Unfortunately, one of the biggest barriers to increasing diversity is the recruitment process. However, before a role or studentship is advertised there can be barriers that have been put in place. For example, certain cohorts may not consider applying for roles or studentships due to the reputation of a group/department/institution. The reputation can be further cemented by the lack of representation and inclusive language on web pages and other sources of information. There can also be bias on the part of individuals in a team or the leader as they encourage particular colleagues or students to apply for a role e.g., one of their project students they perceive to be harder working than others. However, unconscious bias is often at play in the decisions as to who would be good for a role or a studentship.
Recruitment Checklist:
- Have you checked your website for inclusive imagery and language?
- Are the role descriptor and essential criteria inclusive?
- Does the advert use inclusive language?
- How are you ensuring the shortlisting process is fair and unbiased? E.g. diversity amongst the shortlisting panel, not including individuals who have recommended certain applicants
- If you are having an interview process how are you ensuring fairness and objectivity e.g., allowing online and in-person interviews, consideration of an individual's characteristics when deciding on dates and times
- Sharing questions in advance and ensuring questions are not complex and open i.e. focus on their experiences and what is needed for a role (some neurodiverse individuals will be confused by open and hypothetical questions)
- Consider using positive action when trying to decide between candidates of equal merit.
- Consider using contextual data when recruiting PhD students
- Require all panel members to have completed recruitment training and revised their training on unconscious bias before the selection process.
Useful Resources:
The University of Liverpool is committed to providing an environment that recognises, values, respects, and celebrates people's differences and strengths.
This is a very important consideration to make as part of any research-related activity as students and staff make up the research teams, so EDIW must be embedded in any recruitment process.
Please take a moment to look through your own institution's Human Resources guidance and policies.
There is also useful guidance below about positive action and unconscious bias:
- Positive Action (UK Government Guidelines)
- Positive Action (University of Liverpool Staff Only)
- Unconscious Bias.
University of Liverpool users can find out more, specific information related to their institution. (Please note you will be required to log in via MWS to view this information).
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