EDI - Inclusive Recruitment and Selection

In-depth Knowledge Section 1:Inclusive Recruitmentand Selection

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Bias

Being an upstander

Harassment

Power

Privilege

Discrimination

Inclusivity

Diversity

Equity

Inclusive recruitment and selection

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Findings from the European Commission SheFigures Report 2021

What is the problem?

But only

26.2%

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

more than

40%

of academic staff on average were represented by women

48%

of academic staff were represented by women

almost

of professors were women

only

30%

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

At the EU level, in 2018:

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Findings from the European Commission SheFigures Report 2021

24.5%

of board leaders were women

31.1%

of board members were women

less than

25%

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

In 2019 in the EU

What is the problem?

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24.5%

of board leaders were women

31.1%

of board members were women

less than

25%

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

In 2019 in the EU

What is the problem?Findings from the European Commission SheFigures Report 2021

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2016

2022

12%

But only

20%

of academic staff with known ethnicity were from ethnic minority backgrounds

of professors were from ethnic minority backgrounds

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

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

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

Work

34% felt racially discriminated against when looking for a job

39%

45%

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

Racial discrimination

What is the problem?

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18.2%

38.6%

and the smallest gap is Portugal

Ireland has the biggest gap of

The EU average is 24.4%

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

Employment rates of persons with disabilities in the EU Member States

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

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

The recruitment cycle

Assessing Candidates

Shortlisting

Sourcing applicants

Designing the job

Making a selection

BiasDiscriminationPrivilegePower

Assessing Candidates

Shortlisting

Sourcing applicants

Designing the job

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Making a selection

We can counteract this by…

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

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

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

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

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

Our biases, privilege and power skew how we evaluate candidates

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

Bias, privilege and power are reflected in how…

Making a selection

Shortlisting Assessing candidates

Designing the job Sourcing applicants

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They/them

SME

CPD

Competitive/Supportive

Job Advert

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?

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?

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

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APPLY

Job Application Form

APPLY

Job Application Form

Job Application Form

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?

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?

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

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Job

Job

Job

Job

Job

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?

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

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