process or support once appointed and this may discourage Promote two ticks and guarantee interview Ongoing them from applying. scheme. Include paragraph for reasonable adjustments Ongoing when inviting to interview or selection event. Some disabled candidates may require different formats for Disabled Review on the web Ongoing what’s application. people Diversity jobs helpline supports applicants. Job site has speak this page Manual hard copy available 4. Shortlisting (moving to online) Possible impact / issue (both positive and negative) Equality Mitigating actions Timing and groups progress impacted Data in the Staff Compendium shows a bias to recruiting BME people Offer unconscious bias training. Will be an Available white applicants and female applicants both shortlisting Men updated E&D online training which is – and appointment stage mandatory. Part of Examine the data to find where this happens collation of – grade, role analysis. annual staffing Shortlisting to include 2 or more people. statistics External panel member (as impartial body in Ongoing decision making). Ongoing Disabled and female applicants may have a gap in CV due Disabled Address this in the guidance Work in to disability or childcare and this could be negatively people Unconscious bias training for recruiting progress perceived. Trans people may have a period away from work Women managers. while transitioning. Trans people It is widely reported that applicants with BME names are BME people, Training on unconscious bias available. Currently less successful compared with white applicants with people with Monitor the data and address with managers if available. equivalent CV in the shortlisting process. religion and there is an issue. faith Consider numbering candidates rather than Work in naming (phase 2 new HR online) progress. – Comparing 2 applicants at a time has been shown to decrease this occurring. Positive action targets 5. Selection
process or support once appointed and this may discourage them from applying. Promote two ticks and guarantee interview scheme. Include paragraph for reasonable adjustments when inviting to interview or selection event. Ongoing Ongoing Some disabled candidates may require different formats for application. Disabled people Review what’s on the web Diversity jobs helpline supports applicants. Job site has speak this page Manual hard copy available Ongoing 4. Shortlisting (moving to online) Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Timing and progress Data in the Staff Compendium shows a bias to recruiting white applicants and female applicants – both shortlisting and appointment stage BME people Men Offer unconscious bias training. Will be an updated E&D online training which is mandatory. Examine the data to find where this happens – grade, role analysis. Shortlisting to include 2 or more people. External panel member (as impartial body in decision making). Available Part of collation of annual staffing statistics Ongoing Ongoing Disabled and female applicants may have a gap in CV due to disability or childcare and this could be negatively perceived. Trans people may have a period away from work while transitioning. Disabled people Women Trans people Address this in the guidance Unconscious bias training for recruiting managers. Work in progress It is widely reported that applicants with BME names are less successful compared with white applicants with equivalent CV in the shortlisting process. BME people, people with religion and faith Training on unconscious bias available. Monitor the data and address with managers if there is an issue. Consider numbering candidates rather than naming (phase 2 – new HR online) Comparing 2 applicants at a time has been shown to decrease this occurring. Positive action targets Currently available. Work in progress. 5. Selection