Currently, research has shown that just 28% of employers train all interviewers on legal obligations and objective interview practice. Less than a fifth make efforts to remove bias through testing the words of job adverts (18%) or checking that tests are valid, reliable and objective (17%).

Unfortunately, no one is immune to unconscious bias, so recruitment processes should be redesigned to reduce the influence of bias and discrimination, while getting the most suitable candidate for a role.

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Key steps to consider when making recruitment more inclusive include:

  1. role design and the job advert
  2. attracting diverse candidates
  3. the application process
  4. the selection process
  5. monitoring and measuring.

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