Equality analysis form Full Equality Analysis 1. Name of the activity (strategy, policy or practice etc) Recruitment project as part of the Performance 2020 programme of work. 2. What is the aim of the activity (objective or purpose)? Attracting and recruiting talented people to our organisation is vital to achieving our strategic ambitions. The aim of this project is to attract, recruit and appoint high quality people who fit with our values, in a fair, systematic, efficient way which provides equality of opportunity for all applicants, and enables us to create and maintain a diverse workforce. We also want to create the right environment for new starters to feel welcome and prepared for their new career at UWE, enabling speedy integration and role effectiveness. 3. If amending a current activity, what changes are proposed? The project aims to review and improve the following areas of recruitment and selection processes: Writing a job description and person specification Advertisement what it says and where we advertise – Application process Shortlisting Selection Interview / case study / presentation / group discussion Psychometric testing Appointment how salary is decided – Induction / onboarding 4. Who is responsible for developing and delivering the activity? Rachel Mylrea (Head of HR Services), Andrea Barnes (OD Consultant), Resourcing managers, supported by HRBPs and OD Advisers 5. What measures will be used to assess whether the activity is successful? Benchmark Performance Indicators (taken from Staffing Statistics Page 25). Applicant feedback Staff turnover Uptake of Guaranteed Interview Scheme 6. Does the activity have a potentially adverse impact on equality groups, in terms of employment issues and/or service delivery for students and/or staff? In the table below, please give evidence to support your yes or no answers. If the answer is not known, indicate how you will source evidence. Meeting the public sector equality duty Please also use the table below to demonstrate whether the activity has the potential to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. Please use the ‘no’ column to highlight your responses.
Equality analysis form Full Equality Analysis 1. Name of the activity (strategy, policy or practice etc) Recruitment project as part of the Performance 2020 programme of work. 2. What is the aim of the activity (objective or purpose)? Attracting and recruiting talented people to our organisation is vital to achieving our strategic ambitions. The aim of this project is to attract, recruit and appoint high quality people who fit with our values, in a fair, systematic, efficient way which provides equality of opportunity for all applicants, and enables us to create and maintain a diverse workforce. We also want to create the right environment for new starters to feel welcome and prepared for their new career at UWE, enabling speedy integration and role effectiveness. 3. If amending a current activity, what changes are proposed? The project aims to review and improve the following areas of recruitment and selection processes: Writing a job description and person specification Advertisement – what it says and where we advertise Application process Shortlisting Selection Interview / case study / presentation / group discussion Psychometric testing Appointment – how salary is decided Induction / onboarding 4. Who is responsible for developing and delivering the activity? Rachel Mylrea (Head of HR Services), Andrea Barnes (OD Consultant), Resourcing managers, supported by HRBPs and OD Advisers 5. What measures will be used to assess whether the activity is successful? Benchmark Performance Indicators (taken from Staffing Statistics Page 25). Applicant feedback Staff turnover Uptake of Guaranteed Interview Scheme 6. Does the activity have a potentially adverse impact on equality groups, in terms of employment issues and/or service delivery for students and/or staff? In the table below, please give evidence to support your yes or no answers. If the answer is not known, indicate how you will source evidence. Meeting the public sector equality duty Please also use the table below to demonstrate whether the activity has the potential to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. Please use the ‘no’ column to highlight your responses.
Equality-Analysis-P-P-2020-Recruitment-for-consultation.docx