In today’s world, Equity, Diversity and Inclusion (ED&I) are no longer just “nice-to-haves.” They are essential drivers of business success, enabling organisations to attract top talent, foster innovation, and build resilient, engaged teams. But creating an inclusive workplace isn’t something that happens overnight—it’s an ongoing journey requiring intentional effort.
So, how can businesses take practical steps to build an inclusive workplace? Drawing on years of experience in recruitment, here are actionable insights to help you make meaningful progress.
The Business Case for Diversity
Diversity isn’t just about ticking boxes or meeting quotas—it’s about creating a workplace where everyone feels valued, empowered, and safe to bring their whole selves to work. Businesses with diverse teams are more innovative and make better decisions because individuals feel confident sharing their ideas without fear of judgement.
Beyond innovation, diversity also impacts employee retention and loyalty. When people feel seen and supported, they are more likely to stay, reducing costly turnover. At its core, an inclusive workplace fosters trust, collaboration, and a sense of belonging—key ingredients for long-term success.
Attracting and Supporting Diverse Talent
One of the first steps to building an inclusive workplace is ensuring that your recruitment processes are designed to attract and support diverse talent. Start with inclusive job adverts, free from biased language, and highlight your commitment to D&I. Transparency is key—candidates want to know that you’re walking the talk when it comes to inclusion.
But attracting diverse talent is just the beginning. Hiring managers play a crucial role in creating a positive experience, and they need to be equipped with the right tools and knowledge. At Hewett Recruitment, we train hiring managers on inclusive recruitment practices, helping them understand how to remove unconscious biases and accommodate different communication styles, particularly for candidates with disabilities or neurodiverse conditions.
Flexibility is another non-negotiable for many candidates. Research shows that flexible working arrangements—whether part-time, hybrid, or tailored hours—are increasingly important, yet many employers fail to mention this in their job adverts. By offering and promoting flexibility, you’ll open your doors to a much wider pool of talent.
Collaboration for Change
Partnerships with external organisations can be transformative when it comes to advancing D&I goals. Engaging with local job centres, charities, and initiatives like The Shaw Trust can connect you with underrepresented talent pools. For example, work experience placements or job fairs specifically for individuals with disabilities provide invaluable opportunities to make your workplace more accessible and inclusive.
Working with a recruitment agency that aligns with your ED&I objectives can also make a significant difference. At Hewett Recruitment, we recently partnered with Specsavers to review our joint recruitment process through an inclusive lens. This collaboration led to changes in our assessments, communication, and onboarding practices, ensuring every step of the process was welcoming and supportive for all candidates.
Overcoming Barriers to True Diversity
One of the biggest barriers to diversity is attitudes. While HR teams are often fully engaged in ED&I, hiring managers may lack the training or understanding to see its value. Education is key—not just on how to be inclusive, but why it benefits the business.
Another challenge is the lack of diversity in certain talent pools, particularly in industries like engineering and IT, which are often male-dominated. To address this, businesses need to take a long-term view, working with schools, colleges, and universities to inspire young people—especially girls—to consider careers in these fields. Offering work placements and internships can also help to bridge the gap.
Finally, biases—whether conscious or unconscious—remain a significant barrier. For example, some businesses have rejected software developers for lack of eye contact during interviews, overlooking the fact that many of the best developers are neurodiverse candidates who communicate differently. By educating hiring managers on these nuances, businesses can unlock exceptional talent they might otherwise miss.
Preparing for the Future
The ED&I landscape is evolving, and businesses must be prepared for upcoming challenges. One of the next big shifts will be the introduction of race and disability pay gap reporting. Unlike gender pay gap reporting, these new requirements will be more complex, as employees may not always disclose this information.
To prepare, businesses need to build trust and create environments where employees feel safe sharing their data. Clear communication about how this information will be used to drive positive change is essential, as is ensuring pay practices are fair and transparent.
Two Practical Actions to Take Today
Building an inclusive workplace doesn’t require sweeping changes overnight. Here are two small but impactful steps you can take today:
Make unconscious biases conscious: Everyone has biases—it’s human nature. Take time to reflect on what your biases might be and how they could influence decisions, particularly in recruitment or promotion. Once biases are identified, they can be addressed through education and self-awareness.
Amplify diverse voices: Encourage employees from underrepresented groups to share their insights with the wider organisation. This could be through workshops, newsletters, or training sessions. If you don’t have the numbers for internal Employee Resource Groups, consider collaborating with nearby businesses to create cross-company networks.
Diversity and inclusion are not just moral imperatives—they are business imperatives. By taking intentional, practical steps to create an inclusive workplace, you’ll not only unlock the full potential of your workforce but also build a business that thrives in today’s competitive landscape.
The journey may be ongoing, but every step forward makes a difference. If you would like more tips and information, check out our Diversity & Inclusion article and video here.
%20(2).png)