Many companies are committed to building inclusive work cultures where employees from all backgrounds feel supported and appreciated. Inclusive hiring can lead to higher employee retention, improved morale, and better business results.

It considers more than seeking candidates of different races or genders – inclusive hiring takes into account the needs of candidates with cognitive differences, abilities, educational backgrounds, socioeconomic status, and more.

Your company can attract a wider pool of candidates and increase your chances of finding the right fit. But inclusive hiring does not happen overnight.

Here are eight ways to incorporate inclusivity into your hiring process.

1. Write inclusive job descriptions

The language used in job descriptions plays a big role. Words like “strong” and “competitive” are perceived as male-specific and can deter female candidates. Likewise, terms like “sensitive” dissuade male candidates from submitting an application.

Use short, simple sentences that emphasise the must-have skills for a candidate, rather than an exhaustive list of qualifications.

Pay attention to formatting. Italics and underlining can make it difficult for candidates with dyslexia or visual impairments. Stick to large fonts and bold words that you wish to emphasise.

2. Make sure your website is accessible

It is critical to make sure your job site or careers page is accessible to all. Consider ease of navigation, colours, captions, and keyboard accessibility. There are many inclusive design elements that you can build into your website to help diverse candidates connect with your company.

3. Provide bias awareness training

Few recruiters are aware that they are operating using mental shortcuts that unintentionally benefit some candidates more than others. Unconscious-bias training, as well as training on fair-hiring practices, can shed light on biased practices.

Unconscious-bias training should be offered regularly to all employees to ensure they are supported and supportive of the inclusive work culture that is being built.

4. Add inclusion to your employer branding

Publicise your efforts at being inclusive to attract more diverse candidates. Show, with permission, photos and videos of your diverse team at work.

Share information about your employee resource groups, and be transparent about your progress towards building a more diverse workforce.

5. Use tools that keep candidates engaged

Inclusive hiring requires levelling the playing field for all candidates. Replace resume screening with an on-the-job simulation – a skills test with questions crafted to mimic the role, allowing candidates to perform tasks relevant to the job they are applying for and to showcase their capabilities.

6. Utilise diverse interview teams

When candidates go through the hiring process and engage with people from different backgrounds, it can validate that yours is a truly inclusive culture.

Interview teams that are made up of unique individuals from different parts of your company can create a more inclusive environment for new people.

They can also help you ask different questions, bring new perspectives to the interview, and improve the quality of your vetting process.

7. Measure your efforts

Offer a short survey to the candidates who exit the hiring process, whether voluntarily or because their application was eventually rejected.

Ask if they felt they had an equal opportunity; whether the process provided a chance for them to showcase their skills; and whether they observed bias or discrimination.

Also look at data from the hiring pipeline to see where diverse candidates are dropping out. If you see a large number of candidates starting the job application questionnaire and not finishing it, that may indicate there are too many questions or that the format isn’t user-friendly.

8. Invest in inclusive benefits and compensation

Building an inclusive culture may mean offering compensation that levels the playing field for men and women; offering mentorship programmes for minorities; investing in employee resource groups; and instituting gender-neutral parental leave policies.

Think about benefits and compensation that make staff feel supported and that maximise the contribution of diverse employees.

This article first appeared in Vervoe.

At Vervoe, their mission is to fundamentally transform the hiring process from mediocracy to meritocracy.