The impact of unconscious bias in recruitment — and how to overcome it
If we think about it, the hiring process never really was built equally for everyone. Part of the problem is that it’s always relied on humans — and humans are notoriously biased. We’re biased about what kind of names we expect to see on a CV, for example. We’re biased about the type of person […]
Creating a culture of awareness: How to address unconscious bias in the workplace
Over the last few years, organisations globally have become single-minded in their efforts to eliminate unconscious bias from their processes and practices. And while this effort is well-intentioned, research is showing that the investment might not be paying off. So what works when it comes to increasing awareness on unconscious bias — and how can […]
The science behind unconscious bias: How it impacts diversity and inclusion
Each day, we make around 35,000 decisions. Whether we’re making breakfast, mapping the best commute to work, or choosing a TV show to watch, our brains spend our waking hours busily weighing up which action to take. Lots of these decisions are conscious — but many happen automatically. We know immediately, for example, that it’s […]
Writing inclusive job ads – best practices with examples
The words you use in a job ad can say a lot about your organisation. Every time a candidate reads your job advert, their brains are busily sorting through the words and skills that tell them what the role is. They’re sifting through phrases like ‘energetic worker’ and ‘coding ninja’, and interpreting what your organisation […]
How to create an inclusive hiring experience for LGBTQIA+ applicants
According to EU data, one in five LGBTQIA+ experienced discrimination at work in 2019. Transgender applicants are over twice as likely to experience discrimination in the hiring process compared to cisgender candidates. In the US, 25% of employees haven’t disclosed their gender identity or sexual orientation to anyone at work. “Organisations should strive to make […]
Why targeting certain people won’t improve inclusion
When you’re trying to build a more diverse and inclusive organisation, it’s often tempting to start with recruiting for where your biggest representation gaps are. But recruiting to improve your workforce composition can be a slow process — especially if you’re struggling to reach the right groups of candidates through your usual channels. And while […]
How to create a more inclusive hiring experience for applicants from ethnically marginalised groups
The talent acquisition process is often a daunting experience for folks from ethnically marginalised groups. Even before your candidate gets into the interview room, they’ve had to navigate assumptions about their name, location, education, and many other details that relate to their individual identity. Once they get into the interview room, they experience a whole […]
How to create an inclusive hiring experience for applicants with disabilities
For people with disabilities, there are barriers to inclusion everywhere. Sometimes they’re physical barriers, like not being able to get into buildings or facilities. But a lot of the time, people with disabilities experience attitudinal, communication, policy, transportation, and social barriers, too. In the workplace, both of these often exist simultaneously, often without organisations realising […]
How to create an inclusive hiring experience for neurodivergent applicants
The job application process is always an anxiety-laden event. Once you’ve waded your way through a complicated application form, you’re in the interview room, trying to give a good impression of yourself and your skills to a panel of people you’ve never met before. Now imagine that process when you struggle with reading people’s emotions […]
Why unconscious bias training alone can’t fix your diversity and inclusion issues
When organisations get started with their diversity, equity and inclusion (DEI) strategy, their first port of call is usually unconscious bias training. It’s a totally logical place to start — because we all need knowledge to help us understand what causes bias at work, and how to be more inclusive towards others. The problem is, […]
