To understand how to make recruiting more inclusive, we spoke with four HBS alumni who have firsthand experience both as candidates and as hiring managers, recruiters, and interviewers. They shared key insights and advice for building an inclusive recruitment process that welcomes and supports candidates with diverse abilities, creating a more equitable and effective process for all.
1. Communicate Transparent Processes
A key theme among candidates with diverse abilities is the need for transparency throughout the recruitment process. Meredith Hamilton (MBA 2008), who lives with Bipolar Disorder and ADHD, emphasized how clear expectations helped her during recruitment. She knew managing her hypomanic and depressive episodes was crucial. When companies provided detailed schedules, it allowed her to prepare mentally and feel more confident going into interviews.
Hamilton also highlighted the link between transparency and equity, especially in situations with inherent power dynamics like recruitment. Proactively sharing details about the interview process—who candidates will meet, what will happen, and how evaluations will be conducted—helps create a more inclusive environment where candidates feel comfortable asking for accommodations if needed.
2. Have Authentic and Honest Conversations
Transparency should extend to the interview itself. Authenticity from the employer helps candidates understand if their natural work style aligns with the company culture. For instance, if a company’s environment is high-intensity or fast-paced, it’s beneficial to reflect that in the interview process. This way, candidates can assess if they’re well-suited for the job.
Employers should also strive to create environments where candidates feel comfortable disclosing their diverse abilities. Sharing success stories of employees with diverse abilities can send a strong signal that a company values authenticity and offers support for all employees. For example, Triston Francis (MBA 2019) has openly shared his experience navigating his career with dyslexia, encouraging employers to showcase similar stories to inspire and welcome candidates.
3. Offer Alternative Application Processes
Organizations should review their application processes to identify ways to be more inclusive. For instance, Francis remembered an application that asked candidates what they do to advance diversity. This question gave candidates an opportunity to discuss their own experiences with diversity, offering a more holistic view of their qualifications.
Hamilton also pointed out that rigid hiring practices, such as requiring specific forms of self-expression, may not suit all candidates. Offering multiple formats—such as video, audio, or written submissions—allows candidates to present their strengths in ways that are comfortable for them, enhancing inclusivity in the recruitment process.
4. Be Intentional About Your Interviews
When designing an interview process, employers should consider what they are evaluating, how they are assessing candidates, and who will be conducting the evaluations. For an inclusive recruitment process, it’s essential to be intentional about all three.
First, ensure job descriptions focus on essential skills and avoid extraneous qualifications that may deter diverse candidates from applying. During interviews, ask questions that truly reflect the role’s requirements. For example, instead of the classic “What are your greatest strengths and weaknesses?” employers could ask questions like, “Tell me about a time when you asked for help,” or “What resources helped you achieve success?” These questions invite candidates to share how they overcome challenges and leverage support systems.
The diversity of the interviewers also matters. Francis recommended having a team with varied experiences and abilities evaluate candidates. This diversity of thought can help ensure that candidates are assessed holistically, with consideration for what might not immediately appear on a resume.
5. Prioritize Accessible Work Environments
Physical accessibility is crucial for attracting and retaining candidates with diverse abilities. Jonathan O’Grady (MBA 2005), a wheelchair user who uses voice recognition software, emphasized the importance of remote work options. For O’Grady, remote work enabled him to contribute meaningfully to organizations from an environment that accommodated his needs.
Even in hybrid or in-person work models, employers must assess the accessibility of their physical spaces. Aaron Mitchell (MBA 2011), HR Director for Netflix Animation Studio, recalled a recruitment effort prioritizing diversity, where a colleague pointed out that their office lacked wheelchair-accessible conference rooms. This highlights the importance of considering whose perspective may be missing in decisions related to workplace accessibility.
For companies looking to improve accessibility, O’Grady recommended working with organizations like Mojo Mobility, which provide assessments and tools to enhance accessibility for employees with diverse abilities, including those with mobility, visual, and sensory challenges. Taking steps to address these issues creates an environment where all employees can thrive.
By implementing these strategies—focusing on transparency, authenticity, flexibility, intentionality, and accessibility—organizations can create a recruitment process that welcomes candidates with diverse abilities. This not only strengthens the talent pool but also helps to build a more inclusive, equitable, and effective workplace.
