Inclusive hiring: opening the door to the best talent

When we talk about diversity and inclusion in hiring, the conversation often narrows to one group. More women in tech. More women on the grid. More women in leadership.

But inclusion is much bigger than that. It’s not about ticking one box. It’s about opening the door as widely as possible so the best people, from any background, can step through.

It’s never been about taking opportunities away from cis white men. At the core, this is about making sure opportunities exist for everyone. And when more people can apply, the chances of finding the right person for the job increase dramatically.

That’s not just good ethics, but employer branding at its finest. From my years of working in recruitment I have also seen that investing in these practices can lighten up the business. New hires with fresh perspectives can be a great energy boost to your team. Continuously learning how to better build and grow your team and nurture your people has an unmatched return on investment. 

Inclusion means stronger teams

Think about building a great team in the games industry. If you only hire people who studied the same degree, worked at the same studios, or look the same, you’ll end up with a product that feels predictable.

But bring in a designer who grew up in a different culture, a developer who switched careers from architecture, or an artist with a disability who sees access in new ways, and suddenly the possibilities expand. The team is no longer limited to one way of thinking.

It’s not about filling a diversity quota, but about unlocking creativity you wouldn’t reach otherwise.

Motorsport shows the same principle. A pit crew isn’t fast because everyone does the same job. It’s fast because each person has a role, a specialty, and a perspective that complements the others.

When it comes to hiring, we are not trying to create the prettiest picture, but facilitate performance

Employer branding is more than a logo

Candidates today don’t just ask “what’s the salary?” They ask “do I belong here?” (though the compensation has not become less important of course).

It’s not enough to post a job and hope people show up. It’s about the message you send before they apply: the words in your job posting, the accessibility of your website, the people visible in your leadership team.

In games, studios with inclusive reputations attract not just more applicants, but better applicants. In motorsport, initiatives like the F1 Academy don’t just spotlight female drivers. They show young talent that the paddock isn’t closed to them.

Every part of the hiring process is essentially a string of business cards and company pitches that showcase to potential talent why you are their next dream employer.

Busting the myth: “what about the men?”

A common worry is that focusing on inclusion reduces opportunities for men. But that misses the point. Diversity and inclusion have always been about extending the invitation and not focused on lowering the bar for some. It’s about raising the bar for everyone.

If your hiring process only reaches a narrow group, you’re not comparing the best candidates. You’re comparing the most visible ones. By opening the door wider, you create real competition. And when a cis white man lands the role, it’s because he was the strongest choice, not because others never had the chance.

If certain men are so afraid to lose out on opportunities if they get compared to a wider range of talent, it is more telling on how they see their own capabilities than whether you are doing the right thing. 

How to open the door wider

Inclusion doesn’t happen by chance. It happens by design. Some simple shifts can make a big difference:

• Job descriptions: It’s not about flashy buzzwords like “ninja” or “rockstar.” (please stop using those regardless) It’s about clear, welcoming language that invites people in. Invest time into what tone of voice is welcoming, how many things you should expect of a candidate, etc.

• Application process: It’s not just about convenience. Focus on accessibility: mobile friendly, disability friendly, human friendly. You are talking with a human, every interaction matters. No they are not “lucky” to get a chat with you, view candidates as equals.

• Interview panels: It’s not about who’s available that day, but about showing candidates that you value different perspectives. When working on your product, you want the right balanced team for the job, and approach hiring with the same level of importance.

• Growth pathways: Hiring goes deeper than just getting someone through the door. It’s about making sure they see a future with you once they’re inside. Investing in people that feed the company culture, bring fresh perspectives and help boost morale are key. In good times as well as when the going gets tough.

Opening the future

The future of games, motorsport, and business at large depends on inclusion. The strongest teams are built on difference. The most innovative ideas come from a mix of perspectives. And the best brands are the ones where people feel they can belong.

It’s not about who loses out, but who you’re missing when the door isn’t open.

So the question isn’t whether you can afford to include diversity and inclusion in your hiring process. It’s whether you can afford not to.