<p class="MsoNormal"><em>Unconscious bias could be costing your business six figures...</em></p>
<p class="MsoNormal">If you&rsquo;re hiring based on &lsquo;gut feelings&rsquo; or leaning on familiar names and backgrounds, you might be overlooking the best talent &ndash; and wasting big money in the process.</p>
<p class="MsoNormal">According to our team&rsquo;s bad hire calculator, unconscious bias could be costing average-sized organisations &pound;327,000 per year. That&rsquo;s a hefty sum, especially for industrial sectors like <a href="https://www.aspion.co.uk/our-specialisms/manufacturing/">manufacturing</a>, <a href="https://www.aspion.co.uk/our-specialisms/metals-engineering/">metals</a>, and <a href="https://www.aspion.co.uk/our-specialisms/transport-logistics/">logistics</a>, where hiring the wrong person can disrupt entire operations.</p>
<p class="MsoNormal"><img src="https://cdn.sourceflow.co.uk/zfoqi6i3q7ryeciqsciatjz935bt" alt="branded infographic with text, with white background, bold text in black, and a line in Aspion's signature green between the number on the top and the text on the bottom. the text reads: &pound;327K, the cost of unconscious bias" width="1414" height="940"></p>
<p class="MsoNormal">So, what can you do about it?</p>
<p class="MsoNormal">Let&rsquo;s explore what unconscious bias looks like, why it leads to bad hiring decisions, and how <a href="https://www.aspion.co.uk/news-insights/inclusive-recruitment-benefits-insights-and-top-tips/">inclusive hiring</a> can positively impact your bottom line.</p>
<details class="mce-accordion" open="open">
<summary><strong>What We'll Cover:&nbsp;</strong></summary>
<ul>
<li class="MsoNormal"><strong>What Is Unconscious Bias in Hiring? </strong></li>
<li class="MsoNormal"><strong>How Bias Leads to Bad Hiring Decisions. </strong></li>
<li class="MsoNormal"><strong>The Business Case for Inclusive Hiring. </strong></li>
<li class="MsoNormal"><strong>Identifying Bias in Your Hiring Process + Checklist. </strong></li>
<li class="MsoNormal"><strong>Next Steps for Talent Managers.</strong></li>
</ul>
<h2>What Is Unconscious Bias in Hiring?</h2>
<p class="MsoNormal">Unconscious bias is the set of assumptions and preferences we&rsquo;re not even aware we have &ndash; those &lsquo;snap judgements&rsquo; that creep in before we&rsquo;ve had a chance to think.</p>
<p class="MsoNormal">In hiring, this means we could be dismissing highly qualified candidates or fast-tracking poor fits simply because we feel more comfortable with certain names, backgrounds, or communication styles.</p>
<p class="MsoNormal"><img src="https://cdn.sourceflow.co.uk/5tvj0v46luwgjyot866v1edkz28d" alt="a square white infographic with bold lettering in black and a green line in Aspion's signature green through the middle. the text reads: 48% of hiring managers admit bias affects candidate choice" width="1425" height="1156"></p>
<p class="MsoNormal"><em>Source: </em><a href="https://www.zippia.com/employer/hiring-bias-statistics/"><em>Zippia</em></a><em>.</em></p>
<p class="MsoNormal">In industrial sectors like manufacturing, metals, and logistics, this might look like overvaluing experience from a familiar company or assuming certain roles are best suited for men. Or perhaps a candidate&rsquo;s educational background or accent triggers a subconscious preference &ndash; even if they have all the right skills to excel.</p>
<p class="MsoNormal">By allowing these hidden biases to guide decisions, organisations miss out on fresh perspectives, valuable expertise and, ultimately, better performance.</p>
<h3>Common Types of Unconscious Bias</h3>
<p class="MsoNormal">Unconscious biases come in many forms, but here are the five that most commonly affect hiring:</p>
<ul>
<li class="MsoNormal"><strong>Attribution Bias:</strong> We tend to blame external factors when we make mistakes, but see others&rsquo; errors as evidence of their character.</li>
<li class="MsoNormal"><strong>Halo Effect:</strong> When a single positive trait (e.g. prestigious experience or something you have in common) leads us to overlook potential weaknesses.</li>
<li class="MsoNormal"><strong>Horns Effect:</strong> The opposite of the halo effect; when one negative detail (like a gap in employment) overshadows a candidate&rsquo;s attributes.</li>
<li class="MsoNormal"><strong>Affinity Bias:</strong> When we gravitate toward people who remind us of ourselves, potentially excluding those with different perspectives.</li>
<li class="MsoNormal"><strong>Confirmation Bias:</strong> When we look for proof that our first impressions were correct, ignoring evidence that might contradict those initial assumptions.</li>
</ul>
<h2>How Bias Leads to Bad Hiring Decisions</h2>
<p class="MsoNormal">When our subconscious preferences influence who we hire &ndash; or don&rsquo;t hire &ndash; our decisions become skewed. This often results in teams that lack diversity of thought, struggle to stay innovative, and higher turnover.</p>
<p class="MsoNormal">Here&rsquo;s how bias can derail your recruitment process:</p>
</details>
<ul>
<li class="MsoNormal"><strong>False Positives:</strong> You might bring in someone who feels like a good fit for the wrong reasons &ndash; despite not having the right skills or attitude.</li>
<li class="MsoNormal"><strong>False Negatives:</strong> Conversely, talented candidates with unconventional CVs or unfamiliar accents and backgrounds may be overlooked, costing you the fresh perspectives and problem-solving approaches you need.</li>
<li class="MsoNormal"><strong>Mounting Costs:</strong> A bad hire can have a much wider impact &ndash; low morale, a drop in productivity, and additional recruitment spend when you realise they&rsquo;re not right for the role. <span style="mso-spacerun: yes;">&nbsp;</span></li>
<li class="MsoNormal"><strong>Compliance and Reputation Risks:</strong> If unconscious bias becomes a pattern, you could end up harming your employer brand.</li>
</ul>
<h2>The Business Case for Inclusive Hiring</h2>
<p class="MsoNormal">Being intentional about hiring inclusively isn&rsquo;t just a &lsquo;nice-to-have&rsquo; &ndash; it&rsquo;s a genuine driver of performance, revenue, and employee engagement!</p>
<p class="MsoNormal">When you hire the right person rather than the comfortable choice, you gain fresh ideas, stronger engagement, and a healthier bottom line.</p>
<p class="MsoNormal">Here&rsquo;s why it matters:</p>
<h3>Higher Performance and Profitability</h3>
<p><img src="https://cdn.sourceflow.co.uk/58m5l8015d7tb7tvm9lym83b27xv" alt="A banner graphic with three rounded squares in white on a black background. Each of the boxes has a statistic and lettering in bold black lettering with a line in Aspion's signature green underlining the statistic. The statistics are: 8X better business outcomes; 25% higher financial performance; 2.5 times higher cash flow per employee." width="1517" height="393"></p>
<ul>
<li class="MsoNormal">Inclusive organisations are up to <a href="https://www2.deloitte.com/content/dam/insights/us/articles/4209_Diversity-and-inclusion-revolution/DI_Diversity-and-inclusion-revolution.pdf"><strong>eight times more likely</strong></a> to achieve better business outcomes.</li>
<li class="MsoNormal">Gender diverse organisations can <a href="https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf"><strong>outperform financially by up to 25%</strong></a>, while ethnically diverse companies have been found to do so by up to 36%.</li>
<li class="MsoNormal">Diverse organisations can generate up to <a href="https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance"><strong>2.5X higher cash flow</strong></a> per employee.</li>
</ul>
<h3>Stronger Retention and Team Cohesion</h3>
<p><img src="https://cdn.sourceflow.co.uk/3v4ncb1os618dli3ui2kk6bdwgxv" alt="An square infographic on a white background with rounded corners, featuring a statistic and a line in Aspion's signature green underlining the number. The statistic is: 35% higher productivity." width="1424" height="1156"></p>
<ul>
<li class="MsoNormal">Employees who can be themselves at work are more likely to <a href="https://www.hrmagazine.co.uk/content/comment/the-key-to-employee-happiness-enable-people-to-be-themselves/"><strong>stay longer</strong></a>, reducing costly turnover.</li>
<li class="MsoNormal">Inclusive teams are over <a href="https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance"><strong>35% more productive</strong></a> &ndash; largely because people perform better when they&rsquo;re comfortable sharing ideas.</li>
<li class="MsoNormal">A culture that is actively inclusive of people of all backgrounds has been linked to <a href="https://www.forbes.com/sites/teresahopke/2023/09/29/the-overlooked-link-between-belonging--workplace-wellbeing/"><strong>greater wellbeing</strong></a>, which directly impacts team morale and productivity.</li>
</ul>
<h3>Sharper Competitive Edge</h3>
<ul>
<li class="MsoNormal"><a href="https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse">Diverse perspectives</a> can <strong>uncover new efficiencies and opportunities</strong>, while helping teams <strong>spot problems and solutions</strong> much faster.</li>
<li class="MsoNormal">By removing unconscious bias and focusing on inclusive hiring, you&rsquo;ll tap into a wider talent pool and gain the fresh thinking required to stay ahead in competitive markets!</li>
</ul>
<h2>Identifying Bias in Your Hiring Process + Checklist</h2>
<p class="MsoNormal">Unconscious bias can creep into hiring at multiple stages, from writing job descriptions to making final hiring decisions.</p>
<p class="MsoNormal">The good news is that, by regularly auditing your processes, you&rsquo;ll be better equipped to spot patterns that exclude qualified candidates.</p>
<p class="MsoNormal">Below are some key areas to watch out for:</p>
<p class="MsoNormal"><img src="https://cdn.sourceflow.co.uk/pix92kd64soiwatlc8h6bok7c110" alt="a black graphic with bold white writing and slim borders in aspion's signature green. the header reads 'identifying bias in hiring' and it lists four subheaders: Job ads and descriptions, application screening, job interviews, assessment and feedback" width="1425" height="803"></p>
<h3>Job Ads and Descriptions</h3>
<ul>
<li class="MsoNormal">Are your requirements genuinely essential, or are you adding &lsquo;nice-to-haves&rsquo; that limit your talent pool?</li>
<li class="MsoNormal">Could any language unintentionally suggest the role is only suitable for a specific gender or background?</li>
</ul>
<h3>Application Screening</h3>
<ul>
<li class="MsoNormal">Are you filtering out candidates with unconventional CV formats or missing credentials &ndash; even if they have the right skills?</li>
<li class="MsoNormal">How much weight do you give to personal &lsquo;connections&rsquo; or familiar names?</li>
</ul>
<h3>Interviews&nbsp;</h3>
<ul>
<li class="MsoNormal">Do you have a structured, consistent set of questions, or does each interviewer rely on &lsquo;gut feel&rsquo;?</li>
<li class="MsoNormal">Could biases like accents, communication styles, or regional backgrounds be influencing who makes the cut?</li>
</ul>
<h3>Assessment and Feedback</h3>
<ul>
<li class="MsoNormal">Are your scoring criteria measurable and standardised?</li>
<li class="MsoNormal">Do you gather diverse viewpoints when evaluating candidates?</li>
</ul>
<h3>Your Inclusive Hiring Process Checklist [Downloadable]</h3>
<p class="MsoNormal">Tick all the right boxes in your hiring audits with our free downloadable checklist.</p>
<p class="MsoNormal">Breaking down each stage of the recruitment process, it offers step-by-step tips for spotting and reducing bias &ndash; click below to download:</p>
<p class="MsoNormal"><a href="https://link.aspion.co.uk/identifying-bias"><img src="https://cdn.sourceflow.co.uk/g2z95zgozrjhd86l104h64ohrt0t" alt="a clickable banner graphic in black with text in white and Aspion's signature green, which reads: CLICK HERE TO DOWNLOAD YOUR Free identifying &amp; Mitigating bias checklist" width="1594" height="346"></a></p>
<h2>Next Steps for Talent Managers</h2>
<p class="MsoNormal">Removing unconscious bias from the recruitment process won&rsquo;t happen overnight, but consistent efforts can drive lasting change.</p>
<p class="MsoNormal">Here are a few final takeaways to keep top of mind:</p>
<ul>
<li class="MsoNormal"><strong>Review Your Processes:</strong> From job ads to final interviews, look for areas where bias can sneak in.</li>
<li class="MsoNormal"><strong>Set Clear Standards:</strong> Standardise your evaluations and document them, ensuring every candidate is assessed fairly.</li>
<li class="MsoNormal"><strong>Champion Inclusivity:</strong> Encourage open dialogue, training, and accountability within your hiring teams.</li>
<li class="MsoNormal"><strong>Stay Proactive:</strong> Continually measure your results, gather feedback from new hires, and adapt as you learn.</li>
</ul>
<p class="MsoNormal">For expert inclusive hiring support and advice tailored to your organisation, our team at Aspion Search is ready to help.</p>
<p class="MsoNormal">Get in touch today and start building a recruitment strategy that brings the best talent on board &ndash; without bias.</p>
<h3 class="MsoNormal">Frequently Asked Questions&nbsp;</h3>
<p class="MsoNormal">Common questions about unconscious bias.</p>
<details class="mce-accordion" open="open">
<summary><strong data-start="200" data-end="262">How Does Unconscious Bias Affect Recruitment Decisions?</strong></summary>
<p class="" data-start="200" data-end="572">Bias can influence who gets shortlisted, interviewed, or offered roles &ndash; often without employers realising. It can lead to &lsquo;safe&rsquo; hiring decisions that favour familiarity over potential, narrowing talent pools and unintentionally excluding skilled candidates who don&rsquo;t fit preconceived ideas of a 'good hire'.</p>
</details>
<details class="mce-accordion" open="open">
<summary><strong data-start="579" data-end="647">How Can Unconscious Bias Impact Team Performance and Culture?</strong></summary>
<p class="" data-start="579" data-end="938">When bias shapes who&rsquo;s hired or promoted, it limits diversity of thought and experience. This can stifle innovation, lead to groupthink, and create environments where some staff feel overlooked or undervalued. Meanwhile, inclusive teams tend to be more engaged, creative, and productive.</p>
</details>
<details class="mce-accordion" open="open">
<summary><strong data-start="945" data-end="1003">Why Is Inclusive Language Important in Job Adverts?</strong></summary>
<p class="" data-start="945" data-end="1298">The words you use can attract &ndash; or alienate &ndash; candidates. Overly gendered or jargon-heavy language can put off underrepresented applicants. Inclusive language widens your reach and signals a workplace where everyone has a fair chance, helping to level the playing field from the first touchpoint.</p>
</details>
<details class="mce-accordion" open="open">
<summary><strong data-start="1305" data-end="1372">Can Unconscious Bias Affect Staff Retention and Progression?</strong></summary>
<p class="" data-start="1305" data-end="1668">Yes. If certain employees feel consistently overlooked for promotions, projects, or recognition, they may disengage or leave. Bias doesn&rsquo;t stop at hiring &ndash; it can quietly shape who thrives. Creating fair, transparent progression pathways helps retain diverse talent and build trust across teams.</p>
</details>
<details class="mce-accordion" open="open">
<summary><strong data-start="1675" data-end="1736">How Can SMEs Improve Diversity Without Large Budgets?</strong></summary>
<p class="" data-start="1675" data-end="2029">Start with small, practical changes: review job adverts for bias, diversify interview panels, offer mentoring, and create safe spaces for feedback. Training and inclusive practices don&rsquo;t have to break the bank &ndash; what matters most is consistency, intention, and a genuine commitment to change.</p>
</details>
<h3>Related Resources&nbsp;</h3>
<ul>
<li><a href="https://www.aspion.co.uk/news-insights/great-resignation-employer-brand-tips/">How to Beat the Great Resignation 2.0: Insights From 4 Hiring Experts</a>.&nbsp;</li>
<li><a href="https://www.aspion.co.uk/news-insights/inclusive-recruitment-benefits-insights-and-top-tips/">Inclusive Recruitment Benefits, Insights, and Top Tips</a>.&nbsp;</li>
<li><a href="https://www.aspion.co.uk/news-insights/5-candidate-expectations-hiring-managers-have-to-meet/">5 Candidate Expectations Hiring Managers Have to Meet</a>.&nbsp;</li>
</ul>

<p>Unconscious bias in hiring could be costing your business &pound;327k a year. Discover how to spot and reduce bias to build more inclusive, successful teams.&nbsp;</p>

The Hidden Cost of Unconscious Bias and What to Do About It 

<p><em>Still, there&rsquo;s a lot that needs to be done if we want to make this sector truly diverse.</em></p>
<p>Do you want to improve gender diversity in your logistics organisation? You&rsquo;re in luck, because these five steps are key:</p>
<ol>
<li>Make upskilling a priority.</li>
<li>Be transparent about progression.</li>
<li>Represent your business at careers fairs.</li>
<li>Get feedback from women in logistics.</li>
<li>Implement anonymous hiring.</li>
</ol>
<p>However, as with most things to do with diversity, tackling the problem is not as simple as reading a few quick pointers. So, let&rsquo;s find out how to make the above tips work in practice.</p>
<h2>Is logistics a male dominated industry?</h2>
<p>Yes, logistics has historically been a male dominated industry. However, that is finally starting to change.</p>
<p>Globally, around&nbsp;<a href="https://dovetail.co.za/six-women-logistics-industry-know/">2% of the logistics workforce</a>&nbsp;is made up of women, while in the UK the number is significantly higher at 19%. More logistics companies are working to correct this imbalance.</p>
<h2>Improving the gender imbalance for women in logistics</h2>
<p>Here are five practical (and realistic) approaches that businesses across the sector can take to encourage more women to join their organisation.</p>
<h3>1. Make upskilling a priority</h3>
<p>You can&rsquo;t just focus on bringing women into the top positions.</p>
<p>Since logistics is such a heavily male-dominated industry, the fact is that more men than women have the skills and experience necessary to break through the glass ceiling. So, focusing your efforts at the top won&rsquo;t redress the imbalance across your company. It also won&rsquo;t help the women who are trying to break into or advance in the industry.</p>
<p>That&rsquo;s why it&rsquo;s so important to offer upskilling to women within your workforce &ndash; as well as those considering a career in logistics.</p>
<p>Consider, for example, introducing an apprenticeship scheme that prioritises women without industry experience.</p>
<p>You could also introduce training pathways for women within your business who want to advance. Such pathways would pave the way for, say, an entry-level co-ordinator or administrator to progress to management roles more quickly.</p>
<h3>2. Be transparent about progression</h3>
<p>The more transparent you are about the progression opportunities your organisation offers, the more attractive you&rsquo;ll be for inexperienced applicants. This is especially true for women, who will be well aware of the industry&rsquo;s gender imbalance.</p>
<p>There are several ways to do this. One way is to make your career pathways public, or share them internally.</p>
<p>But, if you&rsquo;re specifically trying to appeal to women who are interested in logistics, you could spotlight the career path of one of the brilliant women who&rsquo;s risen through the ranks in your business.</p>
<h3>3. Represent your business at careers fairs</h3>
<p>Of course, these tips are all well and good. But what if you&rsquo;re struggling to find female logistics talent in the first place?</p>
<p>A great way to reach prospective logistics professionals of all genders is to sign up for careers fairs.</p>
<p>This gives you the chance to talk directly to women who may be considering a career in logistics. It&rsquo;s also the perfect opportunity to highlight all that logistics has to offer to people who don&rsquo;t yet know much about the industry.</p>
<p>Remember that, to truly overcome a gender imbalance, it&rsquo;s best to meet people at the bottom of the career ladder.</p>
<h3>4. Get feedback from women in logistics</h3>
<p>If you&rsquo;re serious about improving the situation for women in logistics, turn to the women you currently have on staff. It&rsquo;s important that you find out:</p>
<ul>
<li>What barriers they faced at the starts of their careers.</li>
<li>What initiatives could have helped them in their progression.</li>
<li>What sort of support they feel should be in place to help women in logistics advance.</li>
</ul>
<p>Chances are that the women you speak to will have had significantly different journeys. But the obstacles they have faced throughout their careers are likely to have been similar. By finding these similarities, it will be far easier to find problem areas you can focus on within your diversity drive.</p>
<h4>What if there are no women in my business?</h4>
<p>Your business might not have any women on staff just yet, and that&rsquo;s okay!</p>
<p>However, it&rsquo;s still important that you hear directly from women in the industry &ndash; and the more perspectives, the better.</p>
<p>The good news is that there&rsquo;s an all-new podcast that delves deep into key industry issues, including women in logistics!&nbsp;<em>Rerouting Logistics</em>&nbsp;by Aspion Search features former Senior Traffic Commissioner and&nbsp;<a href="https://beverleybell.co.uk/">CEO Beverley Bell</a>&nbsp;in conversation with other big names in the sector. Together, they cover topics including:</p>
<ul>
<li>Women in logistics.</li>
<li>Logistics diversity.</li>
<li>Young people in the industry.</li>
<li>And much more!</li>
</ul>
<p>Check out this sneak peek of Beverley in conversation with Sharon Kindleysides,&nbsp;<a href="https://ciltuk.org.uk/">CEO of the CILT</a>:</p>
<p>&lt;Insert video&gt;</p>
<p>Out now on&nbsp;<a href="https://lnkd.in/ey_-uqa8">Spotify</a>&nbsp;and&nbsp;<a href="https://lnkd.in/eSsggEaH">YouTube</a>!</p>
<div class="itemBody kl-blog-post-body kl-blog-cols-1" itemprop="text">
<h3>5. Implement anonymous hiring</h3>
<p>It can be difficult to get diversity right if you don&rsquo;t do something about it from the start. That&rsquo;s why inclusive recruitment practices are so important.</p>
<p>With anonymous shortlisting, you can remove both&nbsp;<a href="https://aspion.co.uk/how-to-implement-diversity-inclusion-in-the-workplace/">conscious and unconscious bias</a>&nbsp;from your recruitment process. And, if that wasn&rsquo;t enough, you&rsquo;ll also gain access to much larger talent pools. This means you&rsquo;re more likely to find women with the right skillset and experience within this male dominated industry.</p>
<p>At Aspion Search, diversity is a top priority. Every one of our expert recruitment consultants receives specialist diversity and inclusion training. As a result, they&rsquo;re skilled at sourcing underrepresented talent and helping businesses like yours eliminate prejudice from the hiring process.</p>
<h2>Improving gender diversity from the start</h2>
<p>There&rsquo;s no quick fix to the gender imbalance in logistics. To improve the opportunities available to women in logistics, your business will need to take a holistic approach.</p>
<p>You have the power to make a significant change, not just in your organisation, but the industry as a whole. However, to do so, you&rsquo;ll need to assess and revise key business areas such as your opportunities for progression, business representation, and recruitment processes.</p>
<p>Let us help you with the latter! Our team of specialised logistics recruiters can give you access to deep pools of industry talent, and help you remove unconscious bias when making hiring decisions.</p>
<p>Get in touch today to find out how we can help you improve diversity in your business:</p>
<p><strong>Call us:&nbsp;</strong>0151 209 2050<strong>&nbsp;</strong></p>
<p><strong>Email us:</strong>&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a></p>
</div>

<p><em>There are more women in logistics than ever before.</em></p>

5 Realistic Tips to Improve Gender Diversity in Logistics

<p><em>The topic of gender diversity in the logistics sector has often been overlooked.</em></p>
<p>But, the reality is, whether it&rsquo;s a lack of representation in leadership positions or gender stereotypes and biases, women working in logistics face unique barriers to progression.</p>
<p>The good news is that pioneering figures in the sector are having important conversations and making a push for progress.</p>
<p>Read on to find out all about&hellip;</p>
<ul>
<li>Obstacles to gender diversity in logistics.</li>
<li>Rerouting Logistics podcast: breaking down barriers with Beverley Bell.</li>
<li>Joining the conversation.</li>
</ul>
<h2>Obstacles to gender diversity in logistics</h2>
<p>It&rsquo;s no secret that, like many other sectors, logistics has a diversity problem. But what are the top five issues facing women in the industry?</p>
<h3>1. Low representation in the workforce</h3>
<p>According to the&nbsp;<a href="https://ciltuk.org.uk/">Chartered Institute of Logistics and Transport</a>&nbsp;(CILT), women only make up around a fifth of the workforce. Most roles are, therefore, taken up by men.</p>
<p>This can make jobs in the sector unappealing or unwelcoming to women. Thankfully, that&rsquo;s all changing.</p>
<h3>2. Underrepresented in leadership roles</h3>
<p>The lack of gender diversity becomes more pronounced the higher up in the industry you get. To illustrate: women hold only 10% of executive roles and 17% of managerial roles in the logistics sector.</p>
<h3>3. Limited career progression opportunities</h3>
<p>Research by&nbsp;<a href="https://logistics.org.uk/">Logistics UK</a>&nbsp;has found that only 25% of women in logistics have access to a formal career development plan.</p>
<h3>4. Pay disparity</h3>
<p>On average, women in the UK logistics sector earn 14.5% less than their male counterparts, as reported by the&nbsp;<a href="https://www.ons.gov.uk/">Office for National Statistics</a>&nbsp;(ONS). This gender pay gap is significantly wider than the&nbsp;<a href="https://www.bbc.co.uk/news/business-65179430">average British gender pay gap</a>&nbsp;of 9.4%.</p>
<h3>5. Recruitment challenges</h3>
<p>Only one in four UK logistics companies actively recruit women. But, in failing to improve&nbsp;<a href="https://aspion.co.uk/5-tips-women-in-logistics/">gender diversity in logistics</a>, companies miss out on fresh perspectives and valuable insights.</p>
<h2>Rerouting Logistics podcast: breaking down barriers with Beverley Bell</h2>
<p>It&rsquo;s important to note that just because these barriers exist doesn&rsquo;t mean they can&rsquo;t be overcome.</p>
<p>Need proof?</p>
<p><strong><em>Just look at former Senior Traffic Commissioner Beverley Bell!</em></strong></p>
<p>&lt;Insert video&gt;</p>
<p>Beverley recently sat down with Sharon Kindleysides, the CEO of CILT, to discuss their incredible careers in the logistics industry.</p>
<p>Together, they tackled stigmas around sexism in the Logistics sector, the double standards mothers and older women often face, the importance of diversity and inclusion, and the big benefits of choosing a career in logistics.</p>
<div class="wp-video">
<p><strong>Listen to Episode 1 of Rerouting Logistics on&nbsp;</strong><a href="https://www.youtube.com/watch?v=Bp9E09_-Lc8"><strong>YouTube</strong></a><strong>&nbsp;or&nbsp;</strong><a href="https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al"><strong>Spotify</strong></a><strong> now!</strong></p>
<div class="itemBody kl-blog-post-body kl-blog-cols-1" itemprop="text">
<h2>Join the conversation</h2>
<p>The Rerouting Logistics podcast is a brand new podcast by Aspion Search, hosted by former Senior Traffic Commissioner Beverley Bell. We&rsquo;re on a joint mission to confront key issues in the world of Transport &amp; Logistics!</p>
<p>Join us for important conversations on key topics, including:</p>
<ul>
<li>Diversity in logistics.</li>
<li>Women in logistics.</li>
<li>Young people in logistics.</li>
<li>The future of the sector.</li>
<li>Logistics careers.</li>
</ul>
<p>And much more!</p>
<p>These sorts of discussions are crucial if we&rsquo;re serious about overcoming ongoing issues within this vital industry.</p>
<p>Watch or listen to the first episode wherever you get your podcasts&hellip; And keep an eye on the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn</a>&nbsp;page to make sure you never miss an episode!</p>
<p><strong>YouTube:</strong>&nbsp;<a href="https://www.youtube.com/watch?v=Bp9E09_-Lc8">https://www.youtube.com/watch?v=Bp9E09_-Lc8</a></p>
<p><strong>Spotify:</strong>&nbsp;<a href="https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al">https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al</a></p>
<p>&nbsp;</p>
</div>
</div>

<p><em>Did you know&hellip; In a sector that employs almost 3 million people within the UK, women make up just a fifth of the workforce?</em></p>

Diversity in Logistics: Age, Gender, and Lying About Being a Mum

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<p>Inclusion is a hot topic at the moment &ndash; and for good reason!</p>
<p>But, despite a lot of organisations having good intentions when it comes to things like neurodiversity, we&rsquo;ve noticed that a lot of employers aren&rsquo;t sure how to go about it.</p>
<p>Our advice? Start with the recruitment process!</p>
<p>We are inclusive hiring experts. If you&rsquo;re trying to figure out how to boost neurodiversity inclusion in your recruitment process, then this guide is for you. Find out:</p>
<ul>
<li>The benefits of neurodiversity in the workplace.</li>
<li>The neurodiversity employment gap.</li>
<li>6 steps to boost neurodiversity in your hiring process.</li>
<li>Inclusivity in your organisation.</li>
</ul>
<h2>The benefits of neurodiversity in the workplace</h2>
<p>As well as helping to make your organisation more open and accepting, neurodiversity in the workplace and the hiring process can bring big benefits:</p>
<ul>
<li><strong>Enhanced problem-solving:</strong>&nbsp;Neurodiverse individuals can bring unique perspectives to workplaces, which can help with problem-solving, productivity, and innovation.</li>
<li><strong>Diverse skillsets:</strong>&nbsp;Neurodivergent individuals often have specialised skillsets that will add value to your organisation. These may include data analysis, pattern recognition, or close attention to detail.</li>
<li><strong>Improved company culture:</strong>&nbsp;Creating an inclusive company culture that values neurodiversity boosts overall employee morale and satisfaction, which can, in turn, lead to higher retention rates, increased loyalty, and a more positive working environment.</li>
</ul>
<p>In other words, by embracing diversity from the very beginning, you give your organisation the opportunity to benefit from diverse skillsets, different problem-solving approaches, and out-of-the-box thinking.</p>
<p>Ultimately, this has the potential to drive productivity, enhance employee morale, and boost overall organisational success.</p>
<h2>The neurodiversity employment gap</h2>
<p>Despite these many advantages, the reality is that companies across the UK do not adequately support neurodiversity. And, in many cases, neurodiverse people face obstacles to employment that non-neurodiverse (or &lsquo;neurotypical&rsquo;) people would not.</p>
<p>Studies have shown that&nbsp;<a href="https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/">unemployment amongst neurodiverse adults</a>&nbsp;is at least as high as 30-40%. This is eight times the rate for neurotypical people.</p>
<p>So, what can we do about it?</p>
<h2>6 steps to boost neurodiversity in your hiring process</h2>
<p>Supporting neurodiversity in the workplace and your hiring process is all about creating a process that is more inclusive, accessible, and supportive of neurodivergent candidates. Here&rsquo;s how:</p>
<h3>1. Educate yourself and your hiring team</h3>
<p>Organisations can&rsquo;t be truly inclusive without education. So, it&rsquo;s important to invest time into improving company-wide knowledge and understanding of neurodiversity.</p>
<p>This might include learning about the specific neurodivergent conditions you might encounter, for example:</p>
<ul>
<li>Autism spectrum disorder (ASD).</li>
<li>Attention deficit hyperactivity disorder (ADHD).</li>
<li>Dyslexia.</li>
<li>Dyspraxia.</li>
<li>Tourette syndrome.</li>
<li>Specific learning disabilities (SLD).</li>
<li>Sensory Processing Disorder (SPD).</li>
</ul>
<p>Neurological differences like these can bring unique strengths, perspectives, and other advantages to your organisation.</p>
<p>But, for that to be the case, your hiring team will need to be educated on the strengths, challenges, and potential accommodations required for neurodiverse individuals. This will help foster a more inclusive, informed approach to hiring.</p>
<h3>2. Review job descriptions</h3>
<p>When it&rsquo;s not used in a thoughtful way, language has the power to make talented individuals feel excluded from your roles.</p>
<p>So, when you write job descriptions, ask yourself how inclusive they are. Have you used inclusive language throughout? Or is there a chance the language you&rsquo;ve used could discourage someone from applying, even if they have the required skillsets?</p>
<p>When it comes to neurodiversity inclusion, job descriptions should focus on things like skills and qualifications, rather than unnecessary criteria that could be exclusionary. But don&rsquo;t worry if this is something you&rsquo;re unsure about &ndash; we offer inclusive job ad writing as part of our service!</p>
<h3>3. Diversify your recruitment channels</h3>
<p>Often, organisations struggle to source diverse talent. But the good news is that there are ways to expand your recruitment efforts to reach neurodiverse talent pools.</p>
<p>This could include reaching out to organisations, job boards, or disability employment networks that specialise in supporting neurodiverse professionals in your sector. Or, it could involve engaging with 100% of the market from the get-go &ndash; which is what we do!</p>
<p>When we map relevant talent pools, we ensure no suitable candidate goes undiscovered. And, if the resulting shortlists are lacking in diversity, we work with you to widen the brief as much as possible.</p>
<h3>4. Remove unconscious bias</h3>
<p>Unfortunately, bias in the recruitment process is pretty common &ndash; even in organisations that care about inclusivity. This is because we all have ingrained biases that we&rsquo;re probably not even aware of. These&nbsp;<a href="https://aspion.co.uk/diversity-inclusion-workplace-tips/">unconscious biases</a>&nbsp;can lead to unintended outcomes if left unchecked.</p>
<p>That&rsquo;s where anonymous shortlisting comes in! An effective method for eliminating unconscious bias from the recruitment process, a fully anonymous shortlist highlights only key qualifications and skills.</p>
<p>This gives you the opportunity to assess candidates based solely on their competencies, passions and potential. Plus, it gives candidates more control over how they&rsquo;re represented, helping to make the overall recruitment process more inclusive.</p>
<p>For more information or advice on anonymous shortlisting,&nbsp;<a href="https://aspion.co.uk/contact/">get in touch</a>.</p>
<h3>5. Offer clear feedback</h3>
<p>Communication throughout the recruitment process is key. So, make sure that all communication with candidates is clear, concise, and accessible.</p>
<p>Then, after interviews or tasks, aim to offer constructive feedback to all candidates, focusing on their strengths and areas for improvement. This will help them understand how they can enhance their skills for future opportunities.</p>
<h3>6. Create an inclusive workplace culture</h3>
<p>Clearly, neurodiversity inclusion in the hiring process is critical. However, it won&rsquo;t mean much for neurodiverse talent if the workplace culture they enter into&nbsp;<em>isn&rsquo;t&nbsp;</em>inclusive. That&rsquo;s why diversity, equity, and inclusion initiatives are so important.</p>
<p>But what does a commitment to DE&amp;I mean?</p>
<p>Well, it can mean different things to different organisations, but things like education and communication are central to all successful initiatives.</p>
<p>When you commit yourself to neurodiversity inclusion (and inclusion more generally), it&rsquo;s something you can highlight in your employer branding, policies, and practices. This will help you attract neurodiverse talent and create an environment where they feel valued and supported.</p>
<h2>Embracing neurodiversity in your workplace</h2>
<p>If you want to make your organisation a more welcoming place for neurodiverse talent, we can help.</p>
<p>We understand the importance and benefits of diversity, equity, and inclusion for organisations like yours. This means we know exactly what it takes to develop and implement truly inclusive hiring practices.</p>
<p>Want to know more?</p>
<p>Get in touch today to find out how we can add value to your DEI initiatives:</p>
<p><strong>Call us:&nbsp;</strong>0151 209 2050<strong>&nbsp;</strong></p>
<p><strong>Email us:</strong>&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a></p>
</div>

<p><em>Want to improve neurodiversity in the workplace? Start with the recruitment process.</em></p>

Inclusive Recruitment Insights

Inclusive Recruitment
Insights