In a previous blog on Inclusive Hiring, we explored some best practices for HR professionals and employers to build cultures of inclusion during the recruitment and hiring stages of new employees. However, as a candidate, what are the signs that you should look out for when trying to determine whether the organization you want to work for is in fact an inclusive one? In other words, how do you identify an inclusive employer? In this article, we will answer the questions of what an inclusive employer is and how to identify one, while also highlighting some of the benefits of working with an inclusive employer.

What is an Inclusive Employer?

An inclusive employer is a person or organization that caters to the differences in needs of all its employees without bias, discrimination, or abuse. One of the fundamental principles of an inclusive employer is the equitable treatment of their employees irrespective of race, gender, age, or disability, among other demographic factors.

How to Identify an Inclusive Employer

Here are ten great ways to help you identify whether a current or prospective employer practices inclusion.

1. The language used in job posts

One of the simplest ways a candidate may begin to vet a prospective employer is through the language used when advertising job vacancies. Does the application criteria consist of language that disqualifies otherwise qualified candidates based on demographic requirements that have no bearing on a candidate’s ability to perform the job? For example, having a minimum age limit of 26 years old for an Accounting position on the grounds of equating that minimum age mark with maturity. This immediately disqualifies the 24-year-old accountant who might be more competent and of an equally mature character as their 26 years and older counterparts.

2. Observe their interviewing processes

An interview is a two-way process that not only allows for the prospective employer to get to know a candidate better but also serves for the candidate to get a closer look at whether the employer is the right fit for them. With this in mind, the interviewer gets to demonstrate the qualities of their workplace culture by the way they treat your time, efforts, and presence during a job interview. Does the interviewing panel make you feel welcome? Are expectations honored and reciprocated? For example, if the interviewer is extremely late and fails to provide an apology and a reasonable explanation or advanced notice, this may be a sign of an employer who does not hold themself to the same standards as they hold their employees.

3. Other Employees’ Experiences

There is a Jamaican proverb that says, ‘if the fish at the bottom of the river tells you that the alligator has a sore gum, believe it’. What this means, is that we should heed the voice of experience. In your pursuit to understand just how inclusive an employer is, one of your best sources will be the testimonies of current and former employees of that organization. One common sign of organizations that lack inclusivity, is a high turnover rate. Of course, this information is not often readily available, except in cases where an organization is frequently advertising the same positions, particularly at the mid to senior level. Ideally, you will want to ask friends and colleagues within the company (if you have any) about their experiences with the employer and what, if any, programs are there to promote inclusion. If you aren’t familiar with anyone who works with the organization, you can always connect with current or former employees via platforms such as LinkedIn or other professional networking communities. Glassdoor is another great resource where current and former employees go to provide reviews on employers. The organization you are considering working with might have a few reviews worth reading before you make your next major move.

4. Representation

When you enter the building, who do you see? One of the simplest methods you can use in assessing the inclusivity of an organization is by walking the floors of the building to see the diversity (or lack thereof) of its employees. An organization with visibly diverse staffing (by age, gender, race, disability, etc), can often be a good sign. An even better sign is when diversity is visible not only at the lower to mid tiers of a company’s hierarchy but also at the senior levels. Not all organizations operate from a single, physical space and so in these cases, instead of walking the floor, you may visit their website and social media pages, including promotional materials, to get a view of what representation looks like within the organization.

5. They cater to the diverse needs of employees

Inclusive organizations that operate from a physical location must design their facilities to be accessible to persons with disabilities. A common example is to have wheelchair ramps or elevators where needed for persons with mobility issues. Utilizing aides like closed captions in video or audio memos is another simple method that can be used and is especially great in helping persons with hearing difficulties as well as persons with ADHD and others to better understand and process information.

An inclusive employer acknowledges and respects cultural and religious differences among their employees. They also reserve judgment towards parents and caretakers whose responsibilities to their family may require them to leave work on time or take a break to attend to caretaking duties, while still honoring their contracted work hours and KPIs.

6. They value/welcome employees’ input and ideas.

One of the beauties of having a working environment that fosters inclusivity is that it creates a diverse pool of employees with different experiences, ideas, and perspectives. The neurodiversity of employees is something that employers should value, acknowledge, and cater to. Some of the most successful organizations today understand this and have been able to benefit from it. Organizations that welcome employees’ input and ideas on projects, day-to-day activities, and ways to improve organization processes, tend to be synonymous with employees' success and development, which is key to advancing your career.

7. Teamwork and collaboration.

To be inclusive is to ensure that nobody gets left out or left behind. However, this philosophy often ends at the team or departmental level, especially in medium and large organizations. The danger of this is that some teams or departments, and by extension the person who make up these teams/departments, may at times become marginalized and treated as lesser employees (e.g.: some office workers might look down on sanitation workers). This is certainly not the way to go! Respect and non-discrimination based on job type are things that are sometimes overlooked, yet should never be ignored. An inclusive employer fosters healthy Interpersonal and interdepartmental relationships within their organization.

8. Opportunities for learning and development.

A major component of employee success rests in the opportunities made available for them to develop their skills and advance their careers. Learning and development programs not only help in enhancing employees’ competence but also makes them more eligible for promotions within the organization in lieu of hiring from outside. This helps to demonstrate that the employer values their employees and in return, fosters a greater sense of loyalty between the two. An organization’s growth is often reflected in the opportunities it provides to ensure that its employees are able to not just survive, but thrive.

9. Compensation and benefits.

Every organization understands that the employer-employee relationship is a value exchange that is based primarily on the reciprocation of compensation for labor. An inclusive employer, however, further understands the importance of providing fair, nondiscriminatory wages, which includes equal pay for equal work, irrespective of race, gender, or age. Organizations may also demonstrate their commitment to inclusivity in other forms of statutory benefits and non-statutory benefits such as, for example, facilitating access to mental health care (via free or subsidized counseling services), subsidizing meals, or even having a Day Care Centre for staff members who are parents or primary caregivers, just to name a few.

10. A comprehensive DEI program.

Finally, another positive sign to look for in an inclusive organization is the existence of a diversity, equity, and inclusion (DEI) program that is not only there for symbolism, but that is actively incorporated into the workplace culture through staff sensitization and has representation across every department. A strong DEI program should include persons who hold real power and authority within the organization, as it enables the program to have a legitimate influence on DEI policies, as well as to enforce such policies with clear penalties if/when breached. Another great feature to look for within or alongside a DEI program is the existence of employee resources groups (ERGs). ERGs are small sub-communities of employees, usually of similar needs, interests, geography, cultural background, etc., and serve to help employees develop a greater sense of belonging. ERGs are particularly beneficial for new employees and employees from predominantly marginalized groups, looking to make a smooth transition into the organization.

At the end of the day, everyone wants to feel valued in the place they work. An inclusive work environment that makes you feel seen and heard is by no means a hard ask; in fact, it should be the norm. Inclusive employers foster creativity, growth, and an overall healthier working environment. After all, we are social beings and we perform at our best when we can feel and know that we belong.

Inclusive hiring is one of the most important steps your company can take to create a diverse and inclusive workplace. By following some fundamental principles, you can develop a process that will help you identify and hire the best candidates for your organization, regardless of their background or identity. In this guide, we'll discuss what inclusive hiring is, why it's important, and how you can start implementing it in your own organization.

What is inclusive hiring?

The way we hire is one of the most important decisions we make. It shapes our company culture, and it has a lasting impact on the people who work for us. Hiring inclusively means that we care about diversity and inclusion and that we want to create an environment where everyone can thrive.

The Importance of Inclusive Hiring:

Creating an inclusive and equitable workplace is important for many reasons. Not only is it the right thing to do, but it can also help you attract and retain top talent. Employees want to work for companies that value diversity and inclusion. By creating an inclusive workplace, you can show your employees that you value their unique perspectives and experiences.

Principles of Inclusive Hiring:

There are a few key principles that should be followed when implementing inclusive hiring:

1. Make a commitment to diversity, equity, and inclusion.

Inclusive hiring starts with a top-down commitment to creating a more diverse and inclusive workplace. This means that your organization's leaders need to be on board and committed to making changes.

2. Define what diversity means for your organization.

Once you've made a commitment to diversity, it's important to define what that means for your organization. What groups of people do you want to focus on recruiting? How can you make your workplace more inclusive for everyone?

3. Define your ‘employer’ brand.

When we think of branding, one might readily consider how an organization appeals to its clients or consumers. However, your brand as an employer is just as important. Every organization has an employer brand, regardless of whether or not you are intentional about that brand and what it represents. In defining your brand as an employer, you want to do so in a which ensures that your organization appeals to candidates from underrepresented backgrounds.

4. Create a recruitment plan.

Once you know whom you're trying to recruit, you need to develop a plan for how you're going to reach them. This may include attending job fairs that focus on diversity, partnering with organizations that support underrepresented groups, or using social media to reach a broader audience.

5. Train your hiring managers and interviewers.

It's important that everyone who is involved in the hiring process is trained on how to identify and assess candidates fairly. This includes understanding their own biases and being aware of the different types of privilege and oppression that exist in our society.

6. Implement blind or anonymous screening.

One way to help reduce bias in the hiring process is to remove names and other identifying information from resumes when they are first being reviewed. This can help to level the playing field for all candidates and ensure that everyone is being assessed on their qualifications rather than their identity.

7. Conduct outreach to underrepresented groups.

Reaching out to communities that are traditionally underrepresented in the workforce is essential for inclusive hiring. This can be done through things like attending job fairs hosted by community organizations, partnering with diversity-focused Recruitment firms, or creating targeted advertising campaigns.

8. Review your job descriptions and requirements.

The language you use in your job descriptions and requirements can make a big difference in who applies for your open positions. Make sure to avoid unintentionally exclusive language or require unnecessary criteria that may eliminate otherwise qualified candidates. For example, you might consider experience, skills, and potential instead of GPA or school name.

9. Be aware of your own biases.

We all have unconscious biases that can impact our decision-making. It's important to be aware of these biases and make an effort to overcome them in the hiring process. In the 6th principle of inclusive hiring, we mentioned the benefit of blind screening to reduce the risk of bias. Another method is to have a diverse interview panel that consists of people who are all willing and able to hold each other accountable for hiring the most suitable candidate(s) without letting their implicit biases get in the way.

Becoming an employer of choice and attracting talent from traditionally underrepresented groups can be a challenge for some organizations. These challenges range from insufficient data gathering and flexibility to identify and source diverse talents, to retaining those talents once they are hired. Organizations must be mindful to not fall into the trap of viewing diverse hiring as a quota-driven process to appease stakeholders. This line of thinking is counterproductive to creating an inclusive hiring process. Your ultimate goal should not simply be to hire diverse candidates; it should be to advance diverse representation at every level of your organization, which in turn, also benefits your bottom line, as was found in a 2018 study by McKinsey&Company. A large part of advancing diverse representation involves having the right infrastructures in place to promote equity and inclusion for candidates and employees from underrepresented groups.

If you're looking for support as you work to build inclusive hiring practices, please get in touch with The Seen and Heard ProjectⓇ at support@seenandheard.com to schedule a consultation.

Top 10 Ways to Identify an Inclusive Employer