An investigation of the current recruitment practices and their implications for gender equality in a private sector organisation

<p>The pandemic reinforced the moral and social justice case for diversity and inclusion (D&I)</p> <p>deepening the need for equality and fairness of opportunity (McKinsey, 2022). D&I should be</p> <p>an integral part of people resourcing which is about attracting and selecting the most suitable</p> <p>candidate for the job in accordance with organisational goals (Bratton et al., 2022). However, it</p> <p>is not always clear what makes a candidate ‘suitable’. There is potential for bias when making</p> <p>these decisions and evidence shows that marginalised groups face discrimination in recruitment</p> <p>(CIPD, 2022). Thus, recruitment often fails to result in an inclusive and diverse workforce</p> <p>(Pilbeam and Corbridge, 2006; Di Stasio and Heath, 2019).</p>