Overview
This article helps you understand how Diversity, Equity, and Inclusion (DE&I) tools in Access Volcanic can strengthen your recruitment practices, attract diverse talent, and demonstrate measurable progress to clients and stakeholders. DE&I is no longer optional in modern recruitment: it's a business priority that helps you win tenders, build trust with candidates, and create fairer hiring outcomes.
Key benefits
Access Volcanic includes a complete suite of DE&I tools at no additional cost, helping you:
Win more business by responding to RFPs (Requests for Proposal) and PSLs (Preferred Supplier Lists) with credible diversity data and transparent reporting
Attract broader talent pools by removing biased language from job adverts and demonstrating genuine commitment to inclusion
Build candidate trust through transparent diversity reporting and fair pay practices
Measure real progress with data-driven insights across up to eight diversity characteristics
Differentiate your brand by showcasing DE&I initiatives publicly on dedicated pages
Support equitable decisions with pay transparency tools that provide salary benchmarking data
Understanding DE&I in recruitment
Diversity, Equity and Inclusion is about creating fair opportunities for all candidates, regardless of their background, identity, or circumstances. In recruitment, this means:
Diversity: Ensuring your candidate pipelines reflect the communities you serve
Equity: Removing barriers and bias so everyone has a fair chance to succeed
Inclusion: Creating environments where all candidates feel welcomed and valued
Modern recruitment agencies face increasing pressure from clients, regulators, and candidates to demonstrate meaningful progress on DE&I.
Many RFPs and preferred supplier lists now require evidence of diversity tracking, inclusive hiring practices, and transparent reporting.
Why DE&I matters for candidate attraction
Candidates increasingly evaluate potential employers based on their DE&I commitments. When you're transparent about diversity data, pay ranges, and inclusive practices, you signal that fairness matters to your organisation.
Research shows that candidates are more likely to apply when they see:
Clear DE&I commitments displayed prominently on your website
Transparent salary information that demonstrates pay equity
Evidence of diverse hiring outcomes, not just policies
Genuine action, not just statements
Being open and honest about DE&I:
Builds trust with candidates who want to work with ethical agencies
Increases application rates from underrepresented groups
Strengthens your reputation in competitive markets
Demonstrates accountability to clients who value inclusive suppliers
Transparency doesn't mean perfection: it means showing you're measuring, learning, and improving.
Attracting candidates with DE&I and transparency
Making your DE&I commitments visible helps you stand out to candidates and clients who prioritise inclusive hiring practices. Access Volcanic provides two powerful ways to showcase your values and build trust.
DE&I web pages
Publish a dedicated page on your candidate site to showcase your DE&I commitments, initiatives, and progress.
What's included:
A professionally designed page (standard or premium) that highlights your organisation's values
Space to share diversity data, goals, policies, and real-world examples
A visible signal to candidates and clients that DE&I is a priority
Why it matters:
Publishing a DE&I page demonstrates accountability and builds trust with candidates. Research shows that candidates are more likely to apply and self-report their diversity information when they see agencies being transparent about their diversity efforts.
How to get it:
DE&I pages are built by our Professional Services team and can be purchased using Access FlexPoints.
📌Note: Speak to your Account Manager or Customer Success Manager to discuss your requirements and see examples.
Pay Transparency tools
Embed data-driven pay comparison insights on your site to support transparent, equitable salary conversations.
What it does:
Provides salary benchmarking powered by millions of global data points
Helps candidates and clients understand market rates for specific roles
Demonstrates your commitment to fair pay practices
Why it matters:
Pay transparency builds trust with candidates and shows you're committed to equitable hiring. Candidates are more likely to engage with agencies that provide clear, data-backed salary information rather than hiding pay details.
How to get it:
Pay Transparency tools are available as an opt-in service via Access Volcanic's professional services The Professional Service Team can help build and embed the tool on your site.
📌Note: Contact to your Account Manager or Customer Success Manager to discuss your requirements, and how to request this via Access FlexPoints
🤓Tip: Use your DE&I page and Pay Transparency tools together to create a compelling story about fairness, accountability, and inclusive hiring practices.
Getting started with DE&I in Access Volcanic
Follow these steps to embed DE&I into your recruitment process and start building trust with candidates and clients.
Step 1: Decide what to track
Choose which diversity characteristics matter most to your business and clients. You can track up to eight elements, but you don't need to enable all of them.
Navigate to Dashboard Configuration in your admin area to see what you can measure.
Step 2: Capture diversity data
Capture diversity data by:
Configuring your diversity dashboard: Navigate to Dashboard Configuration in your admin area and select the characteristics you want to measure
Setting up your questions: Use Diversity Question Settings to review question settings per characteristic and country, including optional AI prediction options
Capturing applicant data: Understand and preview the Diversity Surveys sent to applicants to collect your data
Step 3: Track and report your diversity data
Once you've collected diversity data, use the Diversity Dashboard to analyse and share insights:
Track diversity metrics: Use the Diversity Dashboard to view charts, apply filters by client, country, discipline, or seniority, and export PDF or Excel reports for presentations and analysis
Step 4: Reduce bias in your hiring process
Use Volcanic's bias reduction tools to create more inclusive job adverts and remove identifying information from applications:
Review job adverts: Use the Bias Analyzer to identify biased language, view scores, and apply one-click inclusive replacements
Anonymise applications: Use the Applicant Anonymiser to remove candidate names and identifying details during shortlisting
Step 5: Communicate externally
Showcase your DEI: Consider publishing a DE&I page to showcase your initiatives and progress
Demonstrate transparent pay: Embed Pay Transparency tools to demonstrate your commitment to fair pay.
Best practices
Use Bias Analyser before posting every job advert
Export and share diversity data with clients to demonstrate progress
Publish DE&I commitments on a dedicated page to build trust
Set realistic diversity goals based on market benchmarks
Review your dashboard regularly to identify trends
🤓Tip: Combine quantitative dashboard data with qualitative feedback to get a complete picture of your DE&I efforts.
FAQs
Q1: What diversity characteristics can I track?
Answer: You can track up to eight characteristics: ethnicity, gender identity, age, LGBTQ+ status, disability status, veteran status, socioeconomic background, and religious affiliation.
Q2: Are DE&I tools included in my Volcanic package?
Answer: Yes, the Diversity Dashboard, Bias Analyser, and Diversity Question Settings are included at no extra cost for all Volcanic customers. DE&I pages and Pay Transparency tools are optional services delivered by the Professional Services team using Access FlexPoints.
Q3: Can I predict diversity data if candidates don't self-report?
Answer: Yes, you can optionally enable AI Generation in Diversity Question Settings to predict gender, age, or ethnicity when candidates choose not to answer, as long as confidence thresholds are met.
Q4: How do I get a DE&I page for my website?
Answer: Contact your Account Manager or Customer Success Manager to request a standard or premium DE&I page. These are built by the Professional Services team and purchased using Access FlexPoints.
Q5: How do I export diversity data for a client meeting?
Answer: Use the Diversity Dashboard to apply relevant filters, then scroll to the bottom and click Get PDF Report or Extract Excel.
Q6: What if I can't legally ask certain diversity questions in my country?
Answer: Diversity Question Settings includes built-in guidance for each country. Only enable questions that are legally and culturally appropriate for your region.
Q7: How does Pay Transparency benefit my business?
Answer: Pay Transparency tools provide data-driven salary insights that help you have confident, equitable conversations with candidates and clients. This builds trust and supports fairer hiring outcomes.
Q8: Why should I publish diversity data publicly?
Answer: Research shows that candidates are more likely to apply and self-report their diversity information when they see that agencies are transparent about their diversity efforts. Publishing data demonstrates accountability and builds trust.
Q9: What is an RFP and why does it matter for diversity reporting?
Answer: An RFP (Request for Proposal) is a document organisations use when inviting suppliers to bid for contracts. Many RFPs now include diversity and inclusion requirements, so having dashboard data ready helps you respond quickly and credibly to tender requests.
Q10: What is a PSL and how does DE&I help me get on one?
Answer: A PSL (Preferred Supplier List) is a list of approved recruitment agencies that a client uses for their hiring needs. Many organisations now require suppliers to demonstrate measurable DE&I practices to be added to or remain on their PSL, making Volcanic's DE&I tools essential for winning and retaining business.