Inclusive Recruitment
Helping You Build A More Diverse Team
At Diversity Scotland, we combine over 60 years of recruitment experience with inclusion expertise to support organisations in attracting, selecting and retaining talent more fairly and effectively.
We offer hands-on support across the full twelve stages of the recruitment journey (all the way from Job Design to Post-Hiring Evaluation), helping clients widen their talent pool, remove hidden barriers, and design processes that reflect their values.
The Case for Inclusive Recruitment
Inclusive recruitment isn’t just the right thing to do, it leads to better outcomes and fewer costly hiring mistakes. Without an inclusive approach, the results speak for themselves:
- 41% of employers say new hires resign within the first 12 weeks
- 27% report candidates not showing up on day one
- Only 28% ensure all interviews are trained to select fairly and objectively
- Just 18% check job adverts for biased wording
- And 85% of working mothers struggle to find roles that accommodate their care needs
How We Work
Initial Discovery Call
- Free consultation to understand your challenges
- Discussion of your organisation's specific needs
- Initial exploration of potential solutions
Diagnostics & Consultation
- Leadership discussions
- Employee engagement analysis
- Policy reviews
- Cultural assessment
- Barrier identification
Strategy Development
- Actionable implementation plans
- Clear milestones and metrics
- Resource allocation guidance
- Change management framework
Implementation Support
- Hands-on guidance
- Regular progress reviews
- Adaptation based on feedback
- Impact measurement
Our Inclusive Recruitment Services Include:
1. Hiring Consultation
We assess the current recruitment process, identify barriers, and uncover opportunities to bring in talent from underrepresented or marginalised groups.
2. Anonymised Selection Questionnaire
We co-design and implement an anonymised skills and values-based selection process that reduces bias and supports fairer decision-making.
3. Direct Talent Attraction
We use a range of channels and networks to connect with candidates from diverse backgrounds, including underrepresented communities.
4. Attraction Support
We advise on inclusive job descriptions and suggest practical online channels to improve reach and appeal to a broader candidate base.
5. Shortlisting
We assess candidates using the agreed anonymised criteria and present a shortlist to your hiring team, reducing reliance on CVs or subjective filtering.
6. Inclusive Hiring Training
We offer practical training for hiring managers, HR teams and interviewers in inclusive recruitment techniques and bias-aware decision-making.
We understand the pressures of recruiting in competitive markets.
Whether you need a full recruitment lifecycle redesign or targeted support with specific processes or roles, our team works alongside you to deliver practical, evidence-informed solutions.
Case Studies
Take a look at how we've helped other teams, leaders, and organisations.
Diversifying Leadership in a Financial Services Firm
Our Solution
We developed an inclusive leadership program focusing on conscious inclusion, mitigating bias, inclusive decision-making, and mentorship.
Their Results
Within 12 months, the firm saw a 40% increase in internal promotions for staff from underrepresented backgrounds and launched its first employee-led inclusion council. Employee engagement scores rose by 18%, with marked improvement in perceptions of fairness and belonging.
"The shift in our leadership culture has been remarkable. We're seeing better ideas, stronger collaboration, and a renewed sense of purpose across the organisation."
The Challenge
A mid-sized financial services firm recognised a lack of diversity within its leadership team, with most senior roles occupied by individuals from similar backgrounds. This homogeneity was impacting innovation and employee engagement.
Enhancing Accessibility in a National Retail Chain
Our Solution
An accessibility audit was performed across multiple store locations. We provided recommendations for physical adjustments, revised job descriptions to be more inclusive, and trained HR staff and Retail Store Managers on accommodating various needs during the hiring process.
Their Results
After implementing the changes, the company reported a 25% increase in applications from individuals with disabilities and a 15% improvement in retention rates among these employees over a year.
Within 12 months, the firm saw a 40% increase in internal promotions for staff from underrepresented backgrounds and launched its first employee-led inclusion council. Employee engagement scores rose by 18%, with marked improvement in perceptions of fairness and belonging.
"The insights provided were invaluable. We've become a more inclusive employer and have gained talented team members we might have otherwise missed."
The Challenge
A national retail chain faced challenges in attracting and retaining employees with disabilities. Physical store layouts and recruitment materials were not fully accessible, limiting their ability to tap into a wider talent pool.
Inclusive Recruitment in a Regional Health and Social Care Business
Our Solution
We conducted a comprehensive review of their recruitment processes, including job postings, interview protocols, and outreach strategies. Inclusive Hiring training was provided to HR and Talent Acquisition teams and Inclusive Shortlisting, Inclusive Interviewing training was delivered to hiring managers, and partnerships were established with community organisations to broaden the candidate pool.
Their Results
Within eight months, the trust saw a 35% increase in applications from candidates racialised people of colour and a 20% increase in hires from these groups. Patient satisfaction scores related to cultural understanding improved by 15%.
Within 12 months, the firm saw a 40% increase in internal promotions for staff from underrepresented backgrounds and launched its first employee-led inclusion council. Employee engagement scores rose by 18%, with marked improvement in perceptions of fairness and belonging.
"Working with Diversity Scotland transformed our approach to recruitment. Our teams are now more reflective of the communities we serve."
The Challenge
A regional health and social care business identified a significant underrepresentation of ethnically minoritised candidates in their nursing staff. Despite a diverse patient/resident population, their workforce did not reflect this diversity, leading to concerns about cultural competency and patient trust.
Who we work with
Public Sector
Governments, public bodies, local authorities, healthcare services, and other publicly funded institutions.Private Sector
Companies and businesses of all sizes, from start–ups to multinational corporations.Third Sector
Charities, academic institutions, housing associations, professional bodies and membership organisations, cultural institutions, arts & creative sector, social enterprises (including Community Interest Companies), community councils, and voluntary groups.
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