Inclusive recruitment and selection

We are committed to supporting an inclusive and diverse museum sector that prioritises fair working conditions and workforce wellbeing for everyone who works in and with museums, including employees, apprentices, paid internships, volunteers, consultants and freelancers.

By applying inclusive practices, we create the conditions for success for all, rather than just for some.

On these pages we highlight some of the basic steps an organisation can take to implement more inclusive recruitment and selection practices. It is important to note that this guidance is only a starting point – we need to ensure that throughout the entire life cycle, every procedure from induction to exit (and the organisational leadership and culture) should put inclusive practice at its heart.

At the end of this guidance we have included a glossary of terms and further resources to support your journey.

The Museums Association’s Code of Ethics for Museums states in point 3.7 that ‘organisations should abide by a fair, consistent, and transparent workforce policy for all those working in the museum, including those in unpaid positions’. This includes work around recruitment and selection, and scenarios in which those processes form part of a restructuring or redundancy programme.

The guidance

1. Defining our terms
2. Process review
3. Role or job descriptions
4. Person specifications
5. Competency frameworks and organisational values
6. Vacancy packs or statements
7. Pay
8. Advertising
9. Application window and applications
10. Positive action
11. Diversity profile monitoring
12. Inclusive design
13. Feedback
14. Training and development
15. Final thoughts
16. Glossary and further resources

If you’d like to discuss inclusive recruitment with us, please get in touch with Tamsin Russell, workforce development lead, via tamsin@museumsassociation.org.