By Nick Dettmar, CEO and Neurodiversity Ambassador Outsource UK
Every September, organisations across the UK come together for National Inclusion Week, a campaign founded by Inclusive Employers. For me, as CEO of Outsource UK and our Neurodiversity Ambassador, this week is more than just a date in the diary - it’s a reminder of the responsibility we hold as recruiters to open doors, remove barriers and make workplaces more inclusive.
In 2025, the theme is “Now is the Time”. It’s a powerful call to action. It recognises the urgency of making inclusion real, not just an aspiration. In times of economic change and growing pressure on businesses, we must continue to build inclusive recruitment practices that shape the workforce of tomorrow.
Opening Doors Through Inclusive Recruitment
Every stage of the recruitment process is a chance to make a real difference. Right from the job adverts and reviewing CVs, to arranging interviews and placing the candidate - every decision shapes someone’s future.
I think that’s why inclusive recruitment matters so much to us. It helps to ensure candidates are judged on their skills and potential, not held back by previous bias or barriers. It helps clients build diverse, resilient teams that better reflect the world we live in. And ultimately, it creates fairer access to employment for future generations.
As recruiters, we have a unique role to play. Every interaction is a chance to remove barriers and open doors.
Our Purpose at Outsource UK
When we launched our purpose back in July 2021, we committed ourselves to a clear mission:
To eliminate bias, privilege and inequality within talent engagement.
That purpose continues to guide every decision we make - from how we support candidates to how we work with clients. It’s about making recruitment more than just a process - it’s about making it a positive force for change.
Our Diversity, Equity and Inclusion (DE&I) Journey So Far
Our commitment to inclusion didn’t start yesterday... it’s been a journey of constant learning and action. Over the past eight years, we’ve taken big steps to drive change, here’s just some of them:
- 2017 - Signed the Tech Talent Charter as one of the first 100 organisations, became Disability Confident Committed and launched our first Diversity Matters events.
- 2018 - Introduced our Diversity Matters Insights Audit Programme, signed the Mindful Employer Charter and launched our first ex-Military Returner Programme.
- 2019 - Launched our Women in Cyber Programme and sponsored the Swindon Inclusion & Diversity Network.
- 2020 - Hosted our biggest event yet ‘Inspiring Inclusion in the Workplace’ takes place at the Thinktank Birmingham Science Museum and published our first Inclusion Whitepaper.
- 2021 - Launched our new purpose: eliminate bias, privilege and inequality within talent engagement, ran our first internal D&I Survey, introduced anonymised recruitment and standardised our interview processes.
- 2022 - Signed the Menopause Workplace Pledge and introduced an Outsource UK minimum wage - significantly above the national rate.
- 2023 - Started our Future of Work Roundtables series on supporting the neurodivergent external workforce and launched our Attract, Train, Deploy Programme to help tackle the tech talent shortage inclusively.
- 2024 - Published our Insights into Diversity and Inclusion in the External Workforce Whitepaper, created our first DE&I Calendar, introduced our DE&I Resource Hub, became Corporate Members of the Hidden Disabilities Sunflower and hosted a Women in Logistics panel at our sponsorship event within the Logistics industry.
- 2025 - Created our second DE&I Calendar, Continued momentum with our Inspiring Women campaign, attended the Lovelace Report launch at Parliament and announced our upcoming Women in Tech Leadership Session.
Each milestone has helped us embed inclusion deeper into who we are and how we recruit.
What We’re Doing Differently Today
Inclusion shouldn’t be an add-on. It’s built into the way we recruit and the way we support our clients. Some of the ways we’re making a difference include:
- Anonymised CVs - removing identifying details to reduce unconscious bias in shortlisting.
- No salary history questions - helping close pay gaps and ensuring fair offers.
- Accessible recruitment for neurodivergent candidates - from clear role descriptions to flexible interview formats and tailored client guidance.
- Hidden Disabilities Sunflower training - equipping our whole business to support candidates with hidden disabilities and advising clients on how to do the same.
- DE&I Dashboards - working closely with clients to collect, analyse and share anonymised data so they can understand representation and measure progress.
- Diversity & Inclusion Audit - helping clients identify barriers in their recruitment processes and implement practical solutions.
- DE&I Resource Hub - providing clients with access to insights, toolkits, and best practice guidance.
- Roundtables & Events - creating safe spaces for clients to discuss inclusion challenges and take away actionable ideas.
- Consultative Support - partnering with clients long after placements are made, helping them embed inclusive practices that strengthen culture and retention.
By doing this, we’re not only creating fairer experiences for candidates but also helping our clients build stronger, more diverse teams that reflect society and perform at their best.
Shaping the Future for the Next Generation
The way we recruit today directly influences the opportunities available tomorrow. Too many agencies still rely on outdated practices - asking candidates their previous salary history, interview processes with barriers, overlooking transferable skills or failing to remove bias in shortlisting.
That’s why we’ve chosen to do things differently. By embedding inclusive hiring now, we’re helping to create a job market where the next generation will inherit workplaces that are fairer, more diverse and more reflective of society.
“Now Is the Time” to Push Forward
The theme of National Inclusion Week really resonates deeply. Now is the time to:
- Embed inclusive recruitment practices across industries.
- Support businesses in taking practical steps toward long-term cultural change.
- Commit to leaving a better, fairer workforce for the next generation.
I encourage colleagues, clients and partners to reflect on the choices we make in recruitment and how they shape the workforce of the future.
If we want a job market that is open to all and one that empowers people to succeed regardless of their background, then now is the time to act.
