Guide: How to create an inclusive recruitment process?

In a rapidly changing professional environment, inclusive recruitment is becoming a major challenge for organisations seeking to build high-performing, diverse teams. In Switzerland, where cultural diversity is a daily reality, adopting fair recruitment practices is no longer an option, but a necessity.

Why commit to inclusive recruitment?

Inclusive recruitment is not just about image or legal compliance: above all, it is a performance driver.

Organisations that commit to this approach have found that:

• A 35% increase in their capacity for innovation
• A significant improvement in their financial performance
• A 20% increase in team engagement
• An average 15% decrease in staff turnover

GOOD TO KNOW
A 2023 McKinsey study shows that organisations with a diverse management team are 25% more likely to generate above-average profitability in their sector. Beyond the figures, it is also a question of social responsibility and attractiveness in the labour market.

#1 - Write non-discriminatory job advertisements

Using inclusive language in job advertisements is the first step towards fair recruitment. The words you choose can unconsciously discourage certain people from applying.

Here are some key examples to avoid in your advertisements:

• References to age (‘young graduate’, ‘senior citizen’, ‘digital native’)
• Gender stereotypes (‘dynamic’, “ambitious”, ‘natural leader’)
• Requirements that are not essential to the position (‘driving licence’ if remote working is possible)
• Specific cultural references (‘start-up spirit’, ‘entrepreneurial DNA’)

Use neutral wording such as ‘the successful candidate will’ or consistently use inclusive language: “employee”, ‘HR manager’, ‘candidate’.

Focus on the skills that are really necessary and describe the tasks in concrete terms, without limiting yourself to technical skills.

Other key points to consider:

• Indicate whether the position is part-time (or, if applicable, with a range: 60–80%, 80–100%)
• Mention the benefits or services offered by the employer
• Clearly state your commitment to equality, diversity, and inclusion in the advertisement

GOOD TO KNOW
The Federal Office for Gender Equality offers a free guide to inclusive language for organisations. This is a valuable tool for adapting your communications and avoiding discriminatory language, even if unintentional.

#2 - Train and raise awareness among recruitment teams

Training those involved in recruitment is the foundation of a truly inclusive process. Even with the best intentions, we are all subject to unconscious biases that can influence our choices.

Examples of common biases:

• Similarity bias: tendency to favour profiles that resemble our own
• Confirmation bias: tendency to seek out information that confirms our preconceptions
• First impression bias: tendency to judge a person based on the first few seconds of meeting them
• Halo effect: positive (or negative) impression of one trait that influences overall judgement
• Solo effect: when a person stands out from a homogeneous group and becomes the centre of attention or judgement
• Double standard: applying different criteria or expectations depending on the group to which a person belongs (gender, origin, etc.), even in identical situations

To identify areas for improvement, organise self-assessment sessions and analyse your recruitment statistics by gender, age and origin. Set up regular training sessions, standardised assessment grids and make use of the resources provided by the Federal Office for Gender Equality.

GOOD TO KNOW
UNIL provides numerous resources to promote equal recruitment, including guides, toolkits and training courses.

#3 - Establish fair assessment processes

Each application must be assessed using the same criteria and under equivalent conditions. This standardisation ensures fairness and quality in decision-making.

A fair assessment process is based on three pillars:

• Standardised interview grids: focus on factual and measurable elements: quantifiable technical skills, verifiable professional experience, concrete achievements with quantifiable results.
• Methodological rigour: ask each person the same questions, keep interviews to the same length and apply a uniform scoring grid for each position.
• Assessment panels that reflect diversity: gender diversity, diversity of professional backgrounds, multiple generational and cultural perspectives. Ideally, panels should consist of at least three people.

Examples of open-ended and behavioural questions that promote fair recruitment:

• ‘Tell me about a time when you had to solve a complex problem. How did you go about it?’
• ‘What motivates you in your work?’
• ‘Tell me about a situation where you collaborated with people from different backgrounds. What was your approach?’
• ‘Describe a time when you received difficult feedback. How did you respond?’

Conversely, avoid the following questions:

• ‘Does your spouse work?’
• ‘Are you planning to have children soon?’ "
• ‘How many years do you have left before retirement?’
• ‘Are you religious?’
• ‘How do you plan to manage your disability at work?’

GOOD TO KNOW
To promote fairness, you can make piles of files and start by analysing those from the underrepresented group.

#4 - Expand recruitment sources

To attract a diverse range of candidates, think outside the box by developing partnerships with professional associations, diverse alumni networks and organisations specialising in inclusion.

Also use new channels: specialised recruitment platforms, targeted professional social networks and themed job forums.

Finally, you can approach potential candidates directly by actively seeking out profiles from a variety of backgrounds, ages, cultures, genders, and educational backgrounds.

This diversification will give you access to previously untapped talent pools and enrich the quality of your applications.

#5 - Monitor and measure the inclusivity of recruitment

The effectiveness of your inclusive approach can be measured using specific indicators:

• Gender representation ratio at different stages of the recruitment process
• Diversity of backgrounds in the final shortlists
• Candidate satisfaction rate via post-interview surveys
• Average duration of the process per profile, and identification of any discrepancies

Set ambitious but realistic goals (e.g., achieving 40% diversity in final shortlists within 12 months) and adjust your practices based on the results. An inclusive recruitment policy is built over the long term!

As you can see, inclusive recruitment does not stop at hiring. It is part of a comprehensive cultural transformation process that impacts your entire organisation. The practices you implement today shape the culture of tomorrow and determine your ability to attract and retain talent.

Take the time you need at each stage of the process: thoughtful and careful recruitment reduces the risk of bias and promotes fairness.

Pay particular attention to onboarding and integration: ensure that every new hire receives the same welcome (introduction programme, preparation of the workspace, support, etc.) to guarantee a real sense of belonging from the outset.

To take this further, you can draw on resources such as the BEC's guide to inclusive communication or online training courses on unconscious bias. These tools are invaluable for raising awareness among your teams and establishing a lasting culture of inclusivity within your organisation.