It is widely accepted that companies with a more diverse leadership and workforce are more likely to be more successful. However, many people hire others that have a similar background and interests to themselves, or a similar profile to those that have done well previously. This is a classic affinity bias which is driven by our subconscious and can stifle progress. So how do you ensure you are recruiting without bias? Here are some of our top tips below…

1. Advertising…
The advert is the first opportunity you have to attract a diverse pool of candidates, so make sure you choose your words carefully. Choosing the right words can actually increase the diversity of candidates applying by 42%. Avoid using pronouns: his, her, paid maternity; avoid overusing masculine words: challenging, competitive, ambitious, determined; and try and balance it with feminine words: committed, interpersonal, co-operative, collaborative. And finally, let candidates know that as an employer you are committed to improving equality, diversity & inclusion.

2. Selection process…
Studies has found that candidates from ethnic minority backgrounds had to send 80% more applications to get a positive response from an employer than a white person of British origin. If you are committed to recruiting without bias, why not try removing certain information from CVs: name, address, date of birth, photos, gender, school & university attended. This will ensure hiring managers assess candidates solely on their qualification, skills & experience right from the start.

3. Training…
Everybody has some level of bias which is constructed over time through our backgrounds, personal experience, societal stereotypes and cultural context. In its most basic form, bias is our human fight or flight instinct that has enabled us to thrive as a species. So how do you ensure that hiring manager bias is not having a direct impact on the people that you recruit? Start by introducing training on unconscious bias. This will help managers understand what it is and how it presents itself, and what steps can be taken to prevent it impacting hiring decisions.

4. The interview itself…
Have you ever attended an interview, where no one on the panel resembles you in the slightest? It can often leave one feeling like they don’t ‘fit in’. Before you start interviewing candidates, think about how you can improve the diversity of people that applicants meet throughout the interview stage. This will not only ensure that you have a less biased perspective when hiring, but it will also show prospective candidates that you are an inclusive workplace and improve buy-in. Additionally, how does the office environment present itself when candidates first arrive? Things to think about are gender neutral toilets, artwork presented in reception, a mixture of collaborative workspaces and quiet ones, accessibility of the office.
83% of job applicants consider diversity as part of a good prospective workplace, so considering these points are essential if you want to attract the best talent. We have built up experience in this area with over 20 years in the industry and partner with The Diversity Trust to ensure our clients are getting the expert advice they need. If you would like any advice on how to implement any of these points, please reach out: hello@mackiemyers.co.uk.