Lent Term 2018
The School commits to address the outcomes from the Equal Pay Review (2013) and Pay Equity Report (2016), particularly with regards to the following questions:
- What can we do to increase the chances of a greater proportion of strong female applications for senior PSS positions?
- What can we do to encourage a greater proportion of strong BME applications for middle to senior PSS positions?
One way in which the School aims to reduce unconscious bias in the recruitment and selection process for PSS staff, is by introducing anonymised applications and re-framing candidate guidance to more strongly promote an approach which minimises potential biases.
The project will be delivered via the new Stage Gate Methodology which includes collaboration with users and stakeholders to design an anonymised recruitment and selection solution that anonymises candidate personal details at shortlisting stage. It also considers systems that incorporate best practice recruitment, from across the School community and wider Higher Education sector.
The project team and project board members are identified, with representation from a cross-section of areas of the School, in particular those with high volume recruitment or niche requirements.
The scope of the project is agreed and a 'straw person' exercise is created to map the process from vacancy approval -> confirmed shortlist.
A ‘kick off’ meeting with the project team is held on 11 April 2018 to welcome members to the project, establish roles, and key timelines for the project.
May / June 2018
A discovery exercise across the School is completed, requesting feedback from all areas as to how the proposed changes will impact recruitment practices currently taking place. Communications are issued through the HR Partnering team, Business Clusters and a Qualtrics form is sent to managers across the School.
In addition, a benchmarking exercise is undertaken against other HE and Russell Group institutes to establish what other organisations have done or plan to do in order to reduce unconscious bias. Feedback received is collated in to a report, which is used in developing a proposed solution.
Workshops are held with the project team to establish, in detail, the changes required at each step of the process. A change requirements matrix is created outlining the impact on systems, policy, roles and guidance. From this work, a proposed solution to deliver the project is created, with the intention of sharing this with the wider School audience for feedback and comments in Validation Workshops.
Validation workshops are held in July and August 2018, and all staff are invited to attend. The validation workshops are part of the project methodology, and are an opportunity to share views and experiences to help shape and validate the proposed changes to the recruitment and selection process. The idea is to ensure that all departments / divisions are represented and have the opportunity to attend.
Feedback from the workshops is presented to the wider School community in September 2018 for further comments, in the form of a Validation Report.
Michaelmas Term 2018
A business case to fund the development and implementation is submitted for consideration in early September 2018, and the project is approved, taking it in to Stage 3 (Solution Development).
Lent Term 2019
Summer and Michaelmas Terms 2019
Roll out of training for managers and communications to raise awareness ahead of go-live date.
31 October 2019
Project goes live.