Below we have shared several suggestions actions to make recruitment more inclusive.
Understand the law: protected characteristics are covered by the Equality Act 2010 which includes Positive Action, such as targeted recruitment for underrepresented groups or mentoring schemes.
Centre culture and values: ensure that you have created values that genuinely embed inclusion, equity and anti-racism. See the previous section for this.
Clear and accessible language: use plain English and avoid jargon or exclusionary terms (e.g., say "strong communication skills" instead of "native English speaker"). Ensure adverts are accessible, compatible with screen readers, and use non-gendered language (try tools like gender decoder).
Salary transparency: clearly state salary or pay range. Avoid "competitive salary" or "dependent on experience" to help address pay gaps. Pay must meet at least minimum wage, and ideally the real Living Wage.
Inclusive requirements: emphasise skills over formal qualifications, and welcome non-graduates. Don’t require unnecessary years of experience or continuous employment as this will exclude people with caring responsibilities or work gaps.
EDI commitment: include a meaningful, tailored EDI statement describing real actions (not just "we are an equal opportunities employer"). State that reasonable adjustments are available, as required by the Equality Act 2010.
Application process clarity: be clear on how to apply, offer multiple formats if feasible (e.g., written, video, phone), and list application deadline and interview stages and dates in advance.
Fair interviewing: outline the interview process and offer questions in advance, if requested. Make clear that accessibility needs will be accommodated. Provide feedback to unsuccessful candidates.
Highlight inclusion schemes: such as Disability and Ethnicity Confident Schemes to increase representation from marginalised groups or any staff networks you have e.g. a Colleagues of Colour group.
Bias-free process: if possible, use an applicant tracking system to remove identifying details from CVs and applications. Where possible, have diversity within the hiring panel. Train interview panels on unconscious bias.
Transparency and accountability: Link to your EDI strategy, share workforce diversity data if available, and offer testimonials from underrepresented colleagues.
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