Final thoughts

We appreciate that many in the museum sector will be working in small organisations, without access to HR teams or other resources. This doesn’t mean that inclusive recruitment and selection is not possible, but it can entail being more discerning about how you prioritise time and energy for the most significant benefit proportionate to capacity and challenges.

For example, you may look to primarily address the points in your processes that have the most significant negative impact. Alternatively you could focus on adopting easily communicable quick wins to create momentum in developing your commitment to inclusive practice.

The key idea is to undertake work which is proportionate to the risks and your organisational capacity. This guide provides ideas to explore, and we are happy to have more detailed conversations with our members where required.