Recommendations for developing a socio-economic strategy. Activities at each level are related, but distinguished by scale, detail or commitment.
Apply the same approaches outlined below to recruitment of freelancers and artists or when commissioning work.
Ensure messages in marketing materials have wide appeal – e.g. ‘we’re looking for potential rather than experience’.
Advertise for skills and capabilities and not qualifications, where possible, as this can create unnecessary barriers. Focus on essential criteria only.
Be clear about the application process and what is assessed at each stage.
Publish salary in listings, e.g. avoid ‘fee commensurate with skills’.
Include role models from a variety of backgrounds in your promotional and induction materials
Offer applicants the opportunity to create content to demonstrate their interest in the role (e.g. video, art work). Or link to their portfolio.
Recruit from non-fee paying schools, Further Education colleges, post-1992 universities and newer universities that have more diversity in their student bodies.
Be transparent about eligibility criteria and the broad achievements of successful applicants for similar roles (e.g. typical A level or technical qualification grades or degrees). Consider what qualifications are actually essential to do the job, if any.
Ensure hiring decisions give due consideration to diversity, even when time sensitive. For example:
- put in place a minimum time-frame for recruitment (when hiring becomes “Who is available now? Who can we hire easily and quickly?“ it is not a favourable environment for an underrepresented candidate, and you end up with a team built of those who were easiest for you to hire)
- include your HR team for every large-scale recruitment project (or redundancy role mapping exercise) so that the process has a D&I lens across it.
- connect with trade associations and representative bodies to access diverse talent pools
- ensure shortlist is diverse before going to interview
Make interviews open and transparent by giving candidates as much advance information as possible.
Be open to offer additional support to those from low-income backgrounds. Consider options to pay in advance for: travel costs, caring costs, expenses.
Recommendations for optimising your approach. Activities at each level are related, but distinguished by scale, detail or commitment.
Partner with fellow organisations to understand how applicants from different demographics respond to marketing materials.
Work with external organisations, careers services, further education colleges, university faculties and other experts to design events, programmes and digital activities that engage under-represented groups.
Offer applicants the opportunities to see an activity relating to the role (ie. a show or exhibition) prior to their interview.
Run open days and webinars for applicants to learn more about the available roles
Ensure everyone who has responsibility to recruit within your business is aware of how to hire from the maximum pool of talent and use recruitment platforms that target diverse staff.
Have diverse interview panels, with representation across the differing levels of the organisation.