Having a diverse workforce has a ton of benefits. Research conducted by BCG shows that diversity is a key driver of innovation, so much so that it can lead to improved financial performance for companies that adopt the necessary commitments to equity and inclusion. A frequently overlooked first step to making candidates feel welcome and included is analyzing your interview process.

Below are 3 easy things a company can implement to make the interview process more inclusive:

1. Start by asking if the candidate requires any accommodations for your interview in your initial outreach. Often times, accommodation questions are not asked at all throughout the interview process. Show that you are inclusive by asking if the candidate requires any accommodations for your interview in your initial outreach.
   
2. Revisit how you interpret a candidate’s work history. Resume gaps are not an automatic disqualifier, they are an opportunity to hear stories of overcoming obstacles. Resume gaps could be due to several reasons that should not automatically disqualify a candidate.
   
3. Reevaluate the qualifications of the job. Does this position actually require a 4-year degree or is relevant work experience something that can be supplemented instead of the formal education requirement? Additionally, if lifting is required for a position, can reasonable accommodations be made?

It’s often those uncommon experiences that aid to illuminate solutions when challenges arise on the job.

If you are looking for a partner in creating more equitable and inclusive work cultures, please email info@flexability.com.