Diversity and Inclusion: Beyond the Buzzwords

Let’s be honest—most companies love to talk about diversity and inclusion, but when it comes to doing something about it, the action can fall flat. We see glossy mission statements and stock images of smiling teams, but real inclusion? That takes more than good intentions.

At Kaplunk, we are a job search employment platform for human resources in the UK, and we believe in cutting through the noise. Diversity and inclusion aren’t trends to follow. They’re business-critical, people-first priorities that make your company stronger, smarter and more human.

So how do you move past the buzzwords and actually build a workplace where everyone feels like they belong?

Make Inclusion a Core Business Strategy

Not an add-on. Not a one-off initiative. If diversity and inclusion aren’t baked into your company strategy, they won’t stick.

Leaders need to own it.
 

That means tying inclusion goals to real business outcomes. Not just hiring targets, but retention rates, promotion pipelines and culture audits. Review your business plans and ask—does this help us build a workplace where different people can thrive? If it doesn’t, revise it.

Build Transparent, Fair Hiring Processes

Bias shows up in subtle ways—from how job ads are worded to how interviews are conducted.

Here’s what to fix:
 

Job descriptions: Avoid loaded terms like “rockstar” or “dominant communicator”. Use plain, inclusive language that focuses on skills, not stereotypes.

Application reviews: Try blind recruitment tools to remove names, schools or other identifiers that can trigger unconscious bias.

Interview panels: Aim for diverse panels. It’s harder to overlook a great candidate when different perspectives are at the table.

The goal isn’t to hit a quota—it’s to create equal opportunity.

Create a Culture That Welcomes Difference

Diversity is who’s in the room. Inclusion is how people feel once they’re there. Are different voices genuinely heard? Do people feel safe to challenge, contribute or be themselves? You can’t fake this stuff. Inclusion has to show up in daily habits. That means:

• Meetings where everyone has a chance to speak.
• Flexible work policies that support different needs and lifestyles.
• Feedback systems that actually lead to change.

And if someone flags a problem, deal with it. Silence or defensiveness kills trust fast.

Train for More Than Compliance

One-off unconscious bias training won’t cut it. People need ongoing education on how bias works, how to recognise it in themselves and how to take responsibility.

Go further than the basics:

• Run sessions on inclusive leadership.
• Offer safe spaces for learning about race, gender identity and disability.
• Encourage managers to share what they’ve learned and where they’ve struggled.
• Learning should be human, honest and built into your culture—not a tick-box.

Pay Attention to Who’s Leaving (and Why)

Diversity stats mean nothing if people don’t stay. High turnover among underrepresented groups is a red flag that your workplace isn’t working for everyone.

Use exit interviews and anonymous surveys to understand why people leave. Patterns matter. If certain groups don’t feel supported or valued, act on that. And don’t wait for people to quit—talk to your teams regularly. Ask them how they’re doing and what could be better. Then show them you’re listening by following up with action.

Celebrate Progress, Not Perfection

Building a truly inclusive workplace is ongoing. It’s not about getting everything right from day one. It’s about being open to change, willing to listen and ready to grow.

Celebrate 

Visit our website today to learn how we can help you build a workplace that’s genuinely inclusive.

Related Articles

How Ethical Job Search Platforms Are Reshaping HR Recruitment