Inclusive recruitment is not simply about attracting more people. The process candidates enter matters just as much.

Acas updated its recruitment guidance in June 2026. It says employers must follow a fair process and must comply with discrimination and data protection law throughout recruitment. Acas also recommends following organisational recruitment and equality policies.

That creates a practical issue for recruitment teams running many vacancies. A policy may be consistent, while the activity completed for individual vacancies is not.

From an employer perspective, the useful question is therefore not only whether an inclusive recruitment policy exists. It is whether there is enough information to understand what happened on a particular campaign.

Which channels were used? When was the vacancy promoted? What candidate attraction activity took place before shortlisting? What engagement did the campaign receive?

An ATS can manage applications and workflow. Specialist attraction activity can sit alongside it, giving employers another view of how candidates were reached.

That makes vacancy level evidence useful for recruitment reporting, supplier assurance and management oversight without suggesting that documentation alone makes a recruitment process inclusive.

See how Diversity Jobsite can support specialist outreach and vacancy level evidence.