When we talk about building more inclusive workplaces, recruitment is one of the first places we need to start.
But too often, recruitment teams and hiring managers are handed the responsibility of ‘being more inclusive’ without the right support, tools, or training to actually make it happen.
That’s where well-designed, practical DE&I recruitment training comes in.
Not a generic tick-box session, but training that builds confidence, deepens understanding, and gives people the skills to take real action.
So, what should effective diversity and inclusion recruitment training actually cover?
Start with the foundations
Before diving into process changes or inclusive hiring tools, training and shared understanding need to be the cornerstones. That means getting clear on what diversity, equity, inclusion, and belonging really mean, and how they relate to the recruitment process.
Training should also cover why this work matters, not just ethically, but commercially too, helping recruiters and hiring managers see their role in creating a fairer, more accessible workplace from the very first interaction with a candidate.
It’s also important that the language of DE&I is explored, especially for those who feel unsure or nervous about saying the wrong thing. Starting here builds confidence, creates consistency, and opens up space for honest conversations.
Bias in recruitment — explained properly!
Bias is one of if not the biggest barriers to inclusive hiring, and it shows up at every stage of the recruitment process. Effective DE&I training helps people understand where bias comes from, how it shows up, and the impact it can have, not just on hiring decisions, but on candidate experience, workplace culture, and team performance.
More importantly, training should give people practical ways to reduce and interrupt bias. That could include using structured shortlisting processes, objective interview scoring, or asking different questions around ‘fit’. Understanding bias is step one, but learning how to do something about it is where real change begins.
From theory to action — inclusive hiring in practice.
This is where recruitment-specific DE&I training stands out. It doesn’t stop at awareness, it equips people with inclusive recruitment skills they can apply straight away. That includes how to write inclusive job descriptions, what makes an application process more accessible, and how to offer adjustments in a way that feels natural, respectful, and candidate-led.
After all, ‘knowing’ and ‘applying’ are two very different things to achieve.
Training should also explore what it means to assess fairly and consistently, including how to design inclusive interview questions, structure interviews to avoid bias, and support candidates who might face barriers or need additional support. For many people, this is the most practical and powerful part of the session, because it’s where intention turns into action.
The importance of reflection and accountability
Good DE&I recruitment training should also give space for reflection, questions, and planning. Whether that’s reviewing real-life scenarios, working through common challenges, or taking time to explore what needs to change in your own recruitment process, it’s this part of the training that helps people embed the learning and start to shift behaviour.
It’s also where accountability starts. When recruiters and hiring managers leave with practical actions, tools, and ideas that feel relevant to their role, it becomes much easier to keep the work going long after the session ends.
Final thoughts
Diversity and inclusion recruitment training should never be about ticking a box or avoiding risk. It certainly should never become performative and not be applied properly.
When done well, it’s about empowering people to hire better, more fairly, more consistently, and with inclusion baked into every decision.
Whether your team is just starting this journey or needs a refresh, the right training can shift understanding, build confidence, and lead to real change in how you attract, assess, and hire talent.
Want to make your recruitment process more inclusive?
I support in-house teams, hiring managers, and recruitment leaders to embed inclusive, accessible, and equitable hiring practices that actually work. If you’d like to explore what this could look like for your business, get in touch, I’d love to chat.
