Implementing Diversity

Advertising

Place the advert in a range of different venues, such as Jobcentre Plus, community venues, free newspapers. Take into account any outdated language used and be aware of any unintentional stereotyping in the advert. Use the advert in a range of different venues, such as Jobcentre Plus, community venues, free newspapers. Take into account any outdated language used and be aware of any unintentional stereotyping in the advert. Use

Job descriptions

If they answer No to 1 or 2 questions…use the text below. Job descriptions can sometimes turn out to be wish list for ‘Superman’ unfortunately there isn’t many flying around these parts! However there is a huge potential workforce available to if you make some simple changes.

When agreeing a job description keep the focus on the tasks required to do the job and build on this. Differentiate between skills candidates need to bring to the job and those that can be developed on site.

Build in statements on flexibility wherever it is relevant and remember check for un-needed barriers i.e. Driving licence needed

Application forms

Application forms can put many prospective candidates off applying simply by their complexity. When designing an application form….keep it simple and focussed and leave out unnecessary forms or questions. Ask questions that elicit the information you need for the applicant to perform the job i.e. abilities and attributes. Be aware of hidden filters such as asking for information on age, disability, ethnicity etc.

Short-listing

When developing your short-listing process it is essential you remove any information which could influence the decision making process and detract from the potential employee’s ability to do the job, for example equal opportunities and occupational health forms should be viewed once the decision is made. Make certain the recruitment decisions are as objective as possible by ensuring the selection criteria is robust and explicit i.e. a scoring system that is reflective of the evidence shown on the application form.

Interview process

When encouraging diversity within the workplace address any attitudinal barriers the interview panel may have by providing some diversity and equality training prior to the interview. Try and avoid making assumptions about the applicant i.e. physical attributes, culture etc.

Ensure appropriate people are on the panel i.e. skills/knowledge/HR. Also take into account and relavance of having a panel interview i.e. does there need to be panel if someone is going to work in stores?

Consider using working interviews or work placements to ascertain a person’s suitability to do the job.

Pay banding

Ensure there are clear guidelines regarding parity of pay, this should take into account both European and National legislation. Make your pay banding/grading visible by providing accessible information and data about grading systems and ensuring they are free from discrimination and do not under value the work being carried out.

Induction

A good induction will explain the ethos of the organisation and outline the expectations of both employer/employee. It should cover key policies and procedures within the organisation. You should include awareness raising of employees responsibilities in eliminating discrimination in the workplace. It is good practice to offer new recruits a mentor/buddy to help them integrate into the organisation

Skills and Career Development

Training and development of your staff is more cost effective than constantly recruiting. Look at the skills within the company and endorse internal promotions. Make workforce development accessible to all members of staff by providing a support system to enable staff to continue/take up professional career development.

Organisational Culture

Develop systems to benchmark equality and diversity within your organisation and set guidelines to measure progress. Aim for diversity integration within all day-to-day activities until it becomes the standard culture of the workplace.

Equal Opportunities Policy

You do not need to have lots of different policies one clear concise is a great starting point. More employers are now identifying themselves as Equal Opportunities Employers, therefore it is important when developing your policy it demonstrates how you comply with legislation, both European and National, that you are committed to Equal Opportunities and treat all applicants and employees the same irrespective of race, age, gender, religion, sexuality or disability. It should be promoted to all staff and made available in easily accessible formats

Dignity at Work

Dignity at work is about building a culture of respect and employers should aim to create a workplace which recognizes and respects individual differences and which rejects harassment as destructive to the recipient, the harasser and the organisation.

People friendly

The changing demographics of the workforce mean more women and older workers will play a significant part in the workplace of the future, therefore organisations need to take a positive approach in creating a culture of work life balance. When developing a flexible working policy consult widely with staff to ascertain their needs and preferences, you can do this through a staff satisfaction survey and focus groups. Make sure managers receive some training on how to a flexible workforce. Make the policy widely available to employees, this could be included in the induction process or staff handbook.