Seven strategies to ensure your tech recruitment process is inclusive for all

The first step to a diverse tech team is inclusive hiring and removing any invisible barriers to entry your business might have. Find out how to create a more inclusive recruitment process with our seven best-practice tips.

4 mins read
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about 1 year ago

​​Inclusivity, and diversifying your workforce, are the best ways to organically expand your talent pool and increase the longevity of your employees.

Here are some of the key dos and don'ts of inclusive recruitment:

What is inclusion and diversity?

“Without inclusion, diversity is doomed to fail.” Devi Virdi, Group Head of Diversity and Inclusion at Centrica. Inclusion is the act, and diversity is the result. Inclusion and diversity (I&D) is now recognised as an essential part of business. It’s not just a tick-box exercise or a ‘nice to have’. Once your company adopts an inclusive culture, the more diverse your company will become.

Diversifying your workforce has many positive outcomes, such as better employee wellbeing, productivity, and longevity. Creating an environment where people can bring their full selves to work can significantly increase employee attraction and retention because people will recognise your company or team as a place where they can love Mondays.

There is also a strong business case for it, which is often overlooked. In the UK, for example, according to inclusion and diversity champion INvolve and the Centre for Economics and Business Research, discriminatory pay practices cost the economy £127 billion in lost output every year. That means, there is a high return on investment in inclusion training and preventing discrimination and closing pay gaps.

Seven steps to an inclusive recruitment process

Rethink your fundamental requirements

There are certain roles for which neurodivergent people would be perfect, like data analytics roles, but the barriers to entry include requiring “excellent interpersonal skills” or being a “team player.”

In this case, professionals with conditions like autism are far less likely to apply for those roles because they do not believe this applies to them, despite being more likely to have the focus and skills needed than a neurotypical person. Employers must rethink what the fundamental requirements for the job are and consider whether your advert reflects this.

Develop grassroots talent

Does the perfect candidate really need a degree or five years’ experience, or could you find someone with the right mindset and potential and train them with the skills you need?

Or, if someone has the right skills and experience, but their soft skills are lacking, they may benefit from a mentor to build their confidence.

Watch your language

For employers to receive more applications and make the process accessible to everyone, you must be conscious of the language you use in your job adverts. Using inclusive language is an easy way to indicate that everyone is welcome to apply and be considered, if they believe they are the right fit for a role.

Gender neutrality is a simple way to ensure you don’t limit your talent pool and unintentionally alienate suitable candidates. One way to avoid this is to use online tools to eliminate gender-coded language from your person specifications, job descriptions and adverts which often go unnoticed​.

Remove barriers to entry

The placement of your job adverts is an often-overlooked consideration. Those who place their ads in tech magazines that require paid subscriptions might be excluding groups from lower economic backgrounds, for example.

Employers must also ensure that their application forms are inclusive of all genders, sexualities, ethnicities etc. by including an “Other” or “I’d rather not say” option, to give them space to tell you who they are if they wish to. It must be optional, or you could end up forcing someone to come ‘out’ prematurely.

Create a diverse interview panel

The first impression of your team takes place at interview and a lack of diversity could impact a professional’s decision to accept your job offer. It would benefit employers to think about how diverse their hiring panel is and do their best to represent the variety of people in their company.

Conversely, you must not over-correct and cherry-pick the same few people to be the ‘face of diversity’ or to hire certain people just to fill a quota in your company – no one wants to be tokenised or seen as a ‘diversity hire’.

Ask the right questions

Some employers don’t know what they legally can and can’t say, or ask, in a job interview. Training should be provided to each hiring manager to ensure they understand the dos and don’ts of interviewing. Generally, an interview question is illegal and discriminatory if you couldn’t ask everyone the same question.

One example that comes to mind is asking a woman if she is pregnant or thinking of having a baby one day. You couldn’t possibly ask the same question to a cisgender male candidate, which makes it discriminatory to ask of women. Asking everyone the same core set of questions will give your interview a good basis for objectivity.

Negate any bias

Everyone has their biases, but these should not influence your hiring decisions. Business leaders should ensure their hiring managers receive sufficient training in unconscious bias so they can identify their own biases and make more informed hiring decisions.

Working with a recruiter such as Reed, where CVs are anonymised before being sent over to you can also help here. It means you can make a decision on potential employees without being swayed by certain information available on their CV.

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Relocating to the Middle East as a teacher: A comprehensive guide
7 mins read
  1. Article

Relocating to the Middle East as a teacher: A comprehensive guide

​Why consider relocating to the Middle East?

The Middle East offers a plethora of teaching opportunities, particularly in Dubai, in both public and private schools across all subject areas. With attractive salaries and benefits such as relocation assistance, accommodation, flights, health insurance, and education allowances for dependents, teaching in the Middle East is an excellent opportunity to gain valuable experience abroad.

Teachers in the Middle East can immerse themselves in a rich cultural tapestry, experience a diverse and inclusive community, and contribute to the growth and development of students in a rapidly expanding education market.

Read our article: The Requirements to teach English in the UAE

Education market conditions in the UK vs the Middle East

While the number of teachers in state-funded schools in the UK has not kept pace with the number of pupils, the Middle East education market is booming.

The Middle East's commitment to investing in education, coupled with a growing demand for qualified educators, presents a promising landscape for teachers seeking professional growth and advancement in their careers.

Teachers in the Middle East have the opportunity to be part of a transformative educational journey and contribute to the development of future leaders in a dynamic and evolving environment.

Benefits of relocating to the Middle East

Teaching in the Middle East comes with a host of benefits that make it an attractive destination for educators looking to expand their horizons and enhance their careers. From competitive salaries and tax-free income to comprehensive healthcare coverage and accommodation allowances, teachers in the Middle East enjoy a comfortable lifestyle while making a meaningful impact on students' lives.

Schools often provide free housing or accommodation allowances, cover flights for teachers and their dependents, offer relocation allowances to ease the transition, and provide end-of-year bonuses - equivalent to one month's pay. Additionally, some schools waive or reduce school fees for teachers' children, making the Middle East an appealing choice for teachers looking to balance financial stability with professional growth and personal fulfilment.

FAQ – What you need to know about relocating to the Middle East as a teacher

Here are some of the most important questions answered:

Who applies for my employment visa?

Your employment visa will be sponsored and applied for by the school. They will cover the costs associated with the visa.

The goal is to initiate the visa application before your arrival. If all your documents are in order, the application process will commence prior to your travel.

You’ll receive a copy of your E-Visa before your departure. Detailed instructions will be provided closer to your exit date by the school HR officer.

Do I have to arrange for a medical examination?

Yes, the medical examination is a mandatory step in the visa process.

The school will handle the arrangements and cover the costs once you’re in the country.

The examination is straightforward and typically includes a blood test and a chest X-ray.

Do I have to book my own flight?

No, the school will take care of booking and covering the cost of your flight. Typically, you’ll fly over three or four days before your expected induction at the school.

Do I have to make my own way from the airport to the accommodation?

Generally, a team member from the school will meet you at the airport and accompany you to your new home.

Your transfer from the airport to your accommodation will be arranged and paid for by the school.

Do I get paid for my baggage?

Baggage allowances may vary among schools. The specifics will usually be outlined in your contract.

What can I expect to find in the accommodation?

Upon arrival, your new home will be fully furnished. As part of your contract, you’ll be provided with an apartment that includes:

  • Air conditioning: Ensuring comfort in the hot climate.

  • Basic furnishings: Equipping your living space with essential furniture.

  • Adequate storage: Both in the kitchen and bedrooms.

  • All utilities in your school-provided accommodation will already be connected before your arrival. Here are some details:

  • Electricity and water: You don’t need to take any action regarding these utilities except paying for them.

  • Teacher responsibility: Teachers are responsible for covering their own utility bills.

  • Water quality: The water is treated and drinkable, although individual preferences may vary.

  • Bottled water: Local bottled water is readily available.

Your monthly bill will encompass electricity, municipality charges, water, and sewage. This consolidated bill is managed by the Dubai Electricity and Water Authority (DEWA).

Do I have to arrange my own transportation from the apartment to the school?

Most schools provide transportation to and from the school during the initial two weeks. This grace period allows you to familiarize yourself with the area.

Is the salary paid over 12 months?

Salaries are denominated in the local currency and are directly deposited into your bank account.

Upon your arrival, and once your employment visa is issued, you’ll need to set up a bank account. Your salary will then be transferred to your account at the end of each month.

What documents do I need to get attested?

To process your employment visa and obtain approval from the Knowledge and Human Development Authority (KHDA), you’ll need to attest the following documents:

  • Educational certificates: This includes your degree, degree transcript, and PGCE (if you don’t hold a Bachelor of Education).

  • Marriage certificate: If you’re sponsoring your spouse or child, this certificate must also be legally translated into Arabic.

  • Children’s birth certificates: These need attestation as well.

  • Transfer certificates for school-aged children: Ensure that these certificates clearly state the child’s name, current year group, and the expected completion date of the school year.

Obtain the full attestation service for your documents, including the Ministry of Foreign Affairs (MOFA) stamp from both your home country and the country you’re moving to (e.g., UAE). This is a prerequisite for processing your employment visa and obtaining KHDA approval.

Remember that since April 2019, your marriage certificate must be legally translated into Arabic when sponsoring family members. You can arrange this translation through various typing centers upon your arrival in Dubai.

Complete the attestation process promptly after signing your contract. Approval from KHDA and visa application cannot proceed until your educational certificates are attested.

Download the documentation checklist

Cultural adaptation

Moving to the Middle East as a teacher involves more than just adjusting to a new job. It’s essential to understand and respect the local culture to ensure a smooth transition. Here are some tips for cultural adaptation:

Learn about local customs and traditions:

  • Take the time to research the customs, traditions, and social norms of the specific country you’ll be living in. Each Middle Eastern country has its unique cultural practices.

  • Understand the significance of greetings, dress codes, and appropriate behavior in public spaces. For example, modest clothing is generally expected, especially for women.

Language skills:

  • While English is widely spoken in many Middle Eastern countries, learning a few basic phrases in the local language (such as Arabic) can go a long way.

  • Consider taking language classes or using language-learning apps to improve your communication skills.

Respect religious practices:

  • The Middle East is home to various religions, including Islam, Christianity, and Judaism. Be respectful of religious practices and holidays.

  • Familiarize yourself with prayer times, fasting during Ramadan, and other religious observances.

Building relationships:

  • Middle Eastern societies place a strong emphasis on relationships and community. Take the time to build connections with colleagues, neighbors, and locals.

  • Attend social gatherings, participate in community events, and be open to invitations.

Gender roles and interactions:

  • Be aware of gender roles and interactions. In some Middle Eastern countries, there are strict guidelines regarding interactions between men and women.

  • Avoid behaviors that may be considered inappropriate or offensive.

Food and Dining Etiquette:

  • Food plays a significant role in Middle Eastern culture. Familiarize yourself with local dishes and dining customs.

  • Accept invitations to share meals with others—it’s a great way to bond and learn more about the culture.

Patience and Flexibility:

  • Cultural adaptation takes time. Be patient with yourself and others as you navigate the challenges of a new environment.

  • Embrace flexibility and adaptability—things may not always go as planned, but that’s part of the adventure.

Work with a Reed consultant

Are you looking for a new challenge in your teaching career? Search and apply for a role here.

Relocating to the Middle East as a teacher: Document checklist
less than one minute

Relocating to the Middle East as a teacher: Document checklist

The Middle East presents a wide range of teaching opportunities, especially in Dubai, covering various subjects in both public and private schools. These positions come with competitive salaries and an array of benefits such as relocation assistance, housing, airfare, health coverage, and educational subsidies for family members. Teaching in the Middle East provides an excellent chance to gain valuable international experience.

However, before embarking on this exciting journey, it's crucial to be well-prepared for the relocation process. Download our comprehensive documentation checklist designed specifically for teachers relocating to the Middle East. Additionally, be sure to read our in-depth guide "Relocating to the Middle East as a teacher: A comprehensive guide" for a detailed overview of the process.

Employee tenure: long-term relationship or short-term fling?
5 mins read
  1. Article

Employee tenure: long-term relationship or short-term fling?

We all want committed employees but is length of service a true indicator of engagement? Does simply staying around in an employment relationship mean you’re all in? Of course, there are no simple answers to these questions – each situation is as individual as the parties involved – but it is worth thinking about what benefits both short and long tenure bring – and not rushing to build assumptions (or recruitment practices) on one or the other. 

So, what is employee tenure? It is generally defined as the length of time an individual spends with the same organisation or working for the same employer. According to the CIPD, the most common length of service is between two and five years (22.4%) but employees with over five years’ service make up nearly 50% of the workforce (Jan-Dec 2022).  

Is a long-term relationship better? You can certainly be forgiven for thinking so, as our corporate landscape often places value on long service and actively engages with strategies to lengthen or reward employee tenure. But why? Here are some key benefits of both short- and long-term tenures:

Long-term employee tenure

Increased productivity

Tenured employees tend to have a clear understanding of their roles and company goals due to their experience and time with the organisation. This familiarity with processes and procedures can allow them to work efficiently and contribute positively to productivity, as they are able to navigate the idiosyncrasies inherent in all companies. Quite often, they will have developed practices that enable the most efficient use of time to achieve objectives and outputs; and are then able to influence wider practices to spread the word. 

Stability and commitment 

Tenured employees will often feel more secure in their positions and so, can demonstrate greater commitment to the company. Their loyalty contributes to a stable work environment, which can positively impact team dynamics and overall organisational success. My current HR team has an average tenure of around 10 years, and this contributes to a very supportive and effective working environment – although how they’ve put up with me over the years is still a mystery! 

Skill set and knowledge base

Over time, tenured employees accumulate valuable knowledge and skills specific to their roles. This expertise can not only be passed down to new hires, benefitting the organisation as a whole, but also help with integrating new technologies and processes, ensuring they work for the business. We all have a ‘go-to’ person in our companies who is the fount of all knowledge and can help give a perspective gained from years of experience and insight. 

Company ambassadors

A company that retains its workforce builds a reputation for employee satisfaction. In a world where Employee Value Proposition (EVP) plays an important role in both retention and attraction, having employees who are aligned with the company ethos and happy to talk about why they’ve stayed so long, is a real asset. Plus, they are able to share this insight with new hires, acting as mentors and imparting knowledge and enthusiasm for the company. 

Short-term employee tenure

So, if long tenured employees are the utopia, why does an interim market exist, I hear you ask? What about those contractors who enjoy short-term assignments or project-based roles? Well, as I mentioned earlier, there are benefits to both forms of tenure and while the above benefits can be true of long-term relationships, there is also a lot to be said for a short-term fling (from an employment perspective, I hasten to add): 

Career experience

Demonstrating experience in diverse roles can make employees more attractive to potential employers, not only for permanent positions but also where a specific skill set or experience is needed. Working in various short-terms roles can help to provide this and organisations then benefit from someone who can bring real-life examples from different workplaces. 

Versatility

Working across different organisations and/or industries means employees will have experience of adapting to new environments or taking on responsibilities they haven't had before. This can encourage a mindset that is open to new ideas, as well as sharing them, and so means organisations benefit from having a versatile employee who excels in new environments. 

Openness

By accepting that an individual is not planning on bedding down within the organisation, employers may find a level of openness and challenge that is not there in others. The short-termer will be happy to challenge the status quo and focus on meeting the objectives in hand, even if that means coming up with new ways of working or unsettling the cart. While this might not be comfortable for all involved, it will foster an environment where ‘this is how it’s always been done’ is no longer a mantra. 

Ambition and drive 

Employees who are prepared to leave a company to seek new challenges or career development that is not available to them if they stay, show a level of ambition that is likely to have benefitted the company during their employment. In addition, they could well be the individuals who return to the organisation as future leaders, and so allowing them the opportunity to gain new experiences, while leaving on good terms, is a no brainer. 

Final thoughts 

With benefits of both types of tenure, where does this leave you? Should you be looking for a serial monogamist or a more open relationship? Well, as with most things in life, there isn’t a simple answer. It’s primarily about striking the right balance within your workforce and accepting that people have different preferences and needs.

Of course, you should be looking to encourage retention and reward those who show loyalty to the company, but you should also embrace those who leave sooner than hoped as they may one day wish to return. Many people, having gained certain skills and experience elsewhere, will fondly remember their experience at an organisation and consider rejoining. Therefore, the main thing to remember is how all employees are treated and valued during their time with you. Who knows, you may rekindle a relationship with an old flame further down the line! 

Looking for your next great hire in the HR space, or looking for pastures new? Contact our specialist consultants to start the journey.