the local and customer (i.e. student) Build relationships with local contacts (e.g. Voscur Ongoing demographics. etc). Develop our external web pages to sell benefits of In progress working at UWE use staff stories to achieve this. – Resourcing Officers speak to managers to advise on Ongoing how best to reach diverse communities. Ongoing Advertise in Diversity Jobs. Ongoing Use Staff Networks to promote jobs Ongoing to work with Executives to set and achieve Ongoing HRBP’s targets arising from annual staffing statistics. Some recruitment agencies or search firms may All Ensure that E&D policies of agencies aligned to our Not yet not provide a shortlist with a mix of diverse values and aspirations. started candidates. Ask for the long list if necessary. Ongoing Develop relationships with agency so that they Ongoing understand our culture and aspiration. Some applicants may not regard UWE as an All Consider our employer brand and promote benefits Ongoing attractive and inclusive workplace and the pool of and commitment to inclusivity display our – candidates may not be the widest. accreditions on all adverts and emails. Promote staff networks Ongoing Provide staff stories from diverse groups on the Not yet website. started Support international relocation and onboarding. Ongoing Seek candidate feedback Ongoing 3. Application process Possible impact / issue (both positive and negative) Equality Mitigating actions Status groups impacted There is a perception some jobs are not open for those who Women All jobs are open to job share unless specific Completed would like to work part-time or job share (in particular, those Disabled business reasons for this not working. with caring responsibilities, some disabled people, some people Resourcing Officers to sense check this. Ongoing people with religious commitments etc) and there could be Older people Training for managers in part-time/flexible more challenges for flexible working or job shares for senior People with working. roles. caring responsibility Disabled candidates may not be able to find information Disabled Review information for candidates specific Work in – regarding reasonable adjustment for the recruitment people documents and the website progress
the local and customer (i.e. student) demographics. Build relationships with local contacts (e.g. Voscur etc). Develop our external web pages to sell benefits of working at UWE – use staff stories to achieve this. Resourcing Officers speak to managers to advise on how best to reach diverse communities. Advertise in Diversity Jobs. Use Staff Networks to promote jobs HRBP’s to work with Executives to set and achieve targets arising from annual staffing statistics. Ongoing In progress Ongoing Ongoing Ongoing Ongoing Ongoing Some recruitment agencies or search firms may not provide a shortlist with a mix of diverse candidates. All Ensure that E&D policies of agencies aligned to our values and aspirations. Ask for the long list if necessary. Develop relationships with agency so that they understand our culture and aspiration. Not yet started Ongoing Ongoing Some applicants may not regard UWE as an attractive and inclusive workplace and the pool of candidates may not be the widest. All Consider our employer brand and promote benefits and commitment to inclusivity – display our accreditions on all adverts and emails. Promote staff networks Provide staff stories from diverse groups on the website. Support international relocation and onboarding. Seek candidate feedback Ongoing Ongoing Not yet started Ongoing Ongoing 3. Application process Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Status There is a perception some jobs are not open for those who would like to work part-time or job share (in particular, those with caring responsibilities, some disabled people, some people with religious commitments etc) and there could be more challenges for flexible working or job shares for senior roles. Women Disabled people Older people People with caring responsibility All jobs are open to job share unless specific business reasons for this not working. Resourcing Officers to sense check this. Training for managers in part-time/flexible working. Completed Ongoing Disabled candidates may not be able to find information regarding reasonable adjustment for the recruitment Disabled people Review information for candidates – specific documents and the website Work in progress
Equality-Analysis-P-P-2020-Recruitment-for-consultation.docx