Diversity and Inclusion Forecast: Insights from Top Business Leaders in Staffing and Recruiting

We asked five professionals from the field to share their predictions about the future of diversity and inclusion in the staffing and recruiting industry. Their insights range from a greater focus on neurodiversity to automated background checks for DEI goals:

Greater Focus on Neurodiversity

An interesting trend I am seeing now is a greater focus on neurodiversity. As we continue to understand and appreciate the wide spectrum of human cognition, I believe we’ll see more companies actively seeking individuals with different thinking styles, like those with autism, ADHD, or dyslexia. 

These individuals often bring unique problem-solving skills and creativity to the table. It’s all about recognizing and valuing diversity in all its forms.

— Lou Reverchuk, Co-Founder and CEO, EchoGlobal

Emphasis on Anonymous Hiring

One prediction of a diversity and inclusion trend in the staffing and recruiting industry is the emphasis on anonymous hiring. This refers to removing identifying information, like a candidate’s name, age, gender, ethnicity, and any other bias-inducing details, from the initial stages of the recruitment process. 

This practice will ensure that hiring decisions are based solely on the candidate’s skills, experience, and qualifications, rather than unconscious biases that could lead to discrimination. Essentially, it takes the entire possibility of discrimination out of the question when deciding which candidate to interview. It allows companies to mitigate bias and promote equal opportunities for candidates from different backgrounds. 

As companies recognize the importance of fostering a diverse and inclusive workforce, this trend will likely gain momentum. Whether conscious or unconscious, bias has been shown to influence hiring decisions. Anonymous hiring ultimately creates a more level playing field.

— Sadie Sirlin, Head of EC1 Partners, Miami, EC1 Partners

Shift Away from Resumes

I think we’ll slowly start to see organizations shift away from resumes. Resumes create a lot of bias associated with someone’s access to afford resume writers, knowledge of how to quantify their impact, or their strong English to ensure their resume bullets all make sense. Writing roles aside, someone’s resume-writing abilities shouldn’t be a predictor or indicator of their competence to excel in the role they’re applying for. 

For entry-level roles, candidate profiles with identical formatting focused on skills will prevail. For experienced roles, skill assessments can identify those who best meet the criteria in an equitable way.

— Matt Parkin, Business Development Lead, FindWRK

Strategies for Eradicating Hiring Bias

The staffing and recruiting sector will prioritize eradicating bias from the hiring process in the future. In order to ensure that all applicants are treated fairly, businesses will implement new technology and procedures.

Companies that are serious about hiring a diverse workforce will utilize inclusive wording in their job postings. This will encourage a wider range of qualified applicants. Recruiters will make every effort to find fantastic candidates from diverse backgrounds and cultures. They’ll get in touch with other communities, participate in activities that honor diversity, and volunteer with groups that aid those who don’t always have equal access to opportunities.

The recruiters and human resources staff will undergo specialized training to provide a level playing field in the hiring process. This will aid them in identifying and overcoming any potential prejudices they may have. They want everyone to get a fair shot at proving their worth.

— Aleksandar Ginovski, Career Expert, Resume Expert and Product Manager, Enhancv

Automated Background Checks for DEI Goals

One of the biggest advantages of running background checks for your potential candidates is that it helps you screen them and focus on automating the screening process to include results from specific criteria. This helps you focus on diversity and inclusion and allows companies to reach their DEI goals.

— Max Wesman, Chief Operating Officer, GoodHire