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At a time when charities are being asked to reflect more deeply on equity and representation, recruitment is one of the most powerful tools for change.

As a recruitment agency working exclusively in the not-for-profit sector, we know inclusive hiring isn’t just something to tick off a list. It’s a long-term commitment that calls for honesty, openness and intention.

We’re not claiming to be experts in diversity, equity and inclusion, and we don’t have all the answers. But we do know that how we recruit makes a difference, and we’re committed to helping build more inclusive teams across the sector.

This blog shares some of the observations, practical steps and reflections we’ve gathered through our work. It also outlines how we aim to support our clients more thoughtfully on this journey.

A Note from One of Our Founders

“As someone who has worked in not-for-profit recruitment for over a decade, I’ve seen how conversations around equity, inclusion and representation have rightly become more central to how organisations think about building their teams.

This post marks the start of a deeper conversation for us, both internally and with our clients. We’re here to listen, to learn and to support the move toward more inclusive hiring across the sector.”

— Chloe Barton, Co-Founder at Impact Advising

1. Start with Honest Reflection

Charities often serve incredibly diverse communities, yet internal teams may not reflect that same diversity. Taking stock of representation across staff, leadership, volunteers and trustees is a key first step.

2. Rethink the Way You Write Job Descriptions

Language matters. Avoid jargon or overly corporate terms. Question whether every requirement is truly essential. Tools like gender bias checkers can help ensure your language speaks to a wider pool of candidates.

3. Expand Your Reach

Where you advertise influences who applies. Share opportunities on platforms that connect with underrepresented groups and consider partnering with community networks or universities.

4. Introduce Structure to Remove Bias

Structured interviews and scoring frameworks help create a more level playing field. Consistent questions, clear evaluation criteria and, where possible, anonymised applications can reduce unconscious bias.

5. Bring in Different Perspectives

A diverse hiring panel can challenge assumptions and bring greater balance to decision-making. For smaller organisations, this might involve including a trustee or a trusted external voice.

As we continue to build our own inclusion strategy, we’re also open to exploring how we might support panels in the future.

6. Be Open About Pay and Progression

Salary transparency builds trust and helps reduce pay gaps. Include salary ranges in job ads and explain how development and promotion opportunities work within your organisation.

7. Onboard with Inclusion in Mind

True inclusion starts with belonging. Create space for new hires to bring their full selves to work, and ensure your culture evolves with them — rather than expecting them to fit into what already exists.

8. Commit to Long-Term Change

Hiring one person with an inclusive lens isn’t enough. Offer mentorship and development opportunities, review internal policies regularly and be open to evolving as your organisation grows.

What’s Next for Us

We’re in the process of shaping our own approach to diversity and inclusion. This begins with how we source, shortlist and support candidates, and how we partner with clients around these themes.

We’ll continue to share updates as we learn, and we’re keen to hear from others in the sector. If you have experiences, ideas or stories to share, we’d love to connect.

Closing Thought

Charities talk about fairness, justice and inclusion every day. We believe recruitment should reflect those same values.

We may not have it all figured out yet, but we’re committed to learning, to supporting our clients and to helping create more inclusive hiring practices across the sector.