Improving Diversity, Equality, and Inclusion in Recruiting Governance Professionals
Diversity, equality, and inclusion (DEI) are crucial for fostering a vibrant, innovative workplace. Yet, many Secretariats struggle to translate these values into their own recruitment processes when they come to hire. Here are some effective strategies to enhance DEI in recruiting governance professionals:
1. Reassess The Job Description
Job descriptions often contain language that can unintentionally discourage diverse candidates. Use gender-neutral language and focus on essential skills rather than specific experiences and try to avoid unnecessary jargon that might limit the candidate pool. This is our ‘bread and butter’ work with clients at the start of each assignment.
2. Expand Your Sourcing Channels
To reach a broader range of candidates, diversify your sourcing channels. Partner with recruiters who have invested in EDI training to remove unconscious bias and focus on underrepresented groups and leverage social media platforms where diverse talent is active. At Core, we’ve invested in training by EDI experts and regularly monitor our progress. I’m a featured speaker in the Recruitment and Employment Confederation’s guide to LGBTQ+ inclusion in recruitment and Committee member of the ACGN (Asian Corporate Governance Network), and we regularly support and participate at events run by the Women’s Chartered Governance Association (WCGA) and others.
3. Think About Implementing Blind Recruitment Practices
Blind recruitment removes identifying information from resumes, such as names, schools and Universities, to minimise unconscious bias. We encourage our clients to focus on skills and abilities, this approach can help ensure that candidates are evaluated solely on their merit, allowing for a more equitable selection process.
4. Make Sure You Have A Structured Interview Process
Standardising the interview process can reduce bias and ensure that all candidates are evaluated fairly. We can work with you to develop a set of standardised questions and criteria for assessing responses. Involve diverse interview panels to bring multiple perspectives and mitigate individual biases and to be more appealing to more diverse talent.
5. Create A Supportive Onboarding Process
Diversity doesn’t end with hiring; it extends to onboarding and retention. Develop onboarding programs that welcome diverse perspectives and create an inclusive environment from day one. Mentorship programs can also support new hires from underrepresented backgrounds.
Next Steps
Embracing DEI is not just a moral imperative, it’s a business necessity that benefits everyone. When it comes to salaries, it’s really important to grade the role and NOT to just offer an increase on someone’s existing salary (or package), as this just perpetuates systemic discrimination and pay disparity of underrepresented groups. If you need help in developing more inclusive recruitment practices in hiring governance professionals, please feel free to contact a Recruitment Partner at The Core Partnership on 020 3589 0333 or email: team@core-partnership.co.uk
