Inclusive Recruitment
Inclusive Recruitment
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
The evidence is clear: inclusive recruitment drives better outcomes and reduces costly hiring mistakes.
- 41% of employers said new hires resigned within 12 weeks
- 27% reported candidates failing to turn up on day one
- Only 28% train all interviewers on fair, objective selection
- Just 18% test job advert wording for bias
- 85% of working mothers struggle to find jobs that fit their care needs
According to the CIPD (November 2024) and Working Families (2023), inclusive hiring is not just fairer; it’s smarter.
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:
- Hiring Consultation
We assess the current recruitment process, identify barriers, and uncover opportunities to bring in talent from underrepresented or marginalised groups. - Anonymised Selection Questionnaire
We co-design and implement an anonymised skills and values-based selection process that reduces bias and supports fairer decision-making. - Direct Talent Attraction
We use a range of channels and networks to connect with candidates from diverse backgrounds, including underrepresented communities. - Attraction Support
We advise on inclusive job descriptions and suggest practical online channels to improve reach and appeal to a broader candidate base. - Shortlisting
We assess candidates using the agreed anonymised criteria and present a shortlist to your hiring team, reducing reliance on CVs or subjective filtering. - 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.
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.
Case Studies
Take a look at how we've helped other teams, leaders, and organisations.
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Our Solution:
We developed an inclusive leadership program focusing on conscious inclusion, mitigating bias, inclusive decision-making, and mentorship.
Their Results:
"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.
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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.
"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.
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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%.
“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.
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Our Solution:
We facilitated board–level coaching and training on EDI, inclusive governance and diverse leadership strategies, helping trustees create more equitable policies and decision–making frameworks.
Their Results:
Within six months, the charity saw a 30% increase in board diversity and higher engagement from underrepresented groups in decision–making processes. Trustees also reported a greater understanding of DEI, and the lived experiences of their beneficiaries, resulting in more effective and inclusive strategy development.
“Our board feels more connected, representative, and confident. This work has improved both our culture and decision-making.”
The Challenge:
A national charity struggled with governance and representation issues, with limited diversity at the board level and concerns about decision–making processes not being fully inclusive.
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Our Solution:
We conducted a comprehensive accessibility audit and provided targeted accessibility training workshops for their IT and content teams.
Their Results:
The contractor successfully revamped their digital platforms, resulting in a significant increase in user engagement from individuals with disabilities and neurodivergence, and improved service delivery for all users.
"This was a turning point for our digital inclusion journey. Our teams are now more confident and informed."
The Challenge:
A leading government contractor recognised the need to make their digital services more accessible, particularly for users with disabilities and neurodivergence.
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Our Solution:
We designed and implemented an inclusive leadership programme, focusing on equality, inclusion, and accessibility strategies.
Their Results:
Post–training, the company reported a 25% increase in leadership diversity and a 15% boost in team innovation metrics, with team members reporting feeling more valued and heard.
“The leadership programme fundamentally changed how we think, communicate, and lead. It’s been transformative for our culture.”
The Challenge:
A mid–sized corporation recognised a lack of diversity within its leadership team, leading to homogeneous decision-making.
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