{"id":32435,"date":"2025-06-25T09:00:00","date_gmt":"2025-06-25T08:00:00","guid":{"rendered":"https:\/\/ocs.com\/uk\/?p=32435"},"modified":"2025-06-23T10:35:05","modified_gmt":"2025-06-23T09:35:05","slug":"why-inclusive-recruitment-isnt-a-nice-to-have-its-a-business-imperative","status":"publish","type":"post","link":"https:\/\/ocs.com\/uk\/news\/why-inclusive-recruitment-isnt-a-nice-to-have-its-a-business-imperative\/","title":{"rendered":"Why Inclusive Recruitment Isn\u2019t a \u2018Nice to Have\u2019; It\u2019s a Business Imperative"},"content":{"rendered":"
\n

A couple of months ago, I was honoured to attend a roundtable<\/a> hosted by Shaw Trust alongside the Secretary of State for Work and Pensions, Liz Kendall. It was one of those moments that stops you in your tracks\u2014a powerful reminder of why the work we do at OCS to support people into employment matters so deeply.<\/span>\u00a0<\/span><\/p>\n

We heard from three participants who shared their personal journeys back into work through supported employment. One man, after 38 years in a job, was told he could no longer continue due to injury. This left him bereft\u2014until Shaw Trust stepped in, worked with his employer, and helped him into a different role that not only suited his new abilities but restored his purpose. He said quite plainly:\u202f<\/span>“If it wasn\u2019t for work and the support I received, I wouldn\u2019t be here.”<\/span><\/i>\u00a0<\/span><\/p>\n

This is why inclusive recruitment is more than good HR practice. It\u2019s life-changing. And it\u2019s good business.<\/span>\u00a0<\/span><\/p>\n

Inclusive Recruitment: A Strategic Priority<\/span><\/b>\u00a0<\/span><\/h4>\n

OCS views inclusive recruitment not as a charity case, but as a strategic imperative. It allows us to access untapped talent, bring fresh perspectives into our teams, and reflect the communities we serve. It strengthens our employer brand, boosts employee engagement, and helps us retain great people.<\/span>\u00a0<\/span><\/p>\n

It\u2019s also vital for innovation. Diversity of thought, rooted in different lived experiences, drives better decision-making. But to harness that, we must make sure we are looking beyond traditional hiring pools and removing barriers that keep brilliant people locked out.<\/span>\u00a0<\/span><\/p>\n <\/section>\n\n\n

\n \n \n \n \"A\n <\/picture>\n <\/section>\n\n\n
\n

Supporting the Government\u2019s \u201cConnect to Work\u201d Vision<\/span><\/b>\u00a0<\/span><\/h4>\n

The government\u2019s \u201cConnect to Work\u201d initiative<\/a> is a timely and welcome step forward. I appreciated the Secretary of State\u2019s genuine curiosity and commitment to understanding what\u2019s happening on the ground. She\u2019s attuned to the lived experiences of both participants and employers.<\/span>\u00a0<\/span><\/p>\n

OCS has proudly supported over 170 people into work since we began our partnership with Shaw Trust in 2021. These placements are transformations. And they are proof of what happens when businesses stop fishing in the same talent pools and start asking, \u201cWhy not?\u201d instead of \u201cCan we?\u201d<\/span>\u00a0<\/span><\/p>\n

Now, we\u2019re taking a proactive approach to the \u201cConnect to Work\u201d initiative, which aligns perfectly with the work we\u2019re already doing through our People into Work programme<\/a>. In March, we hosted a roundtable with several of our employment partners<\/a> to explore how we can approach the initiative in a way that delivers meaningful results and honours its purpose. It was a productive and insightful session. We\u2019re staying closely connected to our partners, who will be trusted guides and informed co-pilots as we roll out the scheme across the business in the coming months and years.<\/span>\u00a0<\/span><\/p>\n <\/section>\n\n\n

\n \n \n \n <\/g>\n <\/svg>\n
\n

\n Success will be the day we stop needing to have these conversations because inclusive hiring is simply how we work. When our managers don\u2019t ask \u201ccan I recruit inclusively?\u201d but instead say, \u201cwhy wouldn\u2019t I?\u201d <\/p>\n <\/div>\n <\/section>\n\n\n

\n

Rethinking the Way We Hire<\/span><\/b>\u00a0<\/span><\/h4>\n

We\u2019re already challenging the status quo. For some roles, is a CV really necessary? Could a video or a simple letter of intent tell us more about a person\u2019s potential? Does an interview always need to be formal? What if we simply went for a walk, had a coffee, or observed someone in action instead?<\/span>\u00a0<\/span><\/p>\n

I want to explore how certain tools can support neurodiverse candidates with social stories, helping prepare individuals for the hiring process visually and clearly, right down to who they\u2019ll meet and where to park.<\/span>\u00a0<\/span><\/p>\n

And we\u2019re embedding inclusive recruitment training across our hiring teams so that everyone has the tools to spot talent in all its forms.<\/span>\u00a0<\/span><\/p>\n

Supporting Careers Beyond Day One<\/span><\/b>\u00a0<\/span><\/h4>\n

Of course, it\u2019s not just about getting someone into a job. It\u2019s about what happens next.<\/span>\u00a0<\/span><\/p>\n

We\u2019re building clear career pathways, ensuring everyone, regardless of how they joined OCS, can see where their journey could take them. That includes meaningful access to learning platforms, apprenticeships, and leadership development programmes. We\u2019re also workshopping tools like a pocket journal to help individuals reflect on their aspirations and speak meaningfully with their managers.<\/span>\u00a0<\/span><\/p>\n

And because language should never be a barrier, we\u2019re looking at ways technology can support multilingual communication\u2014from training tools to workplace feedback apps.<\/span>\u00a0<\/span><\/p>\n <\/section>\n\n\n

\n \n \n \n \"Four\n <\/picture>\n <\/section>\n\n\n
\n

What Success Looks Like<\/span><\/b>\u00a0<\/span><\/h4>\n

Success, for me, will be the day we stop needing to have these conversations because inclusive hiring is simply how we work. When our managers don\u2019t ask \u201ccan I recruit inclusively?\u201d but instead say, \u201cwhy wouldn\u2019t I?\u201d That\u2019s when we\u2019ll know it\u2019s embedded.<\/span>\u00a0<\/span><\/p>\n

We still have work to do. But I\u2019m proud of what we\u2019ve already achieved and inspired by what\u2019s to come. OCS is determined to be a force for good. Because when we help people back into work, we\u2019re also restoring confidence, dignity, and opportunity.<\/span>\u00a0<\/span><\/p>\n

And that changes lives.<\/span>\u00a0<\/span><\/p>\n <\/section>\n","protected":false},"excerpt":{"rendered":"

OCS UK & Ireland Chief People Officer, Sarah Williams, digs into the importance of inclusive recruitment as a key tool for businesses’ growth and advancement. <\/p>\n","protected":false},"author":62,"featured_media":10000022449,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[303,326,19],"tags":[220,53],"country":[],"class_list":["post-32435","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-esg","category-social-value","category-news-type","tag-esg","tag-our-people"],"acf":[],"yoast_head":"\nInclusive Recruitment: A Business Imperative<\/title>\n<meta name=\"description\" content=\"OCS UK & Ire Chief People Officer, Sarah Williams, digs into the importance of inclusive recruitment as a key tool for business growth.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ocs.com\/uk\/news\/why-inclusive-recruitment-isnt-a-nice-to-have-its-a-business-imperative\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why Inclusive Recruitment Isn\u2019t a \u2018Nice to Have\u2019; 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