Here's a list of the key takeaways from Module 5: Developing an Inclusive Recruitment Strategy. You can refer to this list at any time.

• ‘Inclusive recruitment’ is about seeking out candidates from a wide range of backgrounds in the interest of making our workplaces more diverse.

• An ‘inclusive job posting’ is a job posting that’s been carefully crafted so as to avoid language that might deter or dissuade certain groups of people from applying. For example, technical jargon or gendered wording.

• An ‘accessible application process’ is an application process that’s been designed to ensure that all potential candidates, regardless of ability, can apply with little difficulty.

• ‘Recruitment channels’ are platforms used to reach potential candidates. For example, job boards, career fairs, networking events, recruitment agencies and social media.

• An ‘inclusive recruitment channel’ is a channel that caters to groups of people that’re often underrepresented or underemployed. For example, people with disabilities, Indigenous peoples and newcomers.

• The biggest thing to consider when it comes to screening resumes is bias. Our biases often influence the decision-making process in subtle ways, causing us to unconsciously or unintentionally make decisions based on assumptions rather than objective criteria.

• Conducting ‘inclusive interviews’ means providing accommodations and addressing potential barriers—things that would make the interview unnecessarily stressful or difficult—so that nobody is at a disadvantage. The goal is to provide each candidate with a safe, comfortable opportunity to discuss their qualifications or demonstrate their potential.

• ‘Tokenism’ is when an organization recruits a small number of people from an underrepresented or underemployed group so as to give the appearance of diversity or inclusion. It’s about looking inclusive, rather than actually making people feel included.

• An ‘inclusive on-boarding process’ is an on-boarding process that’s designed with new hires’ unique needs or circumstances in mind. It’s about making it clear that they’re entering a safe space.

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Disclaimer: Gateway to EDI: A Workplace Learning Journey resources were created in the year 2024. So, by the time you read, watch, or listen to them, the language used to describe or discuss some of these topics may have changed.

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