EDI - Inclusive Recruitment and Selection

In-depth Knowledge Section 1:Inclusive Recruitmentand Selection

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Inclusive recruitment and selection

Equity

Inclusivity

Diversity

Privilege

Power

Bias

Discrimination

Being an upstander

Harassment

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What is the problem?

Findings from the European Commission SheFigures Report 2021

UK Higher Education Statistics Agency data from 2021-22 academic year

At the EU level, in 2018:

almost

more than

40%

48%

of academic staff were represented by women

of academic staff on average were represented by women

But only

only

26.2%

of those holding Grade A (equivalent to a full professor) positions were women

30%

of professors were women

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What is the problem?

Findings from the European Commission SheFigures Report 2021

In 2019 in the EU

less than

25%

31.1%

24.5%

of heads of institutions in the higher education sector were represented by women

of board members were women

of board leaders were women

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What is the problem?

Findings from the European Union Agency for Fundamental Rights (FRA) Report 2023

UK Higher Education Statistics Agency data from 2021-22 academic year

Racial discrimination

Work

45%

2022

20%

of academic staff with known ethnicity were from ethnic minority backgrounds

39%

But only

2016

Respondents said they experienced racial discrimination in the 5 years before the survey, which was conducted in 2022.

34% felt racially discriminated against when looking for a job

31% felt racially discriminated against at work in the 5 years before the survey

12%

of professors were from ethnic minority backgrounds

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The chasm between employment rates of persons with disabilities and without disabilities – the ‘disability employment gap’ – is clear and varies widely.

Employment rates of persons with disabilities in the EU Member States

Less than 40% From 40 to 55% From 55 to 65%

The EU average is 24.4%

Ireland has the biggest gap of

38.6%

and the smallest gap is Portugal

18.2%

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The recruitment cycle

Designing the job

Designing the job

Sourcing applicants

Sourcing applicants

Bias Discrimination Privilege Power

Making a selection

Making a selection

Shortlisting

Shortlisting

Assessing Candidates

Assessing Candidates

What can we do to embed inclusive practice into the recruitment cycle?

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Bias, privilege and power are reflected in how…

We can counteract this by…

We create criteria that fits with our preconceived idea of the type of person we are looking for

Instead of character traits advertise for behaviours that can be evidenced Placing job adverts where they are more likely to be seen by people from marginalised groups

Designing the job Sourcing applicants

We feel comfortable using talent sources that have worked in the past

Shortlisting Assessing candidates

Conducting anonymous shortlisting Requiring panel members toscore/evaluate candidates independently before discussing them as a group

Our biases, privilege and power skew how we evaluate candidates

Making a selection

Explicitly discussing whether the panelis confident that bias, privilege, and power have played no part in decidingwho to offer the job to

We go with our ‘gut feeling’ as to who is the ‘best fit’

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What hidden messages might we be giving throughout the recruitment cycle in relation to.....

They/them

Job Advert

Competitive/Supportive

CPD

SME

The language we use

• Is the language used gender-neutral?
• Does the language used avoid stereotypes?
• Does the language used avoid jargon and acronyms – words, phrases, or abbreviations that may not be understood by all?

The images we use

• Do the images used accurately reflect the culture of YUFE/your institution?
• Do the images on your website avoid stereotypes?
• Do the images demonstrate realistic diversity?

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What hidden messages might we be giving throughout the recruitment cycle in relation to.....

Job Application Form

Job Application Form

Job Application Form

APPLY

APPLY

The information we ask from candidates

• Are you sure that every piece of information you ask candidates to provide is relevant?
• How do you support trans applicants in providing necessary documentation?
• Have you considered including equity, diversity, and inclusivity-related questions in interviews?

How accessible the recruitment process is

• Are all elements of the recruitment and selection process equally accessible to everyone?
• Do you offer more than one way to apply for a job to accommodate those with different disabilities?
• Do you offer different days/times of day for candidates to choose to be interviewed?
• Are you equipped to adjust the process for candidates with a disability?

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What hidden messages might we be giving throughout the recruitment cycle in relation to.....

Job

Job

Job

Job

Job

The culture of the workplace

• What do you say about the environment in which the candidate will work?
• (How) are your institutional values represented in recruitment material?
• How are the words you say translated into actions?

What we say and do about diversity

• What do you say about wanting to attract, recruit, develop, and retain diverse talent?
• How do you recognise different educational backgrounds?
• Do you advertise jobs in places that people from diverse backgrounds are likely to access?

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