Inclusive Recruitment Checklist

1. Job Description & Advert

• Use clear, jargon-free language.
• Include a salary range to promote pay transparency.
• Highlight your commitment to diversity and inclusion.
• Avoid gender-coded or ableist language (use tools like Gender Decoder).
• State that reasonable adjustments are available.
   

2. Application Process

• Keep application forms simple and accessible.
• Offer alternative formats or ways to apply.
• Remove personal identifiers where possible (e.g. name, school, date of birth).
• Allow extra time for candidates who need it.
   

3. Shortlisting

• Use structured scoring criteria aligned to the job specification.
• Involve multiple people in the decision-making process.
• Be aware of unconscious bias – use tools or training if available.
   

4. Interview Stage

• Share interview questions in advance where appropriate.
• Offer candidates the chance to request adjustments (e.g. accessible venue, extended time).
• Use a consistent set of questions and scoring method.
• Include at least one person from a different background on the panel where possible.
   

5. Post-Interview & Feedback

• Give constructive feedback to all interviewed candidates.
• Gather anonymous candidate feedback on the process.
• Review and reflect on any patterns in shortlisting or interview outcomes.
   

6. Ongoing Commitment

• Publicly share your EDI policy and goals.
• Monitor and analyse diversity data from applicants and staff.
• Offer ongoing staff training on inclusive practices.
• Regularly review and update recruitment materials and processes.