0 (0.0%) 0 (0.0%) 0 (0.0%) Sikh 40 (100%) 62 (100%) 26 (100%) Total The College is confident, but not complacent, in its approach to recruitment and selection in terms of embracing and valuing the different characteristics of applicants for vacant roles. All advertisements, whether online or in print media, continue to contain an equal opportunities statement to encourage applications from under-represented and minority ethnic groups, and this has been the case for a number of years. In comparison with the demography of Kirklees, the applicant profile indicates that we are continuing to receive a healthy number of applications from ethnic groups, although we are conscious that this could still be improved. In 2015/16 we introduced an online recruitment portal through which individuals can apply for advertised positions. In the 2016/17 academic year we have monitored the impact of this fundamental change and overall we believe that we are receiving better quality applications, as the portal lends itself to applications being directly correlated to the requirements set out on person specifications. We are sensitive to the likely pool of applicants for particular roles and we assess each role and any necessary adjustments to the associated application process, especially those roles that would not naturally involve use of IT skills (e.g. cleaning and invigilation positions). Figure 13 below details the number of applicants obtaining vacancy information from different media sources. Figure 13 Advertising Data Number and % of Number and % of Number and % of Vacancy Source Applicants 2014/15 Applicants 2015/16 Applicants 2016/17 Job Centre 9 (1.4%) 0 (0.0%) 1 (0.2%)
Sikh 0 (0.0%) 0 (0.0%) 0 (0.0%) Total 40 (100%) 62 (100%) 26 (100%) The College is confident, but not complacent, in its approach to recruitment and selection in terms of embracing and valuing the different characteristics of applicants for vacant roles. All advertisements, whether online or in print media, continue to contain an equal opportunities statement to encourage applications from under-represented and minority ethnic groups, and this has been the case for a number of years. In comparison with the demography of Kirklees, the applicant profile indicates that we are continuing to receive a healthy number of applications from ethnic groups, although we are conscious that this could still be improved. In 2015/16 we introduced an online recruitment portal through which individuals can apply for advertised positions. In the 2016/17 academic year we have monitored the impact of this fundamental change and overall we believe that we are receiving better quality applications, as the portal lends itself to applications being directly correlated to the requirements set out on person specifications. We are sensitive to the likely pool of applicants for particular roles and we assess each role and any necessary adjustments to the associated application process, especially those roles that would not naturally involve use of IT skills (e.g. cleaning and invigilation positions). Figure 13 below details the number of applicants obtaining vacancy information from different media sources. Figure 13 Advertising Data Vacancy Source Number and % of Applicants 2014/15 Number and % of Applicants 2015/16 Number and % of Applicants 2016/17 Job Centre 9 (1.4%) 0 (0.0%) 1 (0.2%)
Equality_and_Diversity_Report_2017v2.docx