Inclusive recruitment in 2024: what we learned and what’s next

By Tanya Macey, Head of Client Services

As we wrap up 2024, I can’t help but feel a sense of accomplishment and excitement. Over the year, we have hosted a series of masterclasses on different topics related to equity, diversity and inclusion (EDI) at Barclay Simpson. They sparked conversations, challenged assumptions, and inspired change across the UK’s professional landscape.

I lead the Client Services function at Barclay Simpson, as well as our EDI programme, and so I was lucky enough to have a front-row seat to a transformation happening in our clients’ industries. Let me share some key takeaways and give you a sneak peek into what’s coming in 2025.

Lessons that struck a chord

Some topics of our inclusion masterclasses really hit home. Unconscious bias, for example, opened many eyes. A 2018 study by LinkedIn found that 42% of interview assessment strategies fail because of biases. This is a stark reminder of how our quick judgements can impact hiring decisions.

Our session on allyship highlighted how we need to be comfortable with being uncomfortable to truly support change. And let’s not forget about generational diversity – many clients commented on the importance of balancing the digital savviness of younger generations with the emotional intelligence of more experienced professionals for a sustainable workplace.

Neurodiversity was another hot topic. Among the many questions and feedback we received, we learned that by simply splitting out the question “Do you have a neurodivergent condition?” from “Do you have a disability?” one of our clients saw a 20% increase in disclosure rates. It’s these small changes that can make a big difference in building more inclusive and effective teams.

Surprises along the way

I knew there was a demand for our EDI programme, but the client response has been phenomenal – it certainly exceeded my expectations! In less than a year, we’ve built a community of more than 1,000 professionals who are passionate about inclusive hiring and workplace practices, and we’ve learned so much from your engagement.

But not all surprises were positive. I must say that the low initial interest in our menopause masterclass caught me off guard. Given that it directly affects nearly half the workforce and everyone indirectly, I expected more buzz. It’s time we stop seeing menopause as a ‘women’s problem’, and one of our 2025 goals is to get more men involved.

But here’s the silver lining: when we did run the session, the warmth and experience-sharing were incredible. It just goes to show that sometimes we need to push conversations that might seem uncomfortable at first.

What you’ve said and how we’re responding

It’s been brilliant to learn about your experiences, questions and feedback. Many of you have asked for more in-depth conversations, particularly on the topics of inclusive communications, neurodiversity, and social mobility. And guess what? We’re listening.

Our masterclasses have sparked meaningful conversations in our client community. The feedback is that they’re a valuable stepping stone into making better hiring decisions and building more inclusive workplaces.

What you’ve asked, though, is for a way to take the content learned in these sessions and then work out more detailed, practical actions. There is no one-size-fits-all way to foster equity, diversity and inclusion, so our clients want a forum to discuss their needs and concerns more specifically. As a result, we plan to run post-masterclass workshops in 2025 where you can share your challenges and learn from lived experiences and solutions around these topics.

And there are so many great stories out there to learn from. For example, we’ve seen clients finding innovative ways to include more women in tech recruitment, like a bank that tapped into the talents of highly educated Ukrainian refugees with a training programme. Another client is simplifying job descriptions, moving from 15 requirements to just three to five. It’s wonderful to see these practical changes in action, and I’m keen for more people to benefit from the richness of this community.

Looking ahead to 2025

So, whatever else is next? In 2025, we’re taking things up a notch. The masterclasses will remain free to attend, giving you accessible, high-quality insights into topics you help choose. And the post-masterclass workshops will be your chance to dive deeper, share experiences, and develop actionable strategies for your organisation.

We’ll also maintain our partnerships with fantastic EDI organisations to give you even more support. For example, Spark connects young disadvantaged students with the working world, UpReach promotes social mobility for tech undergrads and Women in Banking and Finance (WiBF) boosts confidence and visibility for all people (not just women) in the workplace. Also, Neurodiversity in Business helps us make your hiring processes more inclusive for neurodivergent candidates.

These partnerships help open doors to diverse talent pools and give us fresh ideas on tackling EDI challenges. Whether it’s helping women in middle management take that next big career step, or showing students from all backgrounds that they have a place in top companies, these collaborations make a tangible difference. And all of this can feed right into your company’s EDI goals and community initiatives.

We’re also keeping an eye on the big picture. The World Economic Forum predicts 69 million new roles by 2027, with nearly 25% requiring a job change. Reskilling, especially for Baby Boomers and Gen Xers, is going to be huge.

And let’s not forget the regulatory changes on the horizon. With new consultation papers by the Financial Conduct Authority (FCA) and Prudential Regulation Authority (PRA), organisations will need solid EDI strategies and evidence of implementation. We’re here to help you navigate these changes and turn them into opportunities.

Why this matters

At Barclay Simpson, we believe in building an inclusive future, one hire at a time. This isn’t about ticking boxes – it’s about creating workplaces where everyone can thrive. The commercial world recognises this need, regardless of political winds. Research from Deloitte shows that companies with inclusive cultures are twice as likely to meet or exceed financial targets, and I can see this in practice with our clients.

As we move into 2025, we’re expanding our offering to help you reap the benefits of a diverse, inclusive workplace. Whether it’s through our masterclasses, workshops, or advisory services, we’re committed to helping you in your quest to become a better leader and build a culture where everyone feels they belong. After all, that’s the environment where innovation and success really take off.

So, here’s to a year of learning, growth, and positive change. Who knows, together, we might just help put the ‘men’ in menopause – watch this space!

Thank you for being part of our EDI journey in 2024. We can’t wait to continue building a more inclusive future with you in 2025 and beyond.

References

LinkedIn (2018) The 4 Trends Changing How You Hire in 2018 and Beyond

World Economic Forum (2023) The Future of Jobs Report

Deloitte (2024) Fostering an inclusive culture at work