recognising your business needs and understanding what they mean for your organisation. All individuals, regardless of gender, race, disability or sexual orientation, should be given equal opportunities when searching for a role. Diversity is the first step, however, employers also need to create an inclusive environment in which those from a minority background feel accepted and connected to the business’ values. 
Businesses who champion diversity are more successful, make better decisions, encourage creativity and therefore innovation, have a stronger customer focus, and find it easier to recruit. Considering the lack of female talent in senior finance positions, businesses need to take a more creative approach to attract the talent that there is on the market.  

Implementing a D&I strategy 

The two key areas for implementing D&I in a hiring process are the culture of the business and how this is perceived externally, as well as the way in which potential candidates are sold an opportunity to work for the business. The perceived culture of the business and its reputation for supporting an inclusive environment, are key. Your careers website should showcase the diversity within the organisation and examples of the supportive, inclusive environment your business offers. 
The way that your job descriptions are written is also crucial. Many adverts are, unfortunately, not written with an inclusive mindset. Those who fail to consider diversity at this stage will miss out on a wider candidate pool. The interviewers that are meeting shortlisted candidates should reflect the diversity of the businesses to highlight that there are opportunities for everyone. For example, there should be two interviewers, both a man and woman to assess potential candidates. If those who are representing the organisation during the interview are not bought into diversity and don’t appreciate the importance of an inclusive culture, the process will not be successful. 

Measuring and monitoring

The saying ‘what gets measured, gets done’ rings true when it comes to diversity and inclusion in business. Setting clear and measurable targets for diversity is fundamental to support goals and drive the agenda. When it is clear which D&I aspects in your business need the most support, develop a plan to improve the diversity in these areas and set milestones to achieve your goals. 

Celebrating and extending 

Setting targets for diversity is one step, but working towards these goals and achieving them is a great win for the company and employees. Be sure to share the wins within your organisation, no matter how small. Set the standard and highlight the importance of diversity by going above and beyond with your approach to feeding this information through to your employees. While inequality needs to be understood at all levels, progress does too. Celebrate your successes. Diversity needs to be the tone at the top of any large business and attracting a diverse candidate pool is the start. However, to create a truly inclusive environment, providing the correct onboarding and internal support is key to driving behavioural change.
To help embed D&I into your organisation, be sure to use our ‘Diversity & Inclusion Checklist Generator’ for a guide and top tips.
If you would like to discuss how we can help with your recruitment processes, please get in touch with your local Michal Page office. Alternatively, submit a job spec today.
Lorraine Twist
Director, Michael Page Finance
T: +44 20 7269 2244