Inclusivity doesn’t end at offer: Why onboarding is a deal breaker

For hiring managers in charities and purpose-led organisations, onboarding isn’t just admin, it’s your first real chance to show that your values are lived, not just stated. And for candidates who’ve joined you because of your mission, that early experience can determine whether they feel welcomed, included, and set up to thrive, or disconnected and unsure.

At The Talent Set, we’ve supported hundreds of placements across marketing, communications, digital and fundraising roles, and we’ve seen how inclusive onboarding can reinforce belonging, improve retention, and strengthen team culture from day one.

When handled correctly, the benefits last far beyond the first few weeks.

First impressions count

You never get a second chance to make a first impression, and that’s true for hiring managers as well as for candidates. A well-structured, inclusive onboarding process lets new starters know that your values don’t stop at the interview stage. Their early experiences shape how they view your organisation and, if inclusive, send the message that they belong, will be supported and valued, and enable them to feel psychologically safe from day one. For values-led organisations, this consistency is essential.

Without that early, welcoming foundation, even the most enthusiastic new starters can feel isolated or unsure. In sectors where people are motivated by purpose and arrive full of enthusiasm, poor onboarding can be disconnecting, damaging and can undo all the promise that they bring with them.

What inclusive onboarding looks like

Inclusive onboarding is about acknowledging that people have diverse needs, backgrounds, and working styles, and therefore require different types of support. It doesn’t need to be complicated, but it does need to be consistent.

Some key practices that make a real difference:

• Set clear expectations – define roles, responsibilities, how success is measured and where support comes from. Clarity helps everyone, especially colleagues who are neurodivergent or new to the sector, start with confidence
• Provide tailored support – everyone starts from a different place. People who’ve previously worked remotely may need help in building social connections, for example, and neurodiverse employees may benefit from routines or quiet time. Asking what someone truly needs and listening to their answer can make all the difference
• Connect people to networks and groups – make sure each new team member knows what’s available in terms of employee resource groups (ERGs) and wellbeing support. These communities can provide essential connection and belonging from the start
• Assign a buddy or mentor – a peer contact who can answer day-to-day questions, explain culture or offer informal guidance, can help new hires assimilate more quickly
• Create space for feedback – encourage new joiners to share what’s working and what’s not. Active listening shows inclusion is a shared, evolving commitment
• Build in checkpoints – ensure regular and meaningful check-ins rather than just performance reviews to help new hires feel that support is an ongoing process

What to avoid

Even with the best intentions, onboarding can unintentionally exclude or overwhelm. Some common mistakes include:

Information overload – bombarding new starters with back-to-back meetings, platforms, policies and acronyms often confuses them. Prioritise key information, spread things out and allow room for reflection.

Team dynamics – every team has its way of doing things, but if the existing culture feels closed or cliquey, it can be hard for new people to feel part of it. Encourage inclusive social activities and create space for fresh perspectives.

Assuming a one-size-fits-all approach, some people are confident from day one, while others will take time to settle in. Build flexibility into your onboarding process and be prepared to adjust it based on feedback or individual needs to ensure that everyone feels valued from the outset.

How The Talent Set supports inclusive hiring

At The Talent Set, we believe that inclusive hiring doesn’t stop when the offer is made. Our approach is rooted in a long-term partnership with both candidates and hiring managers, which means that we continue to support beyond the placement.

Whether it’s staying in touch with new hires, offering informal mentoring or sharing feedback and insights from across the sector, we can help to ensure that inclusive habits are embedded early and that each person feels part of something bigger. Our aim is to help you build not just better hiring processes, but stronger, more inclusive teams.

In not-for-profit organisations, such as charities, education, health and public bodies, people often choose roles for more than just the job description. They care about purpose, culture and belonging and want to be part of something that reflects their values. A smooth, inclusive onboarding process reassures them they’ve made the right decision.

Is it time to review how inclusive your onboarding process is?

If your organisation hasn’t reviewed its onboarding process for a while, or if great hires have left early, now might be a good time to reflect on its inclusivity.

We can help you strengthen your end-to-end inclusive hiring strategy, from attraction through to onboarding, and beyond. By listening to candidate feedback, sharing sector-wide insights and supporting our clients to embed inclusive practices, we can help to ensure that every new hire feels supported and ready to thrive.

Conclusion

An inclusive hiring process doesn’t end when the offer is made; it begins with how you welcome people in.

For purpose-led organisations, onboarding is more than an HR step. It’s a powerful opportunity to show that your values are real, your support is meaningful, and your commitment to belonging starts on day one. When handled with care and consistency, it reinforces the reasons someone chose to join you and increases the chances they’ll stay, contribute, and thrive.

At The Talent Set, we don’t just place candidates, we help build inclusive hiring journeys from attraction through to onboarding and beyond. We stay in touch post-placement, offer mentoring, and share feedback to help our clients strengthen their onboarding processes in practical, people-first ways.

If you’re unsure whether your current approach is truly inclusive, or if strong hires haven’t stayed as long as expected, it might be time to review what happens after the offer.

We’d be happy to help. For more information about how we can support your organisation in making onboarding more inclusive, or to enquire about our post-placement mentoring or employer brand advisory service, get in touch.