Iryna Fedorovych is an equality and non-discrimination advisor. In an interview with INKuLtur she shares practical insights on how companies can identify and remove barriers, challenge stereotypes and develop more inclusive employment practices while also strengthening their competitiveness and long-term sustainability and why inclusion already starts with the recruitment process. She also shares insights from the inclusion process in Ukraine.
Inclusive workplaces do not emerge overnight but are built through everyday decisions and are not voluntary goodwill measures but part of the legal and economic framework within which companies operate and should therefore be integrated into everyday business processes. Inclusive workplaces already start with the recruitment process. Job advertisements should focus on genuine requirements and be worded in ways that do not unnecessarily exclude people. Phrases such as “highly flexible, fast, and versatile”, for example may discourage applicants who need reliable but flexible hours.
Which steps we, as a society can take, to make workplaces more inclusive and what inclusivity means can be found in the full article: https://inkultur.org/projects/expert-interview/