- All jobs are through open recruitment apart from very exceptional cases. Examples of very exceptional cases are projects that need particular specialist skills. You can look at CECF’s EDI policy to see some examples of exceptional cases. You can also have selective recruitment under the Equality Act.For example, a women’s organisation can ask for applications only from women, if they qualify for this under the Equality Act provision.
- All recruitment documents have to be accessible as far as possible. Format, language and images should not be excluded. Make sure images are relevant to the local environment.
- The potential role needs to be reviewed carefully to ensure there are no nonessential requirements that could exclude, for example, a requirement to have a driving licence when this is not an essential part of the job and could mean people with certain disabilities could not apply.
These requirements could be used if they are essential to the job, for example, shift work in care roles which does not allow for flexi-time.
- Ensure commitment is made to advertise widely and not just to known networks. This does not necessarily mean paying for advertising, but it does mean a process to ensure that job advertisements reach diverse sections of the local community.
- Clear, unbiased criteria should be used for decision-making and recording the process.
For example, developing a person specification that can be used to score applications and interviews. Individual personal knowledge should not be used to influence the process.
- It may be advisable to take positive action to reach under-represented groups. Positive action allows additional help under the Equality Act for groups that share a ‘protected characteristic’.It is provided in order to level the playing field.Please see the guidance link at the end of the transcript for Government guidance on positive action. This also explains positive discrimination which is not legal.
- You will need to record processes so that these processes can be reviewed to show recruitment was carried out fairly. For example, you could have scoresheets at interviews, and score applicants according to how they meet criteria laid out in the person specification. These scoresheets will then be evidence of a fair process applied in the same way to all.