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Diversity and inclusion in recruitment

Increasingly, employers are coming to recognise the business benefits of improving the level of diversity and inclusion within their workforce.

The most recent chapters of the Robert Walters Equity, Diversity and Inclusion Strategy Report explore strategies that employers can use to access more diverse talent pools to create a workforce that is diverse and inclusive. 

Request a copy of the latest chapter

Diversity & Inclusion in Recruitment research, based on a survey of over 450 employers and supported by the Employers Network for Equality & Inclusion, shows that 85% believe that increasing diversity within their workforce is a priority but nearly half have no strategy in place to source, attract and implement this. 

By recruiting professionals from a range of backgrounds at all levels of seniority, businesses gain access to a wide variety of viewpoints and perspectives and can also impact productivity in positive way.

“A diverse workforce can deliver tangible advantages for employers in terms of productivity and innovation,” said Chris Eldridge, CEO - UKI & North America. 

“While this is widely recognised, relatively few businesses are doing this, potentially preventing themselves from reaching highly skilled professionals and building a diverse workplace.” 

Considering professionals from overseas and those who have worked in different industries and backgrounds has the potential to bring in new ideas into the business as well as transferable and unique skills.

While this is widely recognised, relatively few businesses are doing this, potentially preventing themselves from reaching highly skilled professionals and building a diverse workplace


Encouraging collaboration with a diverse workforce

When building a diverse workforce, implementing strategies to encourage collaboration between team members to take advantage of the benefits that diversification can bring is equally important and a challenge that employers face.

This involves implementing further strategies to provide opportunities and encouraging professionals from diverse backgrounds to work together and ensure that staff feel that their voices and opinions are taken into consideration by senior managers.

Helping diverse candidates find your company

Taking steps to attract diverse candidates to your company is a key factor in developing a diverse workforce. This could include writing job adverts so the language doesn’t discourage certain candidates from applying, and ensuring staff members are aware that you are embracing diversity as part of your recruitment plan.

Reduce unconscious bias

Unconscious bias can have an underlying effect on decisions when recruiting for your business. Different approaches can be used to reduce this, including:

  • Assessing blind CVs (removing certain information like gender and name)
  • Reviewing information with certain stakeholders
  • Anti-bias training to approach recruitment more objectively
  • Conducting a recruitment inclusivity audit to uncover unconscious bias using impartial data


Doing the above allows employers to develop a workforce with a broad range of backgrounds, increasing the likelihood of bringing in new ideas and creating a highly productive workforce.

About our latest ED&I research

The ED&I Strategy Report highlights the key trends, issues, best practice case studies and strategic advice for companies on how to improve their approach to equality, diversity & inclusion.

Find out more and request a copy of the latest guide here.

Discover a range of thought-leading insights aimed at assisting employers develop their recruitment strategies and helping them to address key talent management issues with our latest ED&I in recruitment insights.



Request a copy of the latest ED&I strategy report

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