As workplaces across the world embrace digital transformation, sustainability, and innovation, there is an equally urgent imperative shaping the future of work: inclusive recruitment. For organisations in Nigeria across law, tech, finance, and the public sector, embedding Equality, Diversity, and Inclusion (EDI) into recruitment processes is no longer a token aspiration; it’s a strategic necessity.
At the heart of inclusive recruitment lies a simple truth: if your talent pool lacks diversity, then your organisation’s potential is limited. When hiring processes are biased—consciously or unconsciously, they filter out skilled, driven individuals based on factors unrelated to their competence. This not only undermines meritocracy but also stalls progress in sectors that badly need innovation and adaptability.
Why Inclusive Recruitment Matters
In a landmark 2019 report, A Practical Toolkit for Women in Law, researchers identified several systemic barriers to inclusivity in legal professions: unconscious bias, the gender pay gap, absence of senior role models, and inadequate support after maternity or other career breaks. The study, while UK-based, mirrors similar challenges in Nigeria, where structural inequalities, limited flexible work policies, and deep-rooted cultural assumptions often restrict career progression—especially for women, persons with disabilities, and young people from underserved communities.
Inclusive recruitment helps organisations overcome these barriers by creating a fairer, more representative hiring process. The goal is to remove bias, build transparency, and support a wider variety of candidates through equitable access to job opportunities.
Practical Steps to Drive Inclusive Hiring
1. Reflect Inclusion in Your Organisational Culture
Your values should be visible from the start. Candidates are more likely to apply and stay with organisations that actively celebrate difference. Show your commitment to inclusion through internal campaigns, staff training, and public declarations, not just policy documents.
2. Rethink Job Adverts and Descriptions
Avoid jargon, ageist or gender-coded language, and vague requirements like “fit.” Instead of seeking a “dynamic young go-getter,” describe the actual tasks and behaviours required. For example, “able to manage multiple deadlines across a range of projects” is clearer and more inclusive.
Be explicit about flexible work policies or family-friendly benefits—these are not just perks; they are crucial to drawing in underrepresented groups such as women returning to the workforce, or persons with chronic health conditions.
3. Expand Your Talent Pipeline
Diversity starts with access. Move beyond the usual channels: advertise roles in spaces that reach marginalised groups, including platforms focused on women professionals, people living with disabilities, and university job boards across Nigeria’s six geopolitical zones.
Organisations can also partner with non-profits or advocacy groups working in inclusion, such as disability support networks, women in STEM groups, or youth employment hubs in underserved regions.
In Nigeria, where social capital (i.e., “who you know”) still plays a major role in job placements, consider developing outreach programmes in secondary schools and public universities, offering internships and mentoring to build a longer-term pipeline of diverse talent.
4. Introduce Anonymised Screening
“Blind recruitment,” where identifying details like names, addresses, and universities are removed from applications, has gained traction globally as a tool to reduce bias. While this practice is still emerging in Africa, progressive HR teams in Nigeria’s corporate and development sectors are already experimenting with anonymous screening to encourage fairness.
5. Be Transparent and Offer Adjustments
Let candidates know what to expect at every stage. Provide interview formats in advance and offer reasonable adjustments proactively, such as extended time for written assessments, remote interviews, or the presence of a sign language interpreter.
Even something as simple as stating “we welcome candidates with accessibility needs and are happy to discuss adjustments” can make a difference in encouraging applications from people with disabilities.
6. Leverage Hybrid and Flexible Work Models
One of the most transformative outcomes of the COVID-19 era has been the shift to hybrid working. For many Nigerians, especially women, caregivers, and people living in congested urban centres, remote work offers a previously unimaginable level of inclusion.
A 2021 McKinsey report found that employees with disabilities were 11% more likely to prefer hybrid models. But hybrid work must be managed fairly. Ensure all employees—remote or in-office—have equal access to growth opportunities, learning, and visibility within the organisation.
The Business Case
Inclusive hiring isn’t just a social justice issue—it is a competitive advantage. A global PwC survey revealed that 80% of employees consider a company’s diversity and inclusion policy when choosing where to work. In Nigeria’s talent-constrained labour market, where employers often compete for skilled professionals in law, tech, and finance, inclusive recruitment can significantly widen your access to top talent.
Moreover, inclusive teams tend to outperform homogeneous ones. Diverse groups bring fresh ideas, solve problems more creatively, and reflect the broader markets they serve.
Final Thoughts
Inclusion begins with intent but must be backed by action. Whether you’re a managing partner at a law firm in Lagos, a startup founder in Yaba, or a HR officer in Abuja, your recruitment process is where change starts.
Hiring fairly is not just about ticking boxes—it’s about reshaping organisations to reflect the diversity of the society they serve.
Sourced from the Law Society Gazette
