The number of employers in the UK using best practice methods for inclusive hiring is declining, according to an annual survey of employers by the Recruitment and Employment Confederation (REC). 

A total of 55.2% of employers surveyed said they do not specifically state an interest in diverse candidates in their job adverts. This figure was 49.2% in 2023 and 47.9% in 2022.

At the same time, 5.8% plan to implement this in the future, compared to 7.2% in 2023 and 8.2% in 2022. The REC noted that at least 25.5% said they introduced this more than a year ago, up from 23.8% in 2023 but down from 29.2% in 2022.

Meanwhile, 44.2% of those surveyed do not use wording specifically designed to be inclusive in their job adverts, compared to 28.3% who did not in 2023 and 33.0% in 2022. Just 3.8% plan to implement this in the future, compared to 5.4% who said they planned to do so in 2023 and 5.0% in 2022.

The REC stated in a press release, “It is a major concern if employers are failing to understand the commercial and ethical reasons to ensure they hire inclusively, especially given the UK’s acute skills and labour shortages and long-standing struggles to up productivity. The findings will also alarm job seekers from minority or underrepresented groups who may be struggling to get on in their careers.”

A total of 74.8% do not use name-blind CV submissions, compared to 69.9% who did not in 2023 and 53.2% in 2022. While 3.8% said in 2024 they plan on implementing this in the future, which is up from the 1.4% who said in 2023 they would implement it, it is lower than the 7.3% who said in 2022 they planned to implement it.

Finally, 61.7% of surveyed employers said they do not use diverse interview panels, more than the 55.7% in 2023 and 53.4% in 2022 who said they did not use them. Further data showed that 11.5% said they plan to implement this in the future, compared to 10.6% in 2023 and 8.3% in 2022.

Neil Carberry, REC Chief Executive, said, “While the labour market has weakened over the past two years, the UK‘s labour supply is still tight, and new skills needs are making traditional hiring methods less effective. This survey suggests that many employers still think of inclusive hiring as something to do in the better times – rather than a fundamental to being able to hire well in the mid-2020s. With productivity and engagement critical to innovation and growth, a new approach is necessary.”

Carberry continued, “Recruiters who meet the REC’s compliance standards are the experts in building new talent pools up, but they report that hiring managers are not as willing to think about different options now.  Despite the unhelpful political framing of work on diverse and inclusive hiring as somehow “woke”, getting this right is both a commercial and a fairness issue. Business leaders need to understand that, even in a cooling market, the world has changed and engaging with a wide pool of potential employees requires a new approach. Recruiters are ready to help.”

As an additional question for this year’s survey, REC asked these same employers what would most encourage their organisations to implement or enhance EDI (equality, diversity and inclusivity) practices in their recruitment process. The most sought help was for training and learning resources on best EDI practices (29%), stronger internal policies and commitment from senior leaders at their respective organisation (26%), events and networking with other organisations on EDI initiatives (20%), and support and advice from external EDI experts (17%).

“Recruiters sit at the heart of coming up with guidance, training and solutions for firms on workplace equality, diversity, and inclusion,” Carberry said. “This includes everything from neuroinclusive recruitment to building workplaces where people of all races, sexual orientations and genders feel welcome. But it is clear from today’s survey that they need greater commitment from business leaders. This includes greater understanding and backing from their clients’ boards and executives that their firms can get more creative, innovative and profitable when they attract, hire and retain the best talent.”