Overcoming barriers to building an inclusive workforce

Diversity, Equity, Inclusion and Belonging (DEI&B) are more than just buzzwords—they are key drivers shaping the future of work. Organisations increasingly recognise that diverse teams foster innovation, improve decision-making, and boost overall business performance. Yet, many still struggle to build a truly diverse and inclusive workforce.

So, how can you create a dynamic team? Here are some common barriers to achieving diversity and practical steps to overcome them.

Common challenges in building a diverse workforce

Building a truly diverse and inclusive workforce requires identifying, and addressing, key obstacles that hinder diversity efforts. Here are three common challenges organisations often face:

1. Unconscious bias: One of the biggest barriers to diversity is unconscious bias—prejudices people may not even realise they have. For instance, certain roles are often seen as more suited to men or women, or there may be stereotypical assumptions tied to ethnic backgrounds. In recruitment, leadership roles have traditionally been male dominated, creating an invisible glass ceiling that in some organisations still hinders progress for women and other underrepresented groups.
2. Limited diverse talent pipelines: Many organisations struggle to source diverse talent because they rely on the same limited channels, failing to innovate their recruitment processes. This results in a homogeneous candidate pool that doesn’t reflect the wider population.
3. Resistance to change: Even with leadership’s commitment, change can be slow, especially when diversity initiatives are viewed as "nice-to-have" rather than essential. In many cases, organisations treat diversity goals as box-ticking exercises, rather than driving true inclusive transformation across all levels and linking that change to improved business results.

Setting realistic and measurable DEI&B goals

For DEI&B efforts to be effective, organisations must set realistic, measurable goals that align with their overall strategy. DEI&B shouldn't be treated as a numbers game but as a key driver of systemic change.

Targets might include setting balanced hiring ratios for under-represented groups—whether by gender, ethnicity, or other factors—and conducting regular audits to track progress. Aligning DEI&B with organisational strategy ensures accountability across all leadership levels, making diversity a priority rather than an afterthought. Leaders should be evaluated on their success in achieving these goals and fostering inclusive work environments.

For instance, one of our clients increased their diversity pool by 30% by addressing infrastructure needs, such as providing separate facilities, and understanding the challenges women face in male-dominated roles. This led to meaningful, long-lasting change rather than token diversity efforts.

5 Practical recruitment strategies for DEI&B

1. Blind recruitment: Using tools that remove identifiers like name, gender, and race helps companies focus on candidates’ experience and qualifications. 
2. Skill-based hiring: This approach uncovers capable talent that might not be found with traditional sourcing and CV screening.
3. Expand sourcing channels: Relying on the same channels limits diversity. Organisations should engage with forums, networks, and platforms for underrepresented communities to widen the talent pool and increase diversity.
4. Inclusive job descriptions: Creating unbiased descriptions is one of the simplest ways to ensure a wider and more diverse applicant pool.  Organisations should avoid gender specific or culturally charged language and instead focus on the skills, behaviours and competencies required for the role. 
5. Diversify recruitment panels: Having diverse interview panels helps minimise unconscious bias during the hiring process. A mix of perspectives ensures candidates are viewed through a broader, more inclusive lens.

Fostering an inclusive workplace culture

Building an inclusive workplace starts with leadership commitment. DEI&B efforts must be championed from the top to avoid becoming mere box-ticking. Leaders, and not just HR leaders, should actively embed inclusion and belonging into the organisation’s culture. Formal mentorship and sponsorship programs can help advance diverse employees into leadership roles, while inclusive onboarding ensures new hires feel valued.

But fostering inclusion goes beyond onboarding. Retaining diverse talent is essential to sustaining an inclusive culture. Flexible work arrangements, personalised career plans, and even small gestures—like celebrating cultural holidays—can significantly boost morale and reinforce a sense of belonging for all employees.

The vital role of analytics in DEI&B

Regular data collection is crucial for tracking progress and uncovering biases in the hiring process. Metrics such as hiring ratios, interview-to-hire conversions, employee retention, and satisfaction surveys offer valuable insights into an organisation’s level of inclusiveness. By monitoring these metrics, companies can make informed decisions that drive meaningful change.

Ongoing employee feedback is equally important. Gauging how included and valued new hires feel provides a real measure of inclusiveness. Continuous feedback helps refine DEI&B initiatives, ensuring they remain impactful and aligned with the organisation’s goals.

Importance of talent acquisition partners

Partnering with external Talent Acquisition experts, such as Morgan McKinley, can greatly enhance an organisation's DEI&B efforts. We offer an unbiased perspective and bring industry best practices to align recruitment initiatives with DEI&B goals, helping organisations avoid common pitfalls.

External partners can also develop tailored solutions to address specific DEI&B challenges. By leveraging this expertise, companies can more effectively identify biases, diversify talent pools, and cultivate an inclusive environment. These collaborations provide the strategic guidance needed for long-term DEI&B success while maintaining continuous progress tracking.

The path forward

To achieve true diversity, equity, and inclusion, companies must commit to both short-term actions and long-term systemic change. The Talent Solutions team within Morgan McKinley are here to support this mission, leveraging our deep expertise in transforming talent acquisition to go beyond box-ticking and foster lasting, inclusive impact.

Now is the time to act. Together, we can create workplaces where every individual has the opportunity to thrive.

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