Training and development

One of the most significant ways in which you can foster inclusivity is to ensure that everyone involved in the design and implementation of the recruitment and selection processes is competent, including internal as well as external assessors.

Comprehensive training not only removes the risk of bias, prejudice and discrimination but improves assessment and decision-making skills, resulting in a more robust appointment decision.

The following should be put in place to ensure this is the case:

• A requirement to read the internal policies associated with recruitment and selection, inclusion and equity – for example, ensuring everyone understands who manages the process so that decision-making is not simply made by the most senior member of staff by default.
• A requirement to read the relevant documents, role descriptions, person specifications and selection materials, including model answers where applicable.
• A requirement to participate in training associated with fair and inclusive recruitment and selection, integrating any lessons learnt from process reviews, conversations at the end of individual recruitment and selection campaigns, complaints or appeals.
• A requirement to reflect on internal bias and share this as part of the process, for example via Implicit Association Tests.
• Opportunities to support, shadow and be mentored to be made available where applicable.
• A reflection space around improvements and learning following any recruitment and selection campaign.