Equality analysis form Full Equality Analysis 1. Name of the activity (strategy, policy or practice etc) Recruitment project as part of the Performance 2020 programme of work. 2. What is the aim of the activity (objective or purpose)? Attracting and recruiting talented people to our organisation is vital to achieving our strategic ambitions. The aim of this project is to attract, recruit and appoint high quality people who fit with our values, in a fair, systematic, efficient way which provides equality of opportunity for all applicants, and enables us to create and maintain a diverse workforce. We also want to create the right environment for new starters to feel welcome and prepared for their new career at UWE, enabling speedy integration and role effectiveness. 3. If amending a current activity, what changes are proposed? The project aims to review and improve the following areas of recruitment and selection processes: Writing a job description and person specification Advertisement – what it says and where we advertise Application process Shortlisting Selection Interview / case study / presentation / group discussion Psychometric testing Appointment – how salary is decided Induction / onboarding 4. Who is responsible for developing and delivering the activity? Rachel Mylrea (Head of HR Services), Andrea Barnes (OD Consultant), Resourcing managers, supported by HRBPs and OD Advisers 5. What measures will be used to assess whether the activity is successful? Benchmark Performance Indicators (taken from Staffing Statistics Page 25). Applicant feedback Staff turnover Uptake of Guaranteed Interview Scheme 6. Does the activity have a potentially adverse impact on equality groups, in terms of employment issues and/or service delivery for students and/or staff? In the table below, please give evidence to support your yes or no answers. If the answer is not known, indicate how you will source evidence. Meeting the public sector equality duty Please also use the table below to demonstrate whether the activity has the potential to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. Please use the ‘no’ column to highlight your responses.
Recruitment and selection process – equality implications at different stages 1. Writing a job description and person specification Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Status Having rigid requirements (especially “essential criteria”) could narrow the pool of applicants and discourage applicants from non-traditional backgrounds. ALL Clear online guidelines for recruiting mangers on how to write a job description. Encourage the better use of desirable criteria. Review the recruitment guide (for all actions). Resourcing officers to review job descriptions prior to publication and make recommendations to improve wording. Incorporate into JD how competencies/skills will be assessed i.e application/interview/presentation. Completed Ongoing Ongoing Not yet started. Younger people with talent or those from other sectors may be excluded by requirements on certain length of experiences. Young people Continue to ensure person specification does not specify the years of experience. Resourcing officers to ensure terminology is appropriate. How to write job description guidelines to reflect this. Deliver interview skills training masterclass which will include linking recruitment to the equality act Ongoing Completed Dates to be confirmed 2. Advertisement – what it says and where we advertise Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Status BME staff, disabled staff and women in senior positions are under-represented when considering All Work with TMP to ensure that all avenues for reaching diverse communities are utilised via publications, online, social media. Ongoing
the local and customer (i.e. student) demographics. Build relationships with local contacts (e.g. Voscur etc). Develop our external web pages to sell benefits of working at UWE – use staff stories to achieve this. Resourcing Officers speak to managers to advise on how best to reach diverse communities. Advertise in Diversity Jobs. Use Staff Networks to promote jobs HRBP’s to work with Executives to set and achieve targets arising from annual staffing statistics. Ongoing In progress Ongoing Ongoing Ongoing Ongoing Ongoing Some recruitment agencies or search firms may not provide a shortlist with a mix of diverse candidates. All Ensure that E&D policies of agencies aligned to our values and aspirations. Ask for the long list if necessary. Develop relationships with agency so that they understand our culture and aspiration. Not yet started Ongoing Ongoing Some applicants may not regard UWE as an attractive and inclusive workplace and the pool of candidates may not be the widest. All Consider our employer brand and promote benefits and commitment to inclusivity – display our accreditions on all adverts and emails. Promote staff networks Provide staff stories from diverse groups on the website. Support international relocation and onboarding. Seek candidate feedback Ongoing Ongoing Not yet started Ongoing Ongoing 3. Application process Possible impact / issue (both positive and negative) Equality groups impacted Mitigating actions Status There is a perception some jobs are not open for those who would like to work part-time or job share (in particular, those with caring responsibilities, some disabled people, some people with religious commitments etc) and there could be more challenges for flexible working or job shares for senior roles. Women Disabled people Older people People with caring responsibility All jobs are open to job share unless specific business reasons for this not working. Resourcing Officers to sense check this. Training for managers in part-time/flexible working. Completed Ongoing Disabled candidates may not be able to find information regarding reasonable adjustment for the recruitment Disabled people Review information for candidates – specific documents and the website Work in progress