Recruiting bicultural workers

Inclusive recruitment

Your recruitment must be inclusive if you want to hire and retain a bicultural worker.

Inclusive recruitment is when you remove barriers and biases from every step of the recruitment process.

It means you don’t treat people unfairly because of their:

It goes beyond complying with the law. You need to show you want and care about having a team with diverse people.

Even small changes help make the process better for everyone.

Work with your people and culture and diversity and inclusion teams. Together you can help make the process fair for everyone.

An employment barrier is something that stops someone from getting a job and advancing their career.

Barriers for bicultural workers include:

language barriers
cultural differences in how people talk, work and behave in the workplace
lack of cultural and psychological safety in organisations
discrimination and bias based on where they’re from or who they are
limited ways to build networks and find mentors who understand their culture and can support and guide them
limited access to training and development due to language barriers, an unfamiliar job market and more
not having their education recognised in Australia
permanent residency and citizenship requirements.

Being aware of employment barriers will help you find ways to remove them. And this will help you attract and keep bicultural workers.

Here are some things you can do:

consult with your people and culture team
consult with your diversity and inclusion team
implement inclusive recruitment practices and policies
promote diversity and inclusion
create an environment where employees feel valued, supported and included
provide equal opportunities for all employees to contribute their unique skills and talent.