What Real Inclusive Hiring Looks Like
What Real Inclusive Hiring Looks Like in Canadian Workplaces: Practical Steps to Build a Fair and Equitable Hiring Process
Inclusive hiring is one of those terms that shows up in every diversity audit report, but too often, it’s more of a tagline than a practice. Canadian employers know that a diverse workforce drives innovation, creativity, and stronger teams. But if your hiring process isn’t built to find and include diverse talent — from the first job ad to the final offer — you’re missing out on the people who can help your business thrive.
This is what inclusive hiring actually looks like on the ground. It’s based on real questions from our employer clients, real stories from diverse job seekers across Canada, and real strategies that work.
Whether you’re here because your DEI strategy needs a refresh or because you’re tired of the checkbox approach, this post is your practical roadmap.
Why most DEI hiring strategies don’t work
Let’s be honest: a lot of DEI hiring strategies are broken.
They’re passive. They’re vague. And they often assume that posting a job in more places = inclusive hiring. But that’s not how real equity happens.
Here’s what’s going wrong:
No follow-through. Companies post on diversity job boards but never check in on performance.
No data. Employers can’t say who’s applying, who’s getting hired, or why certain groups are dropping off.
One-size-fits-all messaging. Indigenous job seekers, newcomers to Canada, Black professionals, disabled candidates — they all face different barriers. Yet the outreach strategy is the same for everyone.
If this sounds familiar, don’t worry — you’re not alone. But let’s pivot from what doesn’t work to what actually helps.
Write job postings that invite, not exclude
Before someone applies, they read your job ad. And in those few lines, they decide whether your workplace is for them.
Too many job descriptions unintentionally signal: "You don’t belong here."
That’s often because they:
List too many unnecessary qualifications
Use jargon or culturally exclusive phrases
Omit accommodations or accessibility statements
A good inclusive job ad does three things:
Clarifies the real responsibilities and impact of the role (not just a wish list)
Strips out biased or corporate-only language
Affirms your commitment to inclusion clearly and meaningfully
You can get our full guide on How to Write Inclusive Job Ads.
Make your DEI values more than a sentence
Let’s be real: "We’re an equal opportunity employer" is the bare minimum.
Inclusive employers go further. They show candidates how they support equity — not just that they care about it.
Great examples we’ve seen:
A company sharing anonymous survey data about how safe employees feel
Job ads that explicitly welcome applications from underrepresented communities
Explaining accommodations up front (e.g. "We’re happy to provide interview questions in advance or adjust timelines")
Authenticity is your best recruitment tool. Candidates can tell when it’s performative — and when it’s real.
Build real community connections
Posting jobs on diversity sites like HireDiverse is an excellent first step — but it’s not the only one.
We’ve seen the best results when employers build lasting connections with community-based groups. That might mean:
Reaching out to Indigenous training organizations
Partnering with immigrant settlement services
Sponsoring a resume workshop for Black professionals in your city
The key? Consistency. One-time events don’t cut it. Build trust by showing up again and again.
And if you’re working with a recruitment vendor? Ask them what they’re doing beyond job ads. Who are they partnering with? What data do they track? How are they actively reaching underrepresented candidates?
Make interviews fairer and more inclusive
You’ve done the work to attract diverse applicants — now don’t lose them in the interview.
Many hiring teams default to "gut feel" or culture fit — which usually just means hiring someone who feels familiar. That’s where bias creeps in.
Here’s how to stop that:
Use structured interviews with standardized questions
Score candidates against the same criteria, not vibes
Train every interviewer on bias and inclusive communication
Even small tweaks make a big difference. Providing questions in advance, allowing cameras-off interviews, or offering flexible times can reduce anxiety and create a more equitable process. Basically, this comes down to treating candidates like people rather than treating them as transactions.
Include diverse voices in hiring decisions because representation matters — especially during hiring.
If everyone on the panel shares a similar background, you’re not just missing perspective — you may be unintentionally gatekeeping. Bring in colleagues from different departments or employee resource groups (ERGs) to sit in on interviews.
It sends a message: we value different viewpoints here. And it makes your workplace more welcoming before a candidate even joins.
Measure what matters (and fix what’s broken)
If you’re not tracking your hiring outcomes, you’re just guessing.
Metrics that matter:
Demographic breakdown of applicants, interviews, and hires
Where diverse candidates drop off in the funnel
How your sourcing channels are performing
If your recruitment partners can’t show you the metrics they impact? That’s a red flag. Inclusive hiring isn’t just a feeling — it’s a strategy. And strategy needs data.
Tell a real story with your employer brand
Inclusive hiring isn’t only about process — it’s also about perception.
Candidates research your organization before they ever hit "apply." What will they find?
A bland careers page with stock photos?
Or real employee stories, visible policies, and diverse leadership?
Strong inclusive employer brands show up with:
Testimonials from actual employees from diverse groups
Transparent equity and pay data (even in broad terms)
Mentorship programs, ERGs, and leadership pathways
Don’t stop at the offer letter: Onboard with inclusion
You found a great candidate. You made the hire. Now what?
Inclusive hiring includes what happens after the offer:
Clear onboarding that considers different learning styles
Welcoming messages from ERGs and diverse team members
Manager training to support equity and inclusion on the team
Retention is part of inclusive hiring. A great hire that leaves in six months because they didn’t feel safe, supported, or seen? That’s not success.
Recognizing diverse cultural holidays and celebrations is a meaningful first step toward creating an inclusive workplace. It shows your team that all perspectives are seen, heard, and valued — not just during heritage months, but year-round.
Be the inclusive employer candidates are looking for
Real inclusive hiring is not about perfection. It’s about progress, accountability, and action. It’s about showing up for underrepresented talent, not just saying the right words in your values statement.
You don’t have to do it alone. That’s where we come in.
HireDiverse is a Canadian job board that prioritizes inclusion
We reach diverse candidates across Canada through intentional outreach and inclusive messaging. Posting with HireDiverse highlights your organization’s commitment to diversity, equity, and inclusion — and helps your job stand out.
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.
