Inclusive recruitment

Although training plays an important part, and with it that understanding of bias, stereotypes, assumptions and behaviours, the focus needs to be on removing bias from systems and processes and not simply focusing on removing bias from individuals via training.

In terms of fair and inclusive recruitment, bias has a greater impact on people from underrepresented backgrounds and those with protected characteristics which results in a lack of diversity within the workforce.

Current national outlook

Source: Workforce Disability Equality Standard 2022 data analysis report (Contact NHSE WDES team on england.wdes@nhs.net for 2023 publications)

Source: Workforce Disability Equality Standard 2021

Current local outlook

• All racialised groups are less likely to be employed in Greater Manchester
• Pakistani and Bangladeshi people, especially women, are least likely to be employed
• There are significant pay differences between white and racialised groups, particularly for people from Pakistani and Bangladeshi backgrounds
• The employment rate for black men is 71% compared to 81% for white men
• White women are twice as likely to be employed than Bangladeshi and Pakistani women

Source: Race Equality in Greater Manchester report

Strategies to promote inclusive recruitment

Even making small changes to processes can impact on who applies and is selected for a role. It helps improve the candidate experience thereby creating a positive image of the organisation and it being viewed as an attractive place to work.

Prior to commencement of recruitment process

• Analyse the composition of your current workforce to see how it compares to local population demographics
• Look at demographics in relation to banding, promotions and secondments

Review job description

• Scrutinise what is essential to the role, research suggests aiming for no more than six essential criteria for a role
• Is prior experience essential? Consider what can be learnt on the job
• Language – certain phrases appeal more to men than women and other words will deter some applicants https://gender-decoder.katmatfield.com
• Use of the word ‘fit’ this is not objective or measurable and therefore allows biases to creep in
• Value of lived experience as alternative to professional experience or educational qualifications

Advertising

• Review where adverts are currently posted and consider alternative channels – community groups/local job fairs
• Develop short video ‘in the day of’ to promote role
• Promote flexible working options including less than full-time hours will be considered

Shortlisting

• Three-person shortlisting panel
• Use essential criteria benchmark for scoring
• Panel independently score prior to meeting as a group to minimise the effect of group influence

Interview

• Think about and write a model answer for each question so panel members have a clear understanding of what a good answer is
• Consider the use of a working interview or skills-based assessment
• Ahead of the interview send copies of the questions to candidates
• Be mindful of how non-verbal signals can be misinterpreted and the impact the panel may have on the performance of the candidate
• Avoid scheduling too many interviews in one day

Deciding who to appoint

• Panel members score independently
• Recognise and challenge bias, judging different types of people more harshly using the same criteria (this is more prevalent when interviewing and scoring women and BME candidates)
• Chair of the panel uses their position to facilitate the discussion and ensure all panel members have the opportunity to put forward their views; encourage diversity in thinking
• Stick to the criteria!
• Beware of making decisions based on a candidate having more qualifications or experience
• Embed accountability process around rationalising why a candidate hasn’t been appointed with decisions held to account
• Offer constructive feedback to all candidates, with clear areas for development

Recruiting & Supporting People with Criminal Records

People with criminal records face particular barriers to securing employment, even when their offences are a long way in the past. Many people with offending want to work in jobs that make use of their experience, however, and securing reliable employment is a really important element in not re-offending. Employers feedback on people they recruit with historic criminal records is also overwhelmingly positive, demonstrating how this ‘untapped workforce’ could bring a lot of value to their employers.

One of the key barriers is the ‘Disclosure and Barring Service’ or DBS check. As part of the Changing Futures multiple disadvantage response programme in 2023, people with experience of the criminal justice system shared their stories. They talked about how DBS criminal records checks hadn’t just blocked their ability to give back through roles in public services, but had retraumatised and stigmatised them.

Inspired by these experiences, a project group brought together as part of the Good Lives GM System Shifting Experiment has gathered good practice from multiple Greater Manchester employers that gives people a fair say in DBS checks. These resources explore the what and why of how DBS checks can be done better during the application stage, when something is flagged during a check, and following whatever decision is taken about it.

Useful Resources:

• Summary of Recommendations
• Key Stages of the Process
• Good Practice Examples

Useful links and resources

• Inclusive Recruitment for Young Adults
• A guide to inclusive recruitment for employers
• Confident with difference
• De-biasing recruitment
• Employing disabled workers in adult social care and health: a guide for employers
• Hidden Talents: refugee and asylum seeker community recruitment
• Inclusive recruitment case studies
• Local results for every organisation
• NHS equality, diversity, and inclusion improvement plan
• NHS Practitioners Guide If Your Face Fits
• No More Tick Boxes: A review of the evidence on how to make recruitment and career progression fairer
• Pathways into training, volunteering and employment for people with personal experience of multiple disadvantage in Manchester
• Supporting a diverse workforce
• The Inclusive Recruitment Toolkit: Workforce Transformation
• The size and structure of the adult social care workforce in England: Workforce supply and demand trends 2022/23
• Unconscious bias training: an assessment of the evidence for effectiveness
• Updated guidance on recruitment of young people
• Equality Impact Assessment (EQIA): equality analysis template and guidance