Developing
Activities at each level are related, but distinguished by scale, detail or commitment.
Ensure messages in marketing materials have wide appeal – e.g. ‘we’re looking for potential rather than experience’.
Advertise for skills and not qualifications, which can create barriers for applicants.
Be clear about the application process and what is assessed at each stage.
Include role models from a variety of backgrounds.
Recruit from schools, FE colleges and universities that have diversity in their student bodies.
Design engagement activities that connect directly with a school, college or university’s curriculum so that opt-in does not depend wholly on students’ existing interests.
Choose which student societies and/or community groups to sponsor with careful regard to the demographics that this may reach.
Be transparent about eligibility criteria and the broad achievements of successful applicants for similar roles (for example, typical A level or technical qualification grades).
Optimising
Activities at each level are related, but distinguished by scale, detail or commitment.
Advertise definitions of competences sought, and the characteristics of those who progress in the organisation.
Undertake market research to understand how applicants from different demographics respond to marketing materials, to inform future development.
Work with external organisations, careers services, specific faculties and other experts to design events, programmes and digital activities that engage under-represented groups.
Create inclusive online environments that give applicants detail on application processes and hiring approaches to support diversity and inclusion.