Diversity and Inclusion in IT Recruitment

How we support Diversity and Inclusion within IT Recruitment

As a company 50% owned by a disabled woman and with a number of staff members from minority groups, we are acutely aware of our responsibility as an ethical business to promote diversity and inclusion, not just within the IT Recruitment sector, but as a business throughout all of its interactions.

As an IT specialist recruitment agency, our clients’ roles are generally based on skills and qualifications. Our recruitment processes use a non-biased approach that centres around the key skills required and set out by the client.

As most companies do, we have a strict but practical and achievable Ethics, Equality, Diversity and Inclusion Policy. This is not just a document that we use for commercial purposes, but something that we feel passionate about and which forms part of our day-to-day interaction, with both our colleagues internally and our customers externally.

We provide training to new internal recruits on our Diversity and Inclusion policy that are not just words on a page, but part of our companies make up. We monitor this approach and ensure that any changes to clients polices are adhered to, but our team members are totally bought in to its benefits and enjoy working in this environment.

We are a champion of Diversity and Inclusion for all minority groups and work with our clients to support their Diversity and Inclusion recruitment plans. This does not mean that we help to provide preferential treatment to people with protected characteristics, positive discrimination is still unlawful and will break the Equality Act 2010.

What this means is that we take “positive action” our recruitment practices are bias free, so it will entice a broader spectrum of candidates, enabling a hiring manager to make an informed decision on who is best for the role.

Suggestions for better Diversity and Inclusion candidate screening process:

  • Removal of name from the CV.
  • Removal of dates for education.
  • Removal of names of colleges and universities.
  • Removal of the need to have a degree. (if appropriate)
  • Highlight that the experience and skill set required for a role is open to flexibility.
  • Use a broad range of marketing tools for the job advert covering local and national social media outlets, job boards and networking routes.
  • Advertise working from home and flexible hours.

Why make these changes to improve your Diversity and Inclusion?

Becoming fully aware and by taking out unconscious bias is not as natural or easy as it sounds, so setting out a few guidelines can assist you to achieve success and will help you adapt.

We can be guilty of making assumptions based on someone’s name, as this can sometimes give clues to gender, ethnic origin or social status. Addresses can also give clues to wealth and class too.

Age can introduce bias, but obviously age brings experience, so this can work both ways. Schools attended can also provide hints that could lead to unconscious biases. Obviously, CVs cannot be stripped of all details, but having a selection process where the above areas are removed can help to level the playing field.

Hiring the best suited person for your business is key, identifying them is far more objective and effective if you have the broadest spectrum of applicants. Diversity and Inclusion is a logical approach to achieve success, and having a diverse business, in all of its departments and hierarchy will ultimately lead to the most positive outcomes.

For more information about how we can help you to adapt your hiring plans to offer positive action, and to support diversity and inclusion, contact us on 02380 606100.

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