For in-house charity and non-profit recruiters, improving equality, diversity and inclusion (EDI) in hiring isn’t just a moral imperative, it’s essential to strengthening your workforce, credibility and impact.
But here’s the reality: most teams aren’t starting from scratch. You already care about inclusion, but time, templates and legacy processes can work against your intentions.
The good news? Small, practical changes can make a big difference.
This blog shows how to embed inclusive practices into each stage of charity recruitment, without needing to rebuild everything from the ground up.
- Start by understanding where you are
You can’t improve what you don’t measure. Whether your organisation is early in its EDI journey or more advanced, data is your friend.
Start with:
- Who’s applying, and who isn’t?
- Where are candidates dropping out?
- Do shortlists reflect applicant diversity?
- Are your interviews consistent and fair?
Even if you don’t have an applicant tracking system, you can collect anonymised data through equality monitoring forms or job board reporting. Look for patterns, not just numbers.
- Rewrite job ads for inclusion and clarity
Many charity job adverts still use coded language, sometimes without realising. This creates invisible barriers that deter great candidates from applying.
Tips to improve:
- Avoid jargon and vague terms like ‘resilient’ or ‘cultural fit’
- Focus on what the person will do and why it matters
- State flexible options and accommodations clearly
- Run ads through a free bias checker like Applied or Gender Decoder
Inclusive language isn’t just fairer, it increases applications, especially from underrepresented groups seeking charity talent recruitment opportunities.
- Remove friction from the application process
Accessibility is a cornerstone of inclusion. But charity job application processes are often overly long, clunky, or hard to navigate.
To fix this:
- Allow CV + short cover note (or even just a LinkedIn profile)
- Ensure mobile optimisation, many applicants apply on phones
- Use plain English, and avoid PDF-only requirements
- Provide contact info for questions or adjustments
Simplifying doesn’t lower quality; it raises engagement and widens the pool for non profit recruitment.
- Make interviews more equitable
Interviews are where unconscious bias can creep in, even when intentions are good.
Improve fairness with:
- Structured interview guides with consistent questions
- Scoring sheets based on role-relevant criteria
- Mixed interview panels wherever possible
- Prep guides for interviewers, not just candidates
If your applicant tracking system for charities allows blind shortlisting (removing names, education, or address), it’s a helpful addition, but not a silver bullet.
- Normalise and invite adjustments
Many candidates still hesitate to ask for reasonable adjustments, especially if they fear being judged or disadvantaged.
Make it safe by:
- Including a named contact for adjustments in every job ad
- Providing examples of what you can offer
- Using inclusive, inviting language (‘If you’d like us to make any adjustments…’)
Offering adjustments isn’t just legally required, it shows people they’ll be supported from the outset.
- Show visible evidence of your commitment
Saying you care about inclusion isn’t enough, candidates want to see it in your charity recruitment approach.
Build trust by:
- Featuring real stories and testimonials from diverse staff
- Linking to your EDI statement or action plan
- Showing what progress you’ve made, not just aspirations
- Avoiding stock imagery and generic ‘diverse team’ messaging
Candidates don’t expect perfection, but they want honesty, effort and visibility.
- Keep improving and involving others
Inclusive recruitment isn’t a one-time fix, it’s an ongoing practice.
After each campaign:
- Review your applicant data and conversion rates
- Gather feedback from candidates (even if informal)
- Debrief with hiring teams to spot gaps or wins
- Involve people with lived experience in reviewing processes
Every small improvement builds momentum, and shows that inclusion is a team effort, not an HR add-on.
Final thought: Inclusion isn’t an extra step, it’s a smarter way to hire
Inclusive recruitment helps you reach untapped talent, strengthen your culture and reflect the communities you serve. You don’t need new systems or a diversity officer to start, just the willingness to review, learn and adjust.
Key takeaway: Embedding EDI into hiring makes charity recruitment stronger, fairer and more credible, without adding unnecessary complexity.
Next step: Want help building inclusive campaigns? Find out more here
