Recruitment and selection process equality implications at different stages – 1. Writing a job description and person specification Possible impact / issue (both positive and Equality groups Mitigating actions Status negative) impacted ALL Clear online guidelines for recruiting mangers on how Completed Having rigid requirements (especially “essential the pool of applicants and to write a job description. criteria”) could narrow discourage applicants from non-traditional backgrounds. Encourage the better use of desirable criteria. Ongoing Review the recruitment guide (for all actions). Resourcing officers to review job descriptions prior to Ongoing publication and make recommendations to improve wording. Incorporate into JD how competencies/skills will be Not yet assessed i.e application/interview/presentation. started. Younger people with talent or those from other Young people Continue to ensure person specification does not Ongoing sectors may be excluded by requirements on specify the years of experience. Resourcing officers certain length of experiences. to ensure terminology is appropriate. How to write job description guidelines to reflect this. Completed Deliver interview skills training masterclass which will Dates to be include linking recruitment to the equality act confirmed 2. Advertisement what it says and where we advertise – Possible impact / issue (both positive and Equality groups Mitigating actions Status negative) impacted BME staff, disabled staff and women in senior All Work with TMP to ensure that all avenues for reaching Ongoing positions are under-represented when considering diverse communities are utilised via publications, online, social media.
Recruitment and selection process – equality implications at different stages 1. Writing a job description and person specification Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Status Having rigid requirements (especially “essential criteria”) could narrow the pool of applicants and discourage applicants from non-traditional backgrounds. ALL Clear online guidelines for recruiting mangers on how to write a job description. Encourage the better use of desirable criteria. Review the recruitment guide (for all actions). Resourcing officers to review job descriptions prior to publication and make recommendations to improve wording. Incorporate into JD how competencies/skills will be assessed i.e application/interview/presentation. Completed Ongoing Ongoing Not yet started. Younger people with talent or those from other sectors may be excluded by requirements on certain length of experiences. Young people Continue to ensure person specification does not specify the years of experience. Resourcing officers to ensure terminology is appropriate. How to write job description guidelines to reflect this. Deliver interview skills training masterclass which will include linking recruitment to the equality act Ongoing Completed Dates to be confirmed 2. Advertisement – what it says and where we advertise Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Status BME staff, disabled staff and women in senior positions are under-represented when considering All Work with TMP to ensure that all avenues for reaching diverse communities are utilised via publications, online, social media. Ongoing
Equality-Analysis-P-P-2020-Recruitment-for-consultation.docx