The Role of Diversity and Inclusion in Public Sector Recruitment

In our vibrant and diverse society, is it essential that local government bodies strive to represent the communities they serve. As a result, diversity and inclusion have never had a more important role in public sector recruitment. More than just a buzzword, this means those tasked with hiring staff need to consider candidates with a broad range of experiences including gender, sex, socioeconomic background, education, sexual orientation, and neurodiversity. 

Why Diversity and Inclusion Matters 

From an organisational perspective, in bringing together people with varied perspectives, a diverse workforce demonstrates a deeper understanding of societal needs, making it more able to develop and deliver vital public services. 

From a manager’s perspective, it also leads to better outcomes and decisions because teams are more able to identify blind spots, question assumptions, and develop new approaches. In local government settings, this inclusive decision-making often results in services that better reflect the community, increasing trust and satisfaction among constituents. 

Potential Barriers to Inclusion 

Despite the benefits of diversity in the workplace, equality and diversity can be difficult to implement fully. One of the primary reasons for this is unconscious bias, whereby individuals hold opinions about other people that may be informed by their upbringing, or by false beliefs and assumptions. 

Although they are not aware of it, they may, for example, think better of someone because they believe they are alike, or think less of someone else as they perceive differences in their race, religion, or age. 

At times, cultural differences can lead to communication barriers due to conflicting communication styles, but overcoming stereotypes and misunderstandings can also be hindered by rigid hiring processes. When biases become embedded in standardised candidate criteria, this can potentially favour individuals with certain demographic profiles while exclusing qualified people from under-represented groups. 

How Temporary Staffing Impacts Diversity 

Most recruitment agencies understand the importance of diversity – none more so than Unijobs, as a specialist in Irish public sector recruitment. As an organisation providing temporary recruitment solutions specifically for the public sector, we specialise in providing flexible access to high-calibre candidates. 

In addition to ensuring timely support, one of the ways that this can benefit your organisation is by actively and rapidly diversifying your teams. We achieve this by providing access to a wider talent pool, including individuals from under-represented groups. As a result, you can tap into a range of diverse skills and experiences that might not be readily available through traditional hiring methods. 

Not only does this help you reach candidates from different backgrounds and demographics, it also enables you to evaluate a candidate’s skills and cultural fit. Used strategically, it can be a way to include individuals who might face barriers to traditional employment such as people with disabilities, or those returning to the workforce after a career break. And should the placement be successful, you can transfer to a permanent position, risk-free. 

Recruitment Strategies Supporting Equality and Diversity 

In order to cement equality, diversity and inclusion practices, employers in Ireland must adhere to anti-discrimination laws which prohibit bias based on the employment equality acts 1998 to 2015. Under this framework, employers are encouraged to create a level playing field during the recruitment process, which extends from the initial stages of advertising the role through to interviews and selection. 

In practice, there are several things public sector employers can do during recruitment to ensure they provide equal opportunities for all candidates: 

• Revise job descriptions: When writing job adverts and person specifications, use inclusive language, avoid gendered terms, and focus on essential skills rather than qualifications. 
• Implement blind hiring practices: By eliminating personal details such as name, age, or ethnicity, you can screen candidates based on skills and qualifications without access to information that could trigger biases. 
• Diversify interview panels: Ensure you have more than one person interviewing and that a variety of perspectives are represented during the interview process to reduce bias at each stage. 
• Evaluate hiring metrics: Regularly analyse data to identify areas where diversity could be improved and address potential biases in the hiring process. 

Expert Public Sector Recruitment 

At Unijobs, we are aware that ensuring your recruitment process is fully compliant with regulations on equality, diversity and inclusion can be challenging – particularly when working to fill public sector jobs fast. 

Service needs change rapidly, but your recruitment process should always represent the communities you work so hard to serve. So, whether you need to fill 1 or 100 positions, we always ensure that roles are advertised, vetted, and interviewed in an appropriate way. With access to this tailored recruitment support, you are empowered to build the diverse and inclusive teams you need to drive innovation, performance, and growth in your organisation. 

Find out more about improving diversity in your temporary recruitment efforts by contacting our expert team today.