Diversity, equity, and inclusion in recruitment: Insights from an Australian perspective
As the founder and CEO of Avanti Search, a boutique recruitment agency in Sydney, Australia, I've had the opportunity to witness and influence the evolving landscape of diversity, equity, and inclusion (DEI) in the corporate world. Today, I'd like to share some insights on what really works when trying to improve DEI, particularly in the context of recruitment and talent acquisition.
The current state of DEI in Australia
DEI is undoubtedly one of the hottest topics in the Australian business world right now. It's at the top of the agenda for many large corporations, particularly consulting firms and banks, who are leading the charge in trying to establish best practices and visibly position themselves as proponents of DEI.
However, the biggest driver for businesses to actually improve their DEI practices is often the bottom line. When companies see statistics showing how diversity and inclusion can improve their financial performance, it tends to give them the push they need to take action.
Moving beyond quotas to true inclusion
One of the challenges in DEI is moving beyond simply meeting quotas to creating an environment where everyone truly has a voice. Here are some key strategies I recommend:
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Remove barriers to entry: Instead of focusing solely on quotas (like interviewing one female for every male), think about the unique circumstances different types of people face in the recruitment process. How can we maintain equity among all these variables?
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Create psychological safety: Once people join the organization, it's crucial to create an environment where everyone feels safe to speak up. This starts with managers showing vulnerability and actively seeking input from all team members.
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Act on diverse input: It's not enough to just give people airtime. Actually following up and acting on the advice given, regardless of who it comes from, is what builds true inclusion.
Inclusive recruitment practices
As a recruiter with a background in disability inclusion consulting, I often find myself naturally advising clients on how to make their recruitment processes more inclusive. Here are a few examples:
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Rethink assessment methods: For instance, a 2.5-hour online programming test might inadvertently disadvantage certain groups, like single parents juggling childcare responsibilities.
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Flexible interviews: Consider offering more flexible interview times to accommodate different schedules and responsibilities.
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Reassess requirements: Sometimes, the number of requirements listed in a job ad can deter diverse candidates from applying. Research shows that limiting requirements to six or fewer can increase the number of female applicants.
Addressing salary inequity
One of the most impactful ways to promote equity is through fair compensation. Here's my top tip for hiring managers:
When you encounter a candidate who's been in a long-term role and is expecting a salary lower than the current market rate, resist the temptation to view them as a bargain. Instead, use this as an opportunity to address salary inequity. Be transparent about current market rates and offer a fair salary. This not only changes an individual's life for the better but also prevents future inequities within your team.
The impact of the pandemic on inclusive hiring
The shift to remote and flexible work due to the pandemic has had some positive effects on inclusive hiring. It's opened up more opportunities for women, particularly working mothers, by making it easier to balance work and family responsibilities. It's also allowed for a more equal distribution of childcare duties in many households.
Advice for candidates
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Quantify your achievements: Include relevant statistics on your CV, especially for KPI-driven roles.
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Keep it concise: Limit your CV to 1-2 pages. Remember, recruiters typically spend only 30 seconds on each CV.
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Use the "golden interview question": After answering an interview question, ask, "Does that answer your question, or would you like me to elaborate?" This puts the interviewer back in the driver's seat and prevents you from over-talking.
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Always have questions prepared: A great one is, "What's the vision for the company's evolution over the next three years, and how does this role fit into that vision?"
By implementing these strategies and keeping DEI at the forefront of our minds throughout the recruitment process, we can create more inclusive, equitable, and diverse workplaces. It's not just the right thing to do—it's also good for business.
