Diversity, Equity, and Inclusion in Hiring

Diversity, Equity and Inclusion (DEI) is reshaping how we attract, hire and retain top talent, but navigating DEI in the hiring process can feel overwhelming.

Many organisations in Australia acknowledge the importance of DEI, yet many continue to struggle with knowing how to effectively begin a successful and impactful DEI journey.

The Recruitment, Consulting & Staffing Association (RCSA), the peak body for the recruitment, staffing & workforce solutions industry, has recently released the ‘RCSA Diversity, Equity & Inclusion Playbook’ as an important resource. The playbook focusses on four pillars – Gender, Culture and Ethnicity, LGBTQIA+ and Disability and Accessibility.

By partnering with a recruitment & HR specialist agency, such as Horner Recruitment, for your recruitment needs, your organisation can tap into expert advice for your DEI strategy or recruitment process.

We share with you some key insights from this playbook.

Defining DEI Within Your Organisation

Every organisation’s approach to Diversity, Equity, and Inclusion (DEI) will be unique. There’s no one-size-fits-all definition, which is why it’s so valuable to co-create your DEI vision with input from people across all levels of the business. This collaborative approach ensures that your values are grounded in lived experience and are genuinely reflective of your team.

As you shape your DEI statements and goals, take a step back and think beyond the walls of your workplace. Look to the broader community for inspiration. Ask yourself and your team: In what environments do you feel truly accepted and free from judgement? What attitudes or conditions make that possible? And how might those same elements be brought into your workplace culture?

Setting DEI Ambitions: More Than Just Numbers

When it comes to Diversity, Equity, and Inclusion (DEI), goals and targets are more than a tick-box exercise—they’re a key part of building workplaces where everyone feels they truly belong. These targets help translate good intentions into meaningful action by creating a clear direction for progress and accountability. They reflect a genuine commitment to breaking down barriers and building systems that are fair and inclusive at every level.

Organisations need to understand ‘The Why’.

Building Diversity Through Inclusive Recruitment: 9 Tips on What to Include and Horner can assist

Creating a diverse workforce starts with inclusive hiring practices. It’s not just about widening the candidate pool—it’s about building fair, respectful, and supportive processes that welcome people from all backgrounds. Here’s how organisations can embed diversity into every step of recruitment: Be open about the inclusive features of your workplace—whether it’s flexible work options, gender-neutral facilities, or benefits that cover all types of families. This transparency helps candidates see themselves as part of your team.

1.Clear Non-Discrimination Guidelines

An inclusive recruitment process begins with firm policies that prevent bias. These guidelines protect candidates from discrimination and demonstrate your organisation’s commitment to fairness.

How Horner Can Help

We work closely with clients to ensure recruitment practices are aligned with current non-discrimination laws and best practices. Our consultants are trained to identify potential bias in processes and help implement inclusive recruitment policies that uphold fairness from application through to onboarding. Horner HR Services can assist with writing or re-writing policies.

2.Inclusive Job Descriptions and Adverts

Job descriptions and job adverts should be thoughtfully worded to avoid gendered language or jargon that might exclude certain groups. Using neutral, inclusive terms ensures more people feel encouraged to apply.

How Horner Can Help

Our team can write or rewrite job descriptions and ads using inclusive language that appeals to a wide audience. We also have access to a gender bias detection tool within our applicant tracking system (ATS), which helps identify and remove gendered language from job descriptions before they go live. This technology, combined with our expertise, ensures your job ads are more welcoming and effective at attracting diverse candidates.

3. Broaden Your Sourcing Channels

Diversify where and how you find candidates—think beyond traditional job boards. Engage with community groups, cultural networks, diverse professional associations, and inclusive job fairs to reach a broader talent pool.

How Horner Can Help

We actively tap into diverse talent pipelines through our networks, participation in targeted events and partnerships with numerous community organisations, Workforce Australia providers and Disability Employment Service (DES) providers. Our reach goes beyond conventional sourcing to connect you with high-quality candidates from all backgrounds.

4. Highlight Inclusive Policies and Benefits

Be open about the inclusive features of your workplace—whether it’s flexible work options, gender-neutral facilities or benefits that cover all types of families. This transparency helps candidates see themselves as part of your team.

How Horner Can Help

We help you showcase your organisation’s inclusive policies and benefits through candidate communications and employer branding. By highlighting what makes your workplace welcoming, we support you in standing out to top diverse talent

5. Respect for Identity

From the very first interaction, candidates should feel respected in how they identify. Using and affirming people’s chosen names and pronouns reflects a culture of respect and inclusion.

How Horner Can Help

By utilising Horner for your recruitment campaigns, we will ensure our candidate communications and application processes allow for self-identification and respect preferred names and pronouns. Our consultants lead by example and guide your internal teams to adopt inclusive language throughout the hiring journey.

6. Equitable Interview Practices

Interviews should focus on skills and role-related competencies—not personal traits or background. Ensure questions are consistent and relevant for all candidates.

How Horner Can Help

We design and facilitate structured behaviours interview processes that are fair, consistent and skill-based. We also brief hiring managers to help reduce bias during interviews and improve overall objectivity in candidate assessments.

7. Foster a Safe Workplace Culture

Make it clear that your organisation is committed to providing a safe, respectful and inclusive environment for everyone. This can be a major factor in a candidate’s decision to join your team.

How Horner Can Help

We act as ambassadors for your employer brand and ensure candidates are fully informed about your culture and values. Our screening and interview process includes promoting your commitment to safety and inclusion, so candidates feel confident in their choice.

8. Practice Allyship in Hiring

Hiring managers and recruiters should serve as advocates for diversity—not just gatekeepers. Champion diverse candidates and help them navigate the recruitment journey with confidence and support.

How Horner Can Help

Our consultants go beyond filling roles—we advocate for diverse candidates and support them through every step of the hiring process. We provide tailored coaching and communication to help them shine, while also helping hiring managers understand how to better support underrepresented talent.

9. Seek Feedback and Evolve

Invite candidates to share their experience of your hiring process. Use their insights to refine your approach and ensure your recruitment remains inclusive, welcoming and effective.

How Horner Can Help

We collect feedback from candidates after every placement and use it to improve both our processes and yours. We share insights with your team to help evolve your recruitment strategy and ensure it remains inclusive, transparent and candidate-focused.

Need Help Advancing Your DEI Initiatives?

If you’re ready to take the next step in building a more diverse and inclusive workforce, Horner is here to help.

With access to a range of training and resources, including the ‘RCSA Diversity, Equity & Inclusion Playbook,’ Horner is well equipped to undertake your recruitment campaigns with a DEI lens or provide HR Consulting services to your organisation.

Contact Horner today for a consultation. Reach out to your local branch or submit an enquiry online to get started.