ARE YOU EXCLUDING TALENT? Bindi Dholakia, CPsychol
Jan 05, 2016
ARE YOU EXCLUDING TALENT?
Bindi Dholakia, CPsychol
Objectives
Explore how your recruitment process could unintentionally exclude talent.
Understand what interventions or changes may be required to ensure robustness and fairness.
Selection Criteria
Are your criteria/competencies relevant and inclusive?
Could the language you use unintentionally turn off prospective applicants?
Example 1
Minimum requirement: 2:1 degree, any discipline
Duration: 2 years
Starting Salary: £25,000 plus a £2,500 graduate allowance
Location: National mobility required
Example 2
Graduate Programme Minimum criteria:
At least a 2:1 degree classification in any discipline
We expect a minimum of 2As and 1B at A-Level
B in GCSE Maths and English
Geographically mobile
Example 3
“Mumbles, stumbles, and speaks unclearly”.
“Speaks very clearly and articulately during the entire interview”
Website
What information do you include?
Who is featured on your website?
Is there a disabled graduate profile?
Example 4
Meet our graduates
There’s no better way to find out what our graduate scheme is really like than by hearing what people on the scheme have to say about it.
Watch four of our current graduates talking about the scheme:
Chris, James, Jen, Miranda
Application Process
Is your on-line application process fully accessible?
Do you screen graduates on a first come first served basis, or after a deadline?
Assessment Centres
Assessment Centre
Have you considered the micro-inequities in your AC process?
Extra time for exercises often means missing time away from the other graduates.
The lack of social interaction can hamper the performance of disabled graduates.
Unconscious/Implicit Bias
Research shows implicit bias is most prevalent for disability.
Making reasonable adjustments can reinforce unconscious bias from assessors.
Can lead to micro inequities in behaviour.
If you would like to talk to us further, please get in touch:
Phone: 01235 868772, 07900 998376
www.fairwaygroup.co.uk