Diversity and Inclusion: Practical Tips for Broadening Your Talent Pool

The construction, industrial, and engineering sectors have traditionally drawn from a relatively narrow talent pool. While this has been the norm for decades, it’s become increasingly clear that many companies are missing out on skilled, capable workers simply because of how roles are advertised, screened, and filled.

At PPR, we’ve been recruiting across technical sectors since 2004, and we’ve seen firsthand how broadening your approach to recruitment can open up access to talent you might otherwise overlook. It’s about practical steps that genuinely widen your search and bring different perspectives and skills into your workforce.

The reality is straightforward: when you only recruit from the same places, in the same ways, and using the same language, you’ll keep getting the same type of candidates.

Why Diversity Matters in Technical Roles

A diverse workforce brings different viewpoints to problem-solving, which is particularly valuable in technical fields where innovation and adaptation are increasingly important. Someone who’s come into the industry through a different route or from a different background might spot solutions that others miss.

There’s also the simple business case: if you’re only reaching half the potential workforce, you’re making recruitment harder than it needs to be. With skills shortages affecting most technical sectors, it makes sense to cast the net as wide as possible.

Writing Inclusive Job Descriptions

The language you use in job advertisements can unintentionally put people off applying. Some simple changes can make a real difference:

Avoid unnecessary requirements: Ask yourself whether every listed qualification is essential. Do you really need five years’ experience, or would three do? Does the role genuinely require a specific qualification, or could equivalent experience work just as well?

Be clear about flexibility: If there’s any scope for flexible working, part-time hours, or job shares, mention it. This can open up roles to people with caring responsibilities who might otherwise not apply.

Focus on essentials: Separate “essential” from “desirable” criteria clearly. Long wish lists can discourage perfectly suitable candidates from applying.

Broadening Where and How You Recruit

If you continually advertise in the same places, you’ll reach the same people. Consider:

Different channels: Beyond the usual job boards, look at community organisations, career returner programs, and apprenticeship schemes that might connect you with different groups of candidates.

Outreach to schools and colleges: Early engagement with young people from diverse backgrounds can help build a pipeline of future talent.

Employee referrals with care: While staff recommendations can be valuable, you should balance referrals with other recruitment methods.

Work with specialist recruiters: Agencies like PPR, who work across multiple sectors and geographies, naturally have access to a broader range of candidates.

Creating a Workplace Where Everyone Can Succeed

Recruiting diverse talent is only half the job – people need to feel welcome and supported once they’re through the door:

Mentoring and support: Pairing new starters with experienced team members helps everyone settle in, but it’s particularly valuable for people who might be one of the few from their background in the workplace.

Address workplace culture: Zero tolerance for discriminatory behaviour sounds obvious, but it needs to be genuinely enforced, not just written in a handbook.

Listen to feedback: Regular check-ins and anonymous surveys can highlight issues before they become reasons for people to leave.

Progression opportunities: Make sure career development and promotion opportunities are equally accessible to everyone.

Measuring Progress

If you’re serious about broadening your talent pool, it helps to track whether your efforts are working:

Monitor your recruitment: Look at the diversity of applicants at each stage – who’s applying, who’s being shortlisted, who’s being offered roles. If certain groups are dropping out at specific stages, that tells you where to focus.

Keep it simple: You don’t need complex reporting systems. Basic data on recruitment and retention broken down by relevant demographics is a good starting point.

Review regularly: Set aside time quarterly or annually to look at the data and adjust your approach accordingly.

Working With PPR

At Premier People Recruitment, we work across multiple sectors and have access to a broad range of candidates with different backgrounds, experiences, and routes into technical work. We understand that every company’s needs are different, and we’re committed to finding the right people for each role based on skills, qualifications, and fit.

We can help you review your job descriptions, advise on where to advertise roles for maximum reach, and support you in building a recruitment process that’s fair and effective. Our experience across telecoms, construction, industrial, aviation, rail, and M&E sectors means we have connections with diverse talent pools that might not be on your radar.

If you’d like to discuss how to widen your recruitment reach or need support finding skilled workers for your projects, get in touch with us on 01895 808188, email us at info@ppronline.co.uk, or use our online contact form.

Frequently Asked Questions

Do we need to set diversity targets?

Targets can be useful for focusing efforts, but they’re not essential. What matters more is having a genuine commitment to fair recruitment and tracking whether your processes are working for everyone.

How do we avoid positive discrimination?

Always hire based on skills, qualifications, and fit for the role. Broadening your talent pool means making sure everyone has an equal chance to apply and be considered.

What if we struggle to attract diverse candidates despite our efforts?

This can take time, particularly in sectors with established patterns. Persistence with inclusive job descriptions, broader recruitment channels, and building a reputation as a fair employer will gradually make a difference. Working with experienced recruiters can also help.