Simple Inclusive Hiring Practices That Actually Work
Build Inclusive Hiring Practices That Make a Real Impact
Let’s get one thing straight: inclusive hiring is not a “nice to have” or a checkbox for your next board meeting. It’s a competitive advantage, a legal obligation, and a basic standard of decency.
The good news? Inclusive hiring doesn’t need to be overwhelming or expensive. In fact, it often starts with small, strategic shifts that make your workplace more welcoming — and your talent pool a whole lot stronger.
Step 1: Fix your job ads (no, seriously, fix them!)
Still calling candidates “ninjas”? Requiring a master's degree for entry-level roles? Asking for 10 years of experience and offering $48K?
If your job ad is a red flag parade, diverse candidates will keep scrolling. Writing an inclusive job ad is one of the easiest — and most powerful — steps in the hiring process.
Here’s what to do:
Stick to must-haves: Cut the wishlist. What do they really need to do the job?
Use plain language: Fancy words don’t make you sound smarter. They just confuse people.
Avoid gendered terms: Words like “dominant,” “aggressive,” and “nurturing” subtly signal who belongs.
State salary ranges: Transparency builds trust. And in some provinces, it’s required by law.
Check your ad with tools like Datapeople or Textio. Even better, ask someone outside your team to review it — they’ll spot the bias you’ve stopped noticing.
Dive deeper with the complete Guide to Writing Inclusive Job Ads [Free Download].
Step 2: Post beyond your comfort zone
Posting jobs only on LinkedIn is like putting up posters in one neighbourhood and wondering why no one across town is applying. If you want a broader candidate pool, cast a broader net.
Where to post:
HireDiverse: Reaches thousands of diverse, qualified Canadian job seekers monthly
Job boards focused on attracting diverse candidates
Local newcomer employment orgs and Indigenous job boards
Slack groups like TechLadies or Black Professionals in Tech
Community Facebook groups (yes, really)
Get creative. If your posting strategy is on autopilot, your pipeline will reflect that.
Step 3: Standardize your interviews
If your interview process depends on preferences, vibe or gut feel, spoiler: you’re probably reinforcing bias.
Inclusive hiring means building structured, consistent ways to assess every candidate. Not just the ones who remind your manager of their nephew.
Tips:
Ask every candidate the same core questions
Use scorecards with clear rubrics
Offer interview questions in advance (it’s not cheating — it’s accessibility)
Provide a quiet, comfortable environment — especially for neurodiverse candidates
Even better? Give your interviewers bias training — and not the “watch this video and click next” kind.
Step 4: Showcase your inclusion efforts
You say you care about inclusion — but where are you showing it? If candidates can’t see your values reflected in your website, team, or job descriptions, they’re going to assume it's all talk.
What to highlight:
Your DEI commitments on the careers page
Real employee stories — not stock photos
Benefits that matter (think: parental leave, religious accommodations, mental health days)
Inclusive policies, like flexible holidays or remote work options
Check out this great HBR article on what meaningful inclusion actually looks like.
A single diversity post on your socials during Pride Month just doesn’t cut it. Instead focus on recognizing underrepresented groups and the value of inclusion year-round.
Step 5: Make accessibility non-negotiable
Accessibility isn’t a bonus — it’s a legal and ethical requirement. And in Canada, it’s enshrined in employment law. That includes everything from your application form to your interview space.
Steps to take:
Make sure your application works with screen readers
Offer alternate formats for interviews and testing
Let candidates know how to request accommodations — and follow through
If your hiring process assumes every candidate can type fast, sit for long periods, or show up in-person, it’s not inclusive. And it’s costing you talent.
Step 6: Use data to stay honest
Here’s the truth: you can’t improve what you don’t measure. And no, “feeling like we’re more diverse now” is not a metric.
Track:
Where your applicants are coming from
Who’s getting to interview, and who’s getting hired
Retention by identity group (and department)
Candidate feedback on your process
Diverse companies are 36% more likely to outperform less diverse peers. But only when they take diversity, equity and inclusion seriously — and track what matters.
Step 7: Go beyond the hire
Inclusive hiring isn’t the finish line — it’s the start. Once someone joins your team, they need to feel safe, valued, and supported to stay and grow.
That means:
Onboarding that includes your DEI values
Mentorship programs for underrepresented employees
Clear promotion pathways — not “tap on the shoulder” systems
Support for employee resource groups (ERGs)
Step 8: Think remote
Remote and hybrid roles continue to be a powerful inclusion strategy. They support caregivers, folks in rural areas, people with disabilities, and anyone who doesn’t want to commute two hours in February snow.
Nonetheless, in-person work mandates are creeping back — and they’re not great for diversity, equity and inclusion.
TL;DR – Inclusive hiring is smarter hiring
At the end of the day, inclusive hiring isn’t about being perfect—it’s about being intentional. It’s about writing job ads that sound like a real human, reaching people outside your usual circles, making interviews more fair, and backing up your values with action. It’s about building a workplace that people want to join and stay in.
You don’t need a new committee or a five-year plan. You just need to start—because every small, thoughtful step you take makes a difference.
Inclusive hiring means:
Ads that speak to real people
Outreach that goes beyond your bubble
Interviews that are structured and fair
Showing your values, not just saying them
Making things accessible for everyone
Tracking what’s working (and what’s not)
Creating an environment that makes people want to stay
About HireDiverse
We’re Canada’s diversity and inclusion-focused job board. We reach diverse candidates across Canada through intentional outreach and inclusive messaging. Post jobs to highlight your organization’s commitment to diversity, equity, and inclusion.
