Recognise bias 

Bias is likely to exist. The key is to recognise when and where it occurs – and the associated challenges it brings. Identify it, and then work to remove it.

Look at all facets of diversity

True inclusion goes beyond race and ethnicity. Make sure you’re considering physical and mental ability, sexual orientation and gender identity. And then break each category down into subcategories. This can go a long way toward uncovering hidden biases you may have overlooked.

Collect and use data

Collect the data and metrics that define your workplace to see a full picture of the people who make up your organisation today. Use that data to better understand where you need to improve. You’ll be able to see if there are disadvantages to a particular group. And with that visibility, you can begin to tackle the problem.

Be open to learning

Look critically at your current screening and selection system. You may be using a technique that turns out to be unfair for certain groups. If you’re open to learning about alternatives to the way you’ve always done things, you’re well on your way to being truly inclusive.

Accept the long-term commitment of DEI

There is no overnight fix when it comes to improving diversity, equity, and inclusion in hiring. Worthwhile changes take time. To really transform the accessibility and inclusivity of your hiring process, you also need to accept the lengthy timeline of DEI.