WITBHAM

Inclusive Hiring Toolkit

The Inclusive Hiring Toolkit: Attracting Diverse Talent, Strengthening Our Future

Alongside organising the Women in Tech Meet-up, I’ve spent a long time reflecting on a challenge that has persisted across the tech industry for years. Instead of waiting for change, I’ve decided to be part of creating it. Here’s how I’m taking action.

In my role as Change and Test Manager by day at Aston University, I have led the development of our Inclusive Hiring Toolkit, informed by:

Insights from Women in Tech networks
Personal experience
Conversations with IT professionals across the sector
Expert recruitment specialists
Reviews of best practice from organisations championing diversity
Evidence from reports such as the BCS Gender Diversity Report and Lovelace Institute research
Behavioural findings on application patterns and gender dynamics

Championing and advocating for women in tech has become a genuine mission of mine. Through my involvement in Women in Tech meet-up 2025, BCS Women Committee, networking and conversations with women across the sector, I’ve seen first-hand how many talented individuals face barriers long before they even step into a recruitment process. The data reinforces what I hear so often: women remain significantly underrepresented in technology, making up only 22% of IT specialists in the UK. On top of that, behavioural research shows that women are frequently less likely to apply for roles unless they feel they meet almost every listed requirement, while clearer and more transparent job criteria have been shown to encourage more qualified women to apply.

The toolkit below covers small things you can do to improve recruitment and make it more inclusive.

Inclusive Hiring Toolkit

Set targets

Setting a baseline and commitment

Targets could include increasing representation by a defined date.
Work towards more representation across teams.

Inclusive language

Check job advert and job spec wording

Review for masculine-coded or exclusionary language.
Use tools like Gender Decoder (or your HR system’s equivalent).
Use gender-neutral pronouns — prefer “they” rather than “he/she” to avoid gendered language.

Inclusive imagery

Representation in visual materials

Ensure adverts and campaigns use images that reflect diverse candidates, including women.

Advert structure

Short, engaging introduction

Keep opening paragraphs to 3–4 lines explaining the role’s impact and why it matters to the organisation.

Skills considerations

Distinguish essential vs. desirable criteria

Distinguish clearly between essential and desirable criteria.
Clearly separate must-have requirements from nice-to-haves.
Avoid inflated requirements — remove unnecessary experience levels or overly specific requirements.
Identify trainable areas — highlight what can reasonably be learned on the job; consider training opportunities.
Include non-mandatory beneficial skills separately — skills that enhance performance but are not essential should be listed in their own section.

Career development

Showcase progression pathways

Include career routes, professional frameworks (e.g. SFIA), leadership training and training commitments.

EDI statement

Add an inclusive hiring message

Example: “We are committed to creating an inclusive workplace where everyone feels valued, respected, and empowered to thrive. We welcome applications from people of all backgrounds, identities, and experiences, and we actively encourage candidates from underrepresented groups to apply.”
Include links to your EDI policies.

Working environment

Highlight flexibility and benefits

Be explicit about flexible working options, ways of working (hybrid / on-site), wellbeing benefits, and organisational support.

Visibility of women

Social media showcasing

Run campaigns featuring female role models to demonstrate representation and inspire applicants.

Review process

Female staff review

Ask a female colleague to review the advert before publishing.

Recruitment panels

Ensure diverse interview panels

Panels should include female members and represent a variety of perspectives.

Channels & outreach

Use multiple recruitment channels

Post roles on job boards, social media, professional networks, and targeted platforms such as Women in Tech communities.
LinkedIn hashtags can help reach wider female tech audiences.
Encourage staff sharing — ask employees to share job adverts with their networks to broaden reach.

Prioritise your commitment to supporting Women in Tech

Support Women in Tech networks

Reach out to speak at events; support and sponsor events.
Organisations should help, sponsor, or collaborate with local Women in Tech groups.

Internal networks

Promote staff networks

Publicise internal support networks (e.g. parent networks, careers networks, women’s health support) that promote diversity.
If none exist, consider establishing them — staff networks have a significant positive impact on workplace culture and community.

Review loop and continuous improvement

Continue to learn and improve

After each recruitment, review statistics.
Collect feedback from candidates on the clarity and inclusivity of adverts.
After each recruitment cycle, conduct a review to capture key learnings and improvements for the next round.

Category	Recommendation	Details / tools / notes
Set targets	Setting a baseline and commitment	Targets could include increasing representation by a defined date. Work towards more representation across teams.
Inclusive language	Check job advert and job spec wording	Review for masculine-coded or exclusionary language. Use tools like Gender Decoder (or your HR system’s equivalent). Use gender-neutral pronouns — prefer “they” rather than “he/she” to avoid gendered language.
Inclusive imagery	Representation in visual materials	Ensure adverts and campaigns use images that reflect diverse candidates, including women.
Advert structure	Short, engaging introduction	Keep opening paragraphs to 3–4 lines explaining the role’s impact and why it matters to the organisation.
Skills considerations	Distinguish essential vs. desirable criteria	Distinguish clearly between essential and desirable criteria. Clearly separate must-have requirements from nice-to-haves. Avoid inflated requirements — remove unnecessary experience levels or overly specific requirements. Identify trainable areas — highlight what can reasonably be learned on the job; consider training opportunities. Include non-mandatory beneficial skills separately — skills that enhance performance but are not essential should be listed in their own section.
Career development	Showcase progression pathways	Include career routes, professional frameworks (e.g. SFIA), leadership training and training commitments.
EDI statement	Add an inclusive hiring message	Example: “We are committed to creating an inclusive workplace where everyone feels valued, respected, and empowered to thrive. We welcome applications from people of all backgrounds, identities, and experiences, and we actively encourage candidates from underrepresented groups to apply.” Include links to your EDI policies.
Working environment	Highlight flexibility and benefits	Be explicit about flexible working options, ways of working (hybrid / on-site), wellbeing benefits, and organisational support.
Visibility of women	Social media showcasing	Run campaigns featuring female role models to demonstrate representation and inspire applicants.
Review process	Female staff review	Ask a female colleague to review the advert before publishing.
Recruitment panels	Ensure diverse interview panels	Panels should include female members and represent a variety of perspectives.
Channels & outreach	Use multiple recruitment channels	Post roles on job boards, social media, professional networks, and targeted platforms such as Women in Tech communities. LinkedIn hashtags can help reach wider female tech audiences. Encourage staff sharing — ask employees to share job adverts with their networks to broaden reach.
Prioritise your commitment to supporting Women in Tech	Support Women in Tech networks	Reach out to speak at events; support and sponsor events. Organisations should help, sponsor, or collaborate with local Women in Tech groups.
Internal networks	Promote staff networks	Publicise internal support networks (e.g. parent networks, careers networks, women’s health support) that promote diversity. If none exist, consider establishing them — staff networks have a significant positive impact on workplace culture and community.
Review loop and continuous improvement	Continue to learn and improve	After each recruitment, review statistics. Collect feedback from candidates on the clarity and inclusivity of adverts. After each recruitment cycle, conduct a review to capture key learnings and improvements for the next round.