Study suggests decline in UK employers adopting inclusive hiring methods

According to an annual survey conducted by the Recruitment and Employment Confederation (REC), there is a decline in the number of UK employers adopting best practice methods for inclusive hiring.

The survey found that 55.2% of employers do not explicitly express interest in diverse candidates in job advertisements, compared to 49.2% in 2023 and 47.9% in 2022.

Additionally, only 5.8% plan to incorporate this strategy in the future, down from 7.2% in 2023 and 8.2% in 2022. The REC pointed out that 25.5% reported implementing this practice over a year ago, an increase from 23.8% in 2023 but a decrease from 29.2% in 2022.

As ‘Staffing Industry’ writes, in terms of inclusive language in job ads, 44.2% of employers do not incorporate it, compared to 28.3% in 2023 and 33.0% in 2022. Just 3.8% plan to introduce it in the future, compared to 5.4% in 2023 and 5.0% in 2022.

The REC highlighted in a press release, “It is a major concern if employers are failing to understand the commercial and ethical reasons to ensure they hire inclusively, especially given the UK’s acute skills and labour shortages and long-standing struggles to up productivity. The findings will also alarm job seekers from minority or underrepresented groups who may be struggling to get on in their careers.”

Image Credit: Canva

A significant 74.8% of employers do not use name-blind CV submissions, up from 69.9% in 2023 and 53.2% in 2022. Although 3.8% in 2024 plan to implement this, up from 1.4% in 2023, it is less than the 7.3% who planned to introduce it in 2022.

Furthermore, 61.7% of employers do not utilise diverse interview panels, a rise from 55.7% in 2023 and 53.4% in 2022. On a more positive note, 11.5% plan to adopt this approach in the future, up from 10.6% in 2023 and 8.3% in 2022.

Neil Carberry, Chief Executive of REC, stated, “While the labour market has weakened over the past two years, the UK‘s labour supply is still tight, and new skills needs are making traditional hiring methods less effective. This survey suggests that many employers still think of inclusive hiring as something to do in the better times – rather than a fundamental to being able to hire well in the mid-2020s. With productivity and engagement critical to innovation and growth, a new approach is necessary.”

Carberry added, “Recruiters who meet the REC’s compliance standards are the experts in building new talent pools up, but they report that hiring managers are not as willing to think about different options now. Despite the unhelpful political framing of work on diverse and inclusive hiring as somehow “woke”, getting this right is both a commercial and a fairness issue. Business leaders need to understand that, even in a cooling market, the world has changed and engaging with a wide pool of potential employees requires a new approach. Recruiters are ready to help.”

This year, REC included an additional question asking employers what would most motivate their organizations to implement or enhance EDI (equality, diversity, and inclusivity) practices in recruitment. The top request was for training and learning resources on best EDI practices (29%), followed by stronger internal policies and senior leadership support (26%), events and networking on EDI initiatives (20%), and advice from external EDI experts (17%).

Carberry remarked, “Recruiters sit at the heart of coming up with guidance, training and solutions for firms on workplace equality, diversity, and inclusion. This includes everything from neuroinclusive recruitment to building workplaces where people of all races, sexual orientations, and genders feel welcome. But it is clear from today’s survey that they need greater commitment from business leaders. This includes greater understanding and backing from their clients’ boards and executives that their firms can get more creative, innovative and profitable when they attract, hire and retain the best talent.”

Read related myGwork articles here:

GLAAD reports that support for LGBTQ+ equality has decreased in the U.S.A.

10 signs to indicate that an organization is inclusive

The power of allyship: perspectives from Rolls-Royce leaders on creating inclusive workspaces

“People should feel they belong”: Gay politician Jeremy Miles reveals inclusive vision for Wales