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 a non-bias approach.
The project will be delivered via the new Stage Gate Methodology which includes collaboration with uasers and stakeholders to design an anonymised recruitment and selection solution that anonymises candidate details at shortlisting stage. It also considers systems that incorporate best practice recruitment, from across the School community and wider Higher Education sector.
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 strawperson exercise is created to map the process from vacancy approval -> confirmed shortlist.
A ‘kick off’ meeting with the project team was held on the 11 April to welcome members to the project, establish roles, and key timelines for the project.
May / June 2018
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 was 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 was collated in to a report, which is being used in developing a proposed solution.
Workshops with the project team are held 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, 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 will be 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 will be submitted for consideration in early September. The final agreed solution will then be designed with the School’s e-recruitment supplier. This will be costed and an implementation strategy planned.
The solution development work is targeted to get underway in October 2018, with opportunities for recruiting managers to see first-hand how the solution will work to deliver the changes in recruitment and selection.
Lent Term 2019
Solution implementation and roll out.
Look out for upcoming presentations and feedback opportunities, and email the Business Improvement Unit to get involved.