We work with partner organisations to support diverse recruitment.
Many employers work with training providers, not-for-profits, recruitment firms, community organisations or specialist agencies to advertise and recruit apprentices. Share these tips so that everyone involved is aware of the actions they can take to reduce bias and avoid deterring women and girls from applying.
We analyse our entire recruitment process for bias.
Start by looking at your entire application process and identify the points where bias could be a risk. If you are using an external organisation to do a first sift of applications and pass on the suitable candidates, ensure they are aware of the effects of bias and are not removing diverse and potentially suitable candidates at this early stage. Brief them that you want to see all the applications from women who meet the basic entry requirements.
We have established our diversity baseline for our existing apprentices and previous candidates
Analyse the diversity of your existing workforce, in particular your recent apprentice intake.
- Confirm the numbers of women on the relevant apprenticeships.
- Gather any existing data on personal details (e.g. gender, ethnicity, faith, sexual orientation) to allow comparison and analysis.
If you have recruited apprentices before, look back at the data.
- Look at applications, progression through the test and interview stages as well as actual recruitment.
- Split data by gender and establish any trends. For example, are there significant numbers of women failing at the test stage? Are particular groups getting through all stages but just not being offered employment?
Use this analysis to target these areas for improvement or to offer greater support for candidates.
We have established our diversity baseline for our latest candidates
There is no legal requirement to ask candidates information about their gender, age or other personal characteristics. However, this information can be useful in establishing a baseline against which to measure the impact of any changes you make to the recruitment process.
If you haven’t previously collected this data, you can start now.
Establish your baseline data for applicants.
- Ask applicants to provide personal details (e.g. gender, ethnicity, faith, sexual orientation).
- Ask for this information at the end of the application form and on a separate sheet. Explain that you are asking for monitoring purposes only and that the information will not be used as part of the selection process.
We have identified our diversity recruitment targets and promoted them.
Using the data that you have gathered, identify clear targets for your recruitment. These targets will support your organisation to identify appropriate marketing and recruitment activities to meet these outcomes.
Ensure everyone involved with recruitment both within your organisation and externally is made aware of your intentions.
Ensure that all staff involved with recruitment are clear on the difference between positive action (which is legal) and positive discrimination (which is illegal).