Bryan Scott (second from left) and Mike Mckay (second from right) at a Gender at Work Community event.
From offices in both Auckland and Wellington, FIND Recruitment is rewriting the playbook on inclusive hiring. Director, Mike McKay and his team have their sights set on reducing bias in the recruitment process, with a strong focus on helping members of New Zealand’s LGBTQIA+ community and other minority groups, get a ‘fair go’.
“It’s not just about changing hiring practices but about transforming perceptions and ensuring every candidate, regardless of their identity, feels valued and respected, says Mike.
“Inclusivity isn't just a policy, it’s a journey that starts from within. We needed to ensure that our internal practices reflected our commitment to diversity and that we could help our clients do the same.”
A driving force behind FIND’s initiative to raise awareness and educate clients about inclusive hiring is Marketing Manager, Bryan Scott. Bryan is a gay man who knows firsthand what it’s like to go into a job interview and feel marginalised because of sexuality.
“During my own job search, I faced subtle but real biases. I often felt I had to hide parts of myself, just to fit in or avoid discrimination.
“It’s crucial that we create a recruitment process that doesn’t just avoid bias but actively combats it.”
Josh Rea & Mike McKay (back left) from Find Recruitment joined other kiwi businesses in celebrating the launch of ‘Pride Pledge Certified’ – a new level of achievement and commitment for businesses who seek to create inclusive workplaces.
FIND’s strategy is two-fold. Internally, the company has focused on educating its staff about unconscious bias and inclusive practices.
“It’s more than just avoiding discriminatory language, Mike explains.
“We’ve worked hard to ensure our consultants understand the nuances of inclusivity, from using appropriate pronouns to crafting job advertisements that welcome all candidates.”
Externally, the agency has partnered with Pride Pledge, leveraging their tools to enhance inclusivity in their recruitment processes. They developed a unique post-application survey to gather real, anonymous data on the diversity of applicants.
“We wanted to go beyond assumptions,” says Bryan.
“The survey allows us to present clear, actionable insights to our clients about who’s applying and how we can make the process easier for them.”
The survey, which Bryan describes as a “game-changer,” has yielded compelling results. It not only highlights the diversity of applicants but also reveals a significant number of individuals who prefer not to disclose their identities, indicating ongoing discomfort with being open about their sexual orientation or neurodiversity.
“The data shows that while some people are comfortable sharing, others still fear potential bias. It’s crucial that we create an environment where everyone feels safe to be their true selves.”
“For clients, this means receiving detailed feedback on how their recruitment processes can be adjusted to better support diverse candidates. Mike adds.
“We’re not just sending a report. We’re guiding our clients through the data, helping them understand and implement changes that make a real difference.”
The impact is already visible. FIND’s clients have reported they are seeing a more engaged and diverse applicant pool.
“There’s always more work to do, but the progress we’ve made is exciting. We’re seeing more businesses embrace these practices and recognise the value of a truly inclusive recruitment process,” says Mike.
“At the end of the day inclusivity in hiring is not a checkbox but an ongoing commitment to creating a fair and supportive environment for all.”