You should show candidates diversity on the recruitment panel, to show your commitment in the organisation and support a broader understanding of the experiences candidates may share.
Think about having a range of interests in your panel members, to ensure diversity of thought and strong decision making.
Ensuring there is diverse representation on the interview panel can help to make sure that decisions are less influenced by cultural bias, unconscious bias, other forms of bias or by a limited set of characteristics.
Consider having an independent person present as a "critical friend", who is trained to "stop process and question intention", or support when no agreement can be made during the interview scoring feedback process.
Please click on the link below to watch our next EDI Fireside chat discussing how bias behaviours and processes can effect the recruitment journey and how a critical friend could help reduce bias and improve diversity and inclusivity: