How-to Guide · Inclusive Practice
How to Review Recruitment Practices for Bias
Attracting, Developing and Retaining Diverse Talent
A structured approach for senior executives to identify, review and reduce bias across the recruitment pipeline, from job design to onboarding.
Get The Guide
You’ll also receive The Culture Economy. Unsubscribe at any time.
Why this matters
Bias in hiring rarely sits in one decision.
Whether unconscious or structural, bias in recruitment narrows access to talent, limits innovation and creates reputational and legal risk. It builds across job design, sourcing, shortlisting, interviews and offers. A useful review therefore looks at the whole pipeline, starts from data, and treats what it finds as a governance matter rather than a one-off exercise.
Key points
- Measure the pipeline first. The guide shows what to track at each stage, and where to look for drop-off.
- Look beyond the interview. Bias can enter through job design, advertising, screening tools and offers as well as selection.
- Treat the findings as a governance matter. The guide ends with how to report outcomes to the board and keep the review going.