WHAT IS INCLUSIVE RECRUITMENT? The 4Ps of Inclusive Recruitment

To recuit inclusively employers must address bias or barriers experienced by marginalised groups at every stage of their recruitment process and develop a culture that enables everyone to thrive.

1. PARTNER Partnering with an organisation that has expertise working with refugee professionals has multiple benefits.

Identify barriers in your recruitment system that are filtering out refugee talent. Deliver training to address biases that are the root cause of barriers. Provide access to untapped talent pools. Advise on reasonable adjustments. Provide in-work support to ensure employees thrive. Provide qualitative impact data that demonstrates social value created through responsible business. 1. PARTNER

2. PROMOTE Senior sponsorship not only gives the initiative visibility across your organisation it will help drive and sustain change in recruitment practice, organisational culture and behaviours. Ambassadors can encourage teams to engage with the programme, as well as act as advocates and role models for colleagues. Impact stories are a powerful way to help colleagues better understand the programme and the benefits for new hires, teams and the whole business. (Always get consent from your new employees to tell their story).

3. PROCESS Refugee employment must be connected to strategic goals for building a talent pipeline, realising EDI ambitions and delivering social value. Capacity to drive the project forward at an operational level is critical to join the dots internally and cascade information to the talent and hiring managers.

3. PROCESS Refugee myth busting. Recruitment process with rationale for reasonable adjustments. Tips for more inclusive recruitment practices from reviewing CVs to interviewing. Benefits of hiring and investing in refugee talent and costs to the business. Clear, simple resources will build engagement and support implementation. This should include:

4. PILOT A pilot will set a business up for success and wider roll out. Focus on one or two business areas and invest in upfront planning with empathetic business leaders. Regular meetings with your recruitment partner and a clearly documented process that can be reviewed, evaluated and adapted helps ensure the success of any inclusive recruitment initiative until it becomes business- as-usual.

GET IN TOUCH! Renaisi candidates are talented engineers, built environment and business services professionals. All it takes is a first step. We are here to advise on reasonable adjustments and help you recruit more inclusively so that you can fill your skills gaps, diversify your workforce and deliver social value. www.renaisi.com/transitions