Inclusive Recruitment Guide
Purpose of the Guide:
A form of good practice for staff involved in recruitment and selection. Utilising the guide, which is inclusive of the legislative/best practice, could minimise the risk of potential discrimination and also demonstrate compliance. Please refer to the following different stages of the process:
2. Job Design
2.1 Inclusive Job Descriptions (inc Job Titles)
2.2 Inclusive Person Specifications
2.3 Inclusive Health Requirements
3. Advertising
3.1 Inclusive Arrangements
3.2 Inclusive Content
3.3 Recruitment Agencies
4. Application
4.1 Inclusive Adjustments
4.2 Inclusive Personal Requests & Monitoring
5. Selection
5.1 Inclusive Short Listing
5.2 Inclusive Assessments
5.3 Inclusive Interviews
6. Avoiding Discrimination
6.1 Age
6.2 Disability
6.3 Gender Reassignment
6.4 Marriage and Civil partnership
6.5 Pregnancy and Maternity (including Paternity)
6.6 Race (colour, ethnic or national background)
6.7 Religion or Belief (including non-belief)
6.8 Sex/Gender
6.9 Sexual Orientation
Document Tracking:
1. Sources - Titles of equalities legislative/good practice have been utilised:
| Institution | Guidance |
| EHRC | Equality Act (2010) – Statutory Code of Practice for Employment, Chapter 16, Avoiding discrimination in recruitment |
| EHRC | What equality law means for you as an employer: when you recruit someone to work for you (Jul 2011) |
| ACAS | Recruitment & Induction (Oct 2010) |
| ACAS | Delivering Equality & Diversity (Oct 2010) |
| ECU | Developing Staff Disclosure (2009) |
| ECU | Managing flexible retirement and extended working lives (Dec 2011) |
| EFD | |
| UK Resource Centre for Women in SET | Good Practice Guide – Recruitment & Selection (2005) |
Abbreviations and weblinks:
ACAS = Advisory, Conciliation and Arbitration Service
EHRC = Equality & Human Rights Commission
ECU = Equality Challenge Unit
EFD = Employers' Forum on Disability
2. Equality Impact Assessment
Commenced EIA: 30 Mar 2012
Completed EIA: TBA