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    Inclusive recruitment toolkit Chapter 6

    Commitment to inclusive recruitment

    What you will learn in this chapter

    • Steps to committing to inclusive recruitment.
    • UK law you need to meet.
    • Steps to implementing inclusion.
    • Monitoring your progress.

     

    Creating a more diverse workforce is an important commitment.

    Your organisation will need to:

    • decide which routes are suitable for the roles available
    • develop processes and policies to create a fair and standardised procedure
    • embed inclusivity in new policies
    • introduce a guaranteed interview scheme to widen the pool of suitable candidates
    • attract disabled talent by working with agencies and organisations that support disabled candidates

    Flow chart showing 'All vacancies' with an arrow to a list including: Work trials or Working interviews, Traineeship, Apprenticeship, Work placement or experience or internship, Graduate Scheme, and Job Share. Next arrow points to Garanteed Interview Scheme, next arrow points to Successful inclusive recruitment.

    UK legislation

    All recruitment policies and practices need to adhere to current UK legislation.

    Implementation

    To reinforce your commitment to inclusion, you will need to:

    • create clear selection criteria to protect against accusations of unfair treatment or discrimination
    • roll out disability awareness training across the organisation
    • embed an inclusive culture, not only for managers but also for colleagues
    • encourage a disability forum or working group to promote a positive culture
    • feature disability in corporate events throughout the year

    Stages for implementation:

    1. Consultation: Consult with individuals and stakeholders.
    2. Decide: Decide which policies to amend or implement.
    3. Tailor to your business: Tailor policies to suit your organisation.
    4. Define: Be specific and define obligations clearly.
    5. Inform: Publicise the new policies to whole organisation.
    6. Train: Provide the relevant training.
    7. Track and enforce: Monitor to check understanding and compliance.

    Recruitment monitoring

    Monitor the impact of different recruitment routes at least once a year. You should look at successful recruitment and retention.

    This will help you figure out what’s working best to attract a diverse workforce.

    If a route is not attracting or retaining the right candidates, look at how you could improve.

    Your journey to everyday equality

    Including disabled talent goes beyond policies, procedures and meeting legal obligations.

    It requires a commitment to be disability gamechangers in culture, attitudes and action.

    There are 1 million disabled people who can and want to work. With the full commitment of employers like you, they can realise their full working potential.

    To support your organisation’s journey to everyday equality, please visit business.scope.org.uk

    Partner with us

    We believe partnerships can help us build a more inclusive and accessible society. One where disabled people experience equality and fairness.

    To do this, we partner with organisations to work on larger strategic goals together. For wider social change. For their customers. For their clients. For their employees.

    Partner with Scope