The financial services industry has made progress, but let’s be honest, there’s still a long way to go. Despite some big conversations about diversity and inclusion in recent years, many teams still look and think a lot like they always have. The challenge now is not just talking about change, but actively building it. And the good news? That work starts with the way we hire. Whether you’re a recruiter, a hiring manager, or simply someone who wants to see better representation in our sector, this guide is for you. It’s full of practical steps to help you attract and retain talent from a wider range of backgrounds, and to build a workplace where they’ll want to stay.
Your job description is your front door, and for many candidates, it’s where the decision to apply (or not) begins. Ask yourself: Are you using plain, accessible language? Are your essential criteria actually essential? Could any phrases be unintentionally putting people off? For example, research shows that women are less likely to apply unless they meet 100% of the criteria, so think twice before creating long wishlists disguised as job specs. And steer clear of vague buzzwords like “rockstar” or “ninja” which can feel exclusionary and irrelevant. Instead, focus on what the job actually involves, how success will be supported, and what kind of environment they’d be joining.
If you always fish in the same pond, you’ll keep catching the same kind of fish. To diversify your pipeline, go beyond the usual recruitment sites. Post roles on platforms that specialise in underrepresented talent, like Women in Finance job boards, neurodiversity networks, or LGBTQ+ recruitment platforms. You can also partner with community groups, local colleges, or industry initiatives that focus on breaking down barriers to entry. Sometimes, the best candidate isn’t missing, they’re just not being invited.
Every barrier, no matter how small, risks shutting someone out. Ask yourself: Can candidates apply easily on mobile? Is your interview format flexible (e.g. remote, recorded, or supported)? Are you offering adjustments for neurodivergent applicants? Offering optional interview questions in advance or clarifying what support is available isn’t “special treatment”, it’s smart recruitment. It helps you find the best people, not just the best-prepared ones.
It’s not enough to hire diverse candidates if they don’t feel they belong. That means looking beyond quotas or PR moments and building a culture of inclusion from day one. Do you celebrate different voices? Are there safe spaces to raise concerns? Are senior leaders modelling inclusive behaviour? Small things make a difference. From how people introduce themselves in meetings to how career progression is handled, people notice. And if you want to retain top talent, they need to feel seen, supported, and able to grow.
Diversity isn’t a one-time project, it’s ongoing work. Track who’s applying. Look at who’s getting shortlisted. Ask for feedback on your process. Be honest about where you’re starting and transparent about where you want to get to. Even better, bring your team into the conversation. Inclusive hiring isn’t just HR’s job. It’s everyone’s.
When we talk about diversity and inclusion in financial services, we’re not just talking about fairness, we’re talking about potential. About opening the doors to more talent, more perspectives, and better business outcomes. We all want an industry that reflects the society it serves. But that doesn’t happen by accident, it happens through everyday decisions made by people like you. So if you’re in a position to hire, you’re in a position to change the game. Let’s make sure the future of finance is one where everyone feels welcome, valued, and able to succeed.