6 /Recruitment Processes Redress Imbalances
College/provider recruitment processes, including the deployment of recruitment companies, to proactively redress imbalances in the ethnic diversity of leadership at all levels.
Stage 1
6.1a
How does the institution ensure it meets its duty to ensure that its recruitment processes* are anti-racist?
6.1b
How does the institution take positive action to redress imbalances in the ethnic diversity of leadership?
Stage 2
6.2a
How are institutional statements on race equality and ethnic diversity implemented through recruitment processes? Is the commitment to support race equality reflected through all job descriptions?
6.2b
How does the institution ensure that staff and ‘gatekeepers’** involved in recruitment are skilled in implementing processes that are anti-racist?
6.2c
How does the institution ensure that ‘external experts’ supporting recruitment and workforce development demonstrate a commitment to anti-racism?
6.2d
How does the institution enhance career development opportunities for black staff, and support them to succeed in their roles?
6.2e
How do leaders ensure that the institution’s workforce is reflective of its current and future ethnic profile, at all levels?
* ’Recruitment processes’ refers to all stages of recruitment to a role i.e. person/search specifications, advertising/commissioning, application process, long/ shortlisting, interview/assessment centres, appointment, on-boarding/induction, etc.
** ‘Gatekeepers’ refers to people in roles that restrict or enable individual opportunities, choices and/or destinations (e.g. communications teams, search companies, appointment panels, etc.)