If you are advertising a job, one way of removing bias is to have your HR team remove any identifying factors from applications, including but not limited to candidates’ names, age, location, gender, sexuality, marital status, and race.
However, as Chris explains, “More and more recruitment is done via CV boards and on LinkedIn, which means you’ve got at your fingertips a lot more information about the individual than you would if it were solely via a job advert.
“Therefore, it goes beyond what to put in a job advert. It’s about managers who are hunting for their own staff being aware and not having situations where you have completely homogenous teams.
“I think ultimately, to stop unconscious bias, you need to make it conscious bias. So, take the unconscious bit out of it.
“Employers shouldn’t necessarily be looking for clues about whether that person reflects them as an individual. Whether it’s trying to work out how old someone is, their ethnic background, sexuality, gender, or something else. Take that out of the equation.
“Companies should only look at a candidate’s skills when they want to build their teams.”
As a Managing Director at Search, Chris supports the Health & Social Care (Temporary), Nursing and Social Work industries. “I think people can take a bit of a lead from healthcare,” he explains. “It is a very diverse sector with a diverse workforce right to the top. It’s something that I’m proud to represent, and I use my recruitment knowledge and methods to ensure that equal opportunities are upheld within healthcare.”
His final advice for businesses “It’s about championing diverse teams and understanding how to create that by having teams with employees of all ages, people with disabilities, different genders, and ethnic backgrounds. Don't rule out anyone from any background from joining your company,” says Chris.