In today’s competitive job market, creating a diverse and inclusive workplace is not just a moral imperative—it’s a business necessity.
However, unconscious bias can often hinder efforts to build truly diverse teams. As recruitment experts, we’ve seen how even well-intentioned organisations can struggle with this issue. But don’t despair—even small changes can make a significant difference.
What is Unconscious Bias?
Unconscious bias, also known as implicit bias, refers to the associations we hold without conscious awareness. These biases are influenced by our background, personal experiences, and societal stereotypes. In recruitment, they can manifest in various ways, from favouring candidates with similar backgrounds to making snap judgements based on superficial factors.
Common Pitfalls and How to Avoid Them
Start Before the Job Description
With hiring confidence on the rise, you’re probably thinking about writing job ads. But before you start, take a step back and consider why the vacancy exists. What skills and competencies are truly necessary for the role? Be wary of including requirements that aren’t actually essential, such as specific degrees or qualifications that might inadvertently exclude talented candidates.
Beware of Biased Language
When crafting your job description, be mindful of language that might unintentionally discourage certain groups from applying. Use gender-neutral terms and focus on the skills and attributes needed for success in the role.
Rethink Your Screening Process
Be aware of how information in CVs, such as names, addresses, or educational institutions, might trigger unconscious biases. Consider using technology to anonymise applications during the initial screening stage.
Consider Your Company Holistically
Examine your organisation’s policies and culture. Do you offer flexible working arrangements? Is your website accessible to those with disabilities? These factors can significantly impact the diversity of your applicant pool.
Practical Steps to Reduce Bias
Harness Technology
Utilise recruitment software to help anonymise CVs, score candidates objectively, and track diversity data. While technology isn’t a silver bullet, it can be a valuable tool in creating a more equitable process.
Rethink Interviews
Traditional interviews can be fraught with bias. Consider implementing structured interviews where all candidates are asked the same questions in the same order. Where possible, involve multiple interviewers to gain diverse perspectives and mitigate individual biases.
Implement Unconscious Bias Training
Provide regular training for your HR team and hiring managers. Even brief refresher courses every six months can help keep bias awareness at the forefront of people’s minds.
Focus on Diversity Strategy, Not Just Goals
Rather than setting rigid diversity targets, which can sometimes lead to tokenism, focus on creating an inclusive environment that naturally attracts diverse talent. This might involve reviewing your benefits package, parental leave policies, or flexible working options.
Remember, tackling unconscious bias is an ongoing process, not a one-time fix.
While larger organisations may have more resources to dedicate to this issue, businesses of all sizes can make meaningful changes. By consistently examining your processes and making incremental improvements, you can create fairer, more inclusive workplaces that benefit from the richness of diverse perspectives and experiences.
As you strive to build more equitable recruitment practices, embrace the challenge with an open mind and a commitment to continuous improvement. After all, creating a diverse workforce isn’t just the right thing to do—it’s also the smart thing to do for the success and innovation of your business.
We’re here to support you in this journey towards more inclusive hiring practices. By working together, we can help you build teams that are not only diverse but also more creative, productive, and better positioned to meet the challenges of today’s dynamic business environment.
Read more about our services here or if you’d rather talk to a member of the team, get in touch today.