At Premier Group, we connect incredible talent with forward-thinking companies every day. And increasingly, the conversation with our clients goes beyond skills and experience it’s about building inclusive teams that reflect the diverse world we live in.
It’s encouraging to see diversity and inclusion (D&I) move up the agenda, but let’s be honest: talk of “inclusive hiring” can sometimes feel more like a box-ticking exercise than real, measurable action.
Inclusion isn’t about lip service; it’s about intentional steps that drive lasting change. And as recruiters on the front line, we know what makes a real impact.
Here’s how at Premier we help clients move beyond the buzzwords and embed inclusion into the hiring process from the first job post to the final offer (and beyond).
Start Strong: Inclusive Job Descriptions
Your job ad is your first chance to open the door — or accidentally close it.
Language Matters:
Avoid gender-coded or exclusive language (“rockstar,” “ninja,” “he/she”). opt for neutral terms like “they” and use tools to identify unconscious bias in phrasing.
Prioritise What Counts:
Cut down the laundry list. Focus on essential qualifications, not “nice-to-haves” that might unnecessarily deter capable candidates from underrepresented groups.
Show Your Values:
A simple D&I statement signals that you’re serious. Example:
“We’re proud to be an equal opportunity employer and are committed to building a diverse, inclusive workplace.”
Accessibility is Key:
Ensure your job postings are mobile-friendly and accessible to people with disabilities think alt text, readable formatting, and compatibility with screen readers.
2. Cast a Wider Net: Inclusive Sourcing Strategies
If you always search in the same places, you’ll always find the same profiles. Inclusive hiring starts with inclusive outreach.
Broaden Your Platforms:
Go beyond the big-name job boards. Tap into networks and communities that focus on underrepresented talent in your sector.
Internal Talent Counts Too:
Encourage and enable internal mobility. Inclusive companies promote from within and nurture talent from all backgrounds.
Blind Screening (When Appropriate):
Where feasible, anonymise applications to focus purely on skills and experience. Some of our clients have seen a noticeable improvement in the diversity of candidates progressing to interviews through this method.
3. Fair Play: Inclusive Interviewing
Interviews are a powerful opportunity but also a common source of unconscious bias.
Structure is Everything:
Use standardised questions asked in the same order. This levels the playing field and allows for more objective comparison.
Diversify the Panel:
A diverse interview panel can help candidates feel seen and represented and reduce the risk of groupthink or bias.
Skills Over Background:
Focus questions on behaviours and capabilities, not assumptions. Use situational and competency-based questions to fairly assess candidates.
Ask About Adjustments:
Make it standard practice to ask if candidates need accommodations. It’s a small ask that signals a big commitment.
4. Beyond the Hire: Creating an Inclusive Workplace
Diverse hiring is just the first step. To retain great people, you need an environment where they can thrive.
We often advise clients to invest in:
- Employee Resource Groups (ERGs): Safe spaces for connection, advocacy, and insight.
- Inclusive Leadership Training: Equipping leaders to foster a culture of belonging.
- Feedback Loops: Regularly gather insights from employees about their lived experience and act on it.
The Bottom Line: Inclusion Isn’t a Trend, It’s the Future of Talent
At Premier, we believe in creating real opportunity for everyone, not just because it’s the right thing to do, but because inclusive teams perform better, innovate faster, and retain talent longer.
If you're looking to make your hiring more inclusive or just want to talk about what’s working (and what’s not) we'd love to chat.
0118 902 8800
hello@pg-rec.com
