Diversify your workforce

• Review job requirements to remove unnecessary or unintended barriers.Focus on tasks and standards rather than how tasks are done.
• Separate the ‘nice to haves’ from the essential requirements. Research has demonstrated that applicants from traditionally under-represented backgrounds often only apply when they feel they can meet all the criteria.
• Focus on the skills and capabilities required to do the role, rather than the specific number of years of experience.

• The language you use is important for inclusive hiring practices. For example, using “sharing” information about disability, sexuality, race, or heritage creates a more inclusive message than “disclosing.”
• Use plain language to ensure your job advertisement can be read and understood by as many people as possible. Avoid jargon, technical terms, or acronyms that might not be familiar to all candidates, as these can discourage some applicants from applying.
• Avoid using gendered language, which may inadvertently discourage some applicants. Online tools, such as gender decoder can check if your language skews towards a certain gender bias.

• Clearly state your organisation’s commitment to diversity and inclusion on your careers page and in job advertisements.
• Include information about how candidates will be assessed during recruitment.
• If you ask candidates for equity information, explain how you will use it, such as identifying and removing inadvertent barriers in the recruitment process. Adding an explanation can reassure the people you are seeking to engage.
• Offer options for how candidates can communicate with the job contact person, for example, direct phone number and email address, to account for varied communication needs.

• Carefully consider the role and your eligibility criteria to avoid filtering out strong candidates unnecessarily.
• Add statements such as ‘We are open to discussing flexible work arrangements’ to help attract a more diverse talent pool. Defaulting to full-time work without considering whether flexibility can be built into the position discourages some candidates from applying, such as carers, students, and people with chronic health conditions or disabilities.
• Avoid limiting candidates based on their visa status. Most international students upon graduation are eligible to apply for a post-study work rights visa, allowing them to work full-time in Australia for between 3-6 years, depending on their specific qualification. There are no sponsorship costs for recruiting applicants who hold post-study work visas.

The interview and application process may require some modification to be totally inclusive. You can ask candidates if there are arrangements that would help them do their best during the recruitment process. Some of the things you might wish to consider are:

• Allow more time for interviews and testing.
• Provide information in accessible formats.
• Offer video and phone interview options, with opt-out alternatives.
• Send interview questions in advance.
• Allow the use of assistive technology, registered assistance dogs, personal laptops to complete exercises, or a support person in video interviews.

It's also beneficial to provide examples of the modifications you have made to the hiring process that past applicants have found helpful. For example, access to quiet spaces during assessment centres or interview questions in advance can remove inadvertent barriers for applicants with disability or neurodivergence.

Reassure any applicants accessing modifications that it will not disadvantage them in the recruitment process.

Making recruitment inclusive and accessible is a great first step, but it's important to ensure that this approach is carried over into the day-to-day operations of your organisation. Consistently applying inclusive practices will demonstrate that they are part of your organisational values and brand. This can be achieved through actions such as:

• Enable a smooth onboarding process for all appointed candidates.
• Create physical and digital workplace environments that are accessible and adaptable for everyone.
• Implement necessary workplace changes for individuals.