Posted on: 16/09/2026

Thought Leadership

Graham Bradley explores how inclusive recruitment supports Equality, Diversity and Inclusion (ED&I) by removing barriers, reducing bias and widening access to public sector careers. The article highlights practical approaches, including inclusive job design, structured interviews and data-driven decision-making, to help organisations attract broader talent pools and build workforces that better reflect the communities they serve.

By Graham Bradley MCIPD, Senior Consultant - Resourcing, at West Midlands Employers

If Equality, Diversity & Inclusion (ED&I) had a front door, recruitment would be holding the keys and hopefully making sure nobody has been left outside in the rain.

ED&I has long been a priority across the public sector. While much of the conversation focuses on workplace culture, inclusion starts much earlier, often with a candidate’s first interaction with an employer. For many applicants, the recruitment process shapes their perception of an organisation's values.From the language used in a job advert to the accessibility of interviews and the transparency of communication, every stage sends a message about who belongs and who is welcome.

For resourcing teams, this creates both responsibility and opportunity. How a vacancy is designed, advertised, assessed and managed can either widen access or unintentionally create barriers. If organisations are serious about inclusion, recruitment has to be part of the solution.

Measuring progress is only the beginning

This is particularly relevant in local government. Benchmarking data shared through WME partner Solace highlights that, while workforce diversity reporting has improved, representation remains uneven and some groups continue to be underrepresented.

Understanding where these gaps exist is only the first step. The real opportunity lies in using recruitment practices to remove barriers and create fairer access to employment for everyone.

Looking beyond the usual talent pool

First impressions matter, wording can put people off, and if you always look in the same places, you may keep meeting the same people. 

One practical way recruitment can support ED&I is by ensuring opportunities reach the widest possible audience. Too often, organisations rely on familiar channels, networks or advert formats, which can limit access for talented people from different backgrounds.

Expanding talent pools means reviewing where roles are advertised, how job descriptions are written and whether essential criteria are genuinely needed. It also means promoting flexibility, reasonable adjustments and inclusive language.

Small changes can have a significant impact. Removing unnecessary criteria, clearly explaining flexible working options and encouraging reasonable adjustment requests can help candidates feel confident that they will be assessed fairly.

Platforms such as Tribepad can help by distributing opportunities across multiple channels, increasing visibility and helping employers reach a wider, more diverse range of candidates.

What’s hiding in the hiring data?

Data is one of the most powerful tools for improving ED&I outcomes. By analysing applicant, shortlisting and appointment data, employers can identify trends, uncover barriers and understand where diverse talent may be exiting the process.

Tribepad’s reporting and analytics can help organisations understand talent pipelines, monitor progression, identify underrepresentation and evaluate attraction strategies. Combined with workforce planning and benchmarking data, these insights support informed, targeted action.

For example, if applications from a particular demographic are strong but progression drops significantly after shortlisting or interview, it may indicate barriers within the recruitment process rather than a shortage of talent. Asking the right questions can help organisations identify where improvements may be needed:

• Which channels generate the most diverse candidates? (wmjobs.co.uk, LinkedIn, Indeed, social media, referrals)
• Where are under-represented candidates leaving the process? Do completion rates differ between demographic groups?
• Which teams show the most inclusive recruitment outcomes?

Bias: The uninvited guest at interview

Bias is part of human decision-making. Everyone brings experiences, assumptions and preferences into recruitment decisions, often without realising it. The aim is not to remove judgement, but to ensure decisions are based on evidence rather than assumptions. Sustainable change rarely comes from a single recruitment campaign. It comes from consistently reviewing recruitment outcomes, learning from candidate feedback and refining processes over time.

Use structured interviews – Ask consistent, job-related questions and score against clear criteria.

Remove identifying information where possible – Reduce the risk of unconscious bias during shortlisting.

Focus on skills and evidence – Assess against competencies, behaviours and experience, not “gut feel”.

Use diverse panels – Bring different perspectives into decision-making.

Write inclusive adverts – Use clear language and focus on what candidates need to succeed. Train hiring managers – Help managers recognise bias and make objective decisions.

Representation: Happy accident or careful planning?

I often hear conversations about workforce representation, which raises an important question: does good representation happen by accident or by design?

In reality, it can be both. Organisations may become more representative as demographics change and recruitment practices evolve, but the most inclusive organisations do not leave it to chance.

Sustainable change rarely comes from a single recruitment campaign. It comes from consistently reviewing recruitment outcomes, learning from candidate feedback and refining processes over time.

They review processes, challenge barriers, monitor outcomes and use data to support fairer decisions. The goal is not to hire by demographic group, but to create processes where everyone has an equal opportunity to succeed.

Leaving the door open isn’t enough

Recruitment is often described as the front door to an organisation, but it is also one of the most powerful tools for advancing ED&I. By combining good practice, collaboration and the right technology, organisations can attract broader talent and build workforces that better reflect the communities they serve.

Inclusive recruitment is not about lowering standards or recruiting to quotas. It is about ensuring every candidate has a fair opportunity to demonstrate their potential and that organisations are accessing the broadest possible pool of talent.

Through the WM Talent Acquisition service, West Midlands Employers is proud to support councils and public sector organisations on that journey.