Is Your Hiring Truly Inclusive? A Practical Checklist

Creating an inclusive workplace starts with inclusive hiring—yet many organisations unintentionally exclude talented candidates through outdated processes or unconscious bias. To help, we’ve put together a practical checklist to evaluate whether your hiring practices truly embrace diversity:

1. Job Descriptions and Advertisements

• Use clear, jargon-free language.
• Highlight commitment to inclusion and accessibility.
• Focus on essential skills rather than overly rigid qualifications.

2. Application Process

• Provide multiple ways to apply (online forms, email, or video applications).
• Avoid unnecessary tests or assessments that may disadvantage neurodivergent candidates.
• Ensure application instructions are simple and transparent.

3. Interviewing Practices

• Train interviewers on unconscious bias.
• Offer adjustments for candidates who may need extra support (e.g., quiet rooms, extra time, or written questions).
• Focus on strengths and potential, not just past experience.

4. Organisational Culture and Onboarding

• Ensure your organisation actively promotes inclusion and psychological safety.
• Make reasonable adjustments visible and accessible.
• Provide mentorship and support networks to help all employees thrive.

5. Feedback and Continuous Improvement

• Collect feedback from candidates about their experience.
• Review hiring outcomes regularly to identify barriers.
• Adjust policies and practices based on real-world learning.

Inclusive hiring isn’t just a compliance exercise—it’s an opportunity to unlock talent, innovation, and engagement. Using this checklist, organisations can identify gaps, implement meaningful changes, and ensure every candidate has a fair chance to succeed.

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