Preparing your Company for Accreditation with Inclusive Recruitment

Updated: Apr 22, 2020

To obtain a higher level of accreditation with AIR, organisations need to build a range of aspects to engage with diverse talent. Read on for two effective ideas that can build teams within an organisation, both for current staff, but also for new recruits.

Most organisations are well-aware of the multiple benefits that engaging with Diversity and Inclusion agendas can bring. We know they have a multitude of financial benefits and personal benefits.

We know that employee satisfaction leads to higher productivity, which in turn brings higher customer satisfaction, and better business performance.

So, what can you do if you’ve already been working on your D&I policy and need to start being more practical in terms of the actions you take?

There are a variety of next steps, but here we’ll look at just two.

Next steps for any organisation with a firm D&I policy already.

  • Build Employee Networks

  • Appoint Diversity Champions

Build Employee Networks

Employee networks are a substantial support network for many groups across an organisation. They can cover anything from racial groups, gender groups, interest groups right up to mental health support. The employee network can be chosen by the staff or by the managers; the point is that they are there as a means of connecting people with a similar interest or goal.

If the group is successful, they can even become advocates for the organisation by promoting their strong team, engaging in networking events, campaigns, and also in recruitment. Having a diverse range of employee networks can attract new candidates if they can see themselves represented in the networks available. Employee networks also offer a sense of community, support and networking.

Successfully developing an employee network takes time and resources. It needs backing from management and can benefit from a budget and a fixed schedule and team lead.

Appoint Diversity Champions

A diversity champion can be anyone within the organisation who takes on responsibility (either formally or informally) for engaging with diversity, inclusion and equality within your organisation.

They can help by calling out exclusion or unfair practices, being a voice for those who have been unfairly treated or forgotten. They can also support D&I agendas by being a spokesperson within the organisation to remind everyone of the work that is being done, and that which still needs doing. They can also work to bring people onboard with the ideas and gather more support for the cause.

Another area Diversity Champions can help is by being a link between the organisation and external groups, both for events and for CPD opportunities.

When finding a Champion in the organisation, consider the workload they already have. Will they have time to take on this additional responsibility? Will they need support from senior level staff? Will they need authority to register for and participate in events? Will they need a budget? Is there other support within the organisation you can tap into for additional links with staff members?


Building your team out in these ways can start to engage with more levels that are needed for both Silver and Gold levels of accreditation. Think outside the box, and never stop progressing.

To learn more about obtaining an Accreditation for Inclusive Recruitment, contact AIR.

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