How to Build Inclusive Hiring Practices

With companies posting more job openings, how can you be sure you’re finding the best candidates? Consider looking beyond your usual sources and reach out to nontraditional candidates, such as people with disabilities and those with criminal histories.

Applicants from these groups may need accommodations or training to help them succeed, but small investments in them now can pay off big in the future, in the form of an inclusive workforce and productive, loyal employees.

Turmoil in the Labor Market

Job openings unexpectedly rose by 221,000 in May to 8.1 million, reversing a downward trend, according to the monthly JOLTS report released July 2 by the U.S. Bureau of Labor Statistics. And the number of people quitting—a measure of workers’ confidence in their ability to leave one job for another—rose slightly to 3.5 million. In addition, U.S. payrolls increased by 206,000 in June.

With more people being hired, then quitting and changing jobs, employers need job candidates who are committed to the work. You can find them by including nontraditional candidates in your applicant pool; a few accommodations and some training will create an equitable work environment and help them—and your business—succeed. In fact, the SHRM Foundation has found that 81% of HR professionals believe the quality of hire of workers with criminal records is about the same or better than workers without, while 97% say that employees with disabilities regularly perform the same or better than their peers without disabilities.

With one-quarter of U.S. adults having a disability, and 1 in 3 U.S. adults having a criminal record, employers can’t afford to overlook these applicants.

To find the best applicants, employers should expand their reach beyond the usual recruitment channels. This can include partnering with organizations that support underrepresented groups, attending diversity-focused job fairs, and utilizing platforms dedicated to inclusive hiring.

The following tips can help you hire from nontraditional populations and implement inclusive hiring practices:

Tips for Hiring People with Disabilities

Hiring individuals with disabilities is an important aspect of building an inclusive workforce. These candidates bring valuable skills, perspectives, and experiences that can enhance your organization. Here are some ways you can succeed in this endeavor:

1. Create an Accessible Hiring Process

Ensure that your hiring process is accessible to candidates with disabilities. Provide accommodations during interviews, use accessible technology for online assessments, and clearly communicate the availability of support.

2. Focus on Abilities, Not Disabilities

When evaluating candidates with disabilities, focus on their abilities, skills, and qualifications relevant to the job. Avoid making assumptions about what they can or cannot do based on their disability.

3. Provide Reasonable Accommodations

Be prepared to provide reasonable accommodations to employees with disabilities. These could be adjustments to the work environment, flexible work schedules, or assistive technology. Open communication with the candidate about their needs is key.

For more comprehensive guidelines on hiring people with disabilities, explore the SHRM toolkits on Developing an Accessible Workplace and Accommodating Employees’ Disabilities.

Tips for Hiring People with Criminal Histories

Hiring individuals with criminal histories can be a powerful way to promote social justice and reduce recidivism. These candidates often demonstrate resilience, determination, and loyalty. Here are some strategies to consider:

1. Assess the Context

Consider the nature of the criminal offense, the time elapsed since the conviction, and the candidate’s efforts toward rehabilitation. This holistic assessment can provide a clearer picture of the individual’s suitability for the role.

2. Implement Fair Hiring Policies

Adopt fair hiring policies that do not automatically disqualify candidates with criminal records. Instead, evaluate each case individually and provide opportunities for candidates to explain their circumstances.

3. Partner with Re-entry Programs

Collaborate with re-entry programs and organizations that support individuals with criminal histories. These partnerships can provide access to a pool of motivated candidates and offer additional support during the hiring process.

For detailed guidance, review the SHRM toolkit on Employing Individuals with Criminal Records.

Implementing Inclusive Hiring Practices

Inclusive hiring practices are not just about attracting diverse talent; they also involve creating an environment where all employees feel valued and supported. Here are some steps to implement these practices effectively:

1. Provide Training and Education

Provide training for hiring managers and HR professionals on the importance of inclusive hiring. Educate them about unconscious biases, accessibility, and the benefits of a diverse workforce.

2. Create Inclusive Job Descriptions

Write job descriptions that are inclusive and free from biased language. Highlight your commitment to inclusion and ensure that the requirements are truly necessary for the role.

3. Aim for Continuous Improvement

Regularly review and assess your hiring practices to ensure they remain inclusive and effective. Seek feedback from employees and candidates to identify areas for improvement, and implement necessary changes.

Building a Supportive Workplace Culture

Now that you’ve hired these candidates, you need to keep them. Creating a supportive workplace culture is essential for retaining diverse talent. Here are some strategies to foster inclusion and belonging within your organization:

1. Promote Mentorship and Development

Implement mentorship programs to support the growth and development of employees from underrepresented groups. Pair them with experienced mentors who can provide guidance, career advice, and networking opportunities.

2. Celebrate Diversity

Celebrate diversity within your organization by recognizing cultural events, promoting diverse voices, and showcasing the achievements of employees from different backgrounds. This helps create a sense of belonging and appreciation.

3. Lead by Example

Leaders should model inclusive behavior and demonstrate their commitment to diversity and inclusion. This sets the tone for the entire organization and encourages others to follow suit.

4. Communicate Your Vision

Clearly communicate the organization’s vision for diversity and inclusion. Share the benefits of inclusive hiring practices and the positive impact they have on company culture and performance.

5. Allocate Resources

Allocate resources, such as funding and personnel, to support diversity and inclusion initiatives. This demonstrates a tangible commitment to creating an inclusive workplace.