In HR, we talk about diversity at conferences, in campaigns, and across the industry. Key issues get attention, from ethnic minority representation in senior leadership to the gender pay gap. Yet one area is often overlooked: the make-up of hiring panels.
At L&Q, this gap became clear when we recently reviewed our recruitment processes. Working closely with our employee diversity networks, we held a series of listening events to encourage open and honest discussion. Operating under the Chatham house rule, these sessions created a psychologically safe space for colleagues to speak freely.
We asked previous candidates about their interview experiences. Some shared that panels didn’t always feel representative. Others said that sitting across from people with different backgrounds made them unsure whether they’d fit in. As an Indian woman, with a Midlands accent, I know how it feels to sit in front of a panel that doesn’t reflect you. It can be isolating, intimidating, and disempowering.
For candidates, an interview is as much about experiencing an organisation’s culture as it is about answering questions. If every panel looks or sounds the same, it risks sending the message that difference isn’t valued. That can leave candidates hesitant and less able to show their potential.
In response to this feedback, we created the Recruitment Advocate scheme. This is an initiative designed to give candidates the best possible experience and confidence that our decisions are fair and inclusive.
Participants receive full training and join hiring efforts for middle-manager roles and above. We’ve prioritised senior roles as data shows these panels are less likely to include ethnically diverse colleagues.
Our 21 advocates are involved from shortlisting through to final decision, taking an equal seat at the table. They’re empowered to challenge bias, surface blind spots, and raise points others might not. Where questions remain, advocates have the option of discussing them with our HR team.
Although the scheme is open to everyone, we actively encourage applications from ethnically diverse colleagues. Moving the dial on representation is important, but it’s not the only goal. Our main aim is to build a system that ensures fair outcomes and identifies the best talent.
Advocates help managers to step back and ask: is this candidate not right for the role, or have we overlooked their potential? They can point out qualities like soft skills or unique career paths to make sure they’re fully considered. Coming from outside the recruiting team, they bring fresh perspectives and encourage wider thinking.
For candidates, the benefits are equally clear. Interviews are two-way, and the panel is often their first glimpse into life at L&Q. The presence of a recruitment advocate sends a powerful signal: we value ability and potential, not conformity and groupthink.
Advocates also gain something from the process. Recruitment can feel daunting – even for interviewers – and most professionals don’t get hands-on experience until they step into management. Our scheme provides that exposure earlier, helping advocates build negotiation and influencing skills while seeing the hiring process from the other side.
Participants also develop insight into parts of the organisation they aren’t familiar with. A colleague in strategy might learn about customer services; someone in maintenance could sit alongside marketing. IT might interview health and safety; procurement with our secretariat. These crossovers spark conversations that wouldn’t happen organically. They also build a better understanding of how our organisation works today, and where we’re heading.
In the words of an advocate, “It’s a great chance to meet and work with people from across the business. Not only have I discovered roles I’d never heard of, but I’ve also expanded my network.”
I know what it feels like to want to progress but feel held back by limited opportunities. What made the difference for me was exposure to leaders, insights into their work, and relationships that opened doors. This programme is about offering these opportunities to others, while removing barriers that stop candidates from performing at their best.
Of course, there’s always more to do. Inclusive recruitment starts before shortlisting, with how a vacancy is advertised. The language in a job advert can determine whether someone applies or looks elsewhere. Research shows women are less likely to put themselves forward unless they meet every criterion. Advocates can also support here, acting as a critical friend to remove wording that may discourage applicants.
Looking ahead, we want to target workforce gaps. For example, encouraging more women to apply for roles traditionally dominated by men, such as carpentry or plumbing. A diverse panel – in background, identity, discipline and thought – leads to better hiring decisions. By making interviews more inclusive, we’re not only improving the candidate experience. As a social landlord, we’re also ensuring we bring in the best people to serve residents and their communities.
