We are an inclusive University where differences are celebrated, respected and encouraged.
We believe diversity of experience, perspectives and backgrounds will lead to a better environment for our employees and students.
Data
Recruitment data dashboard
The dashboard shares insights into previous recruitment process for your department. Insights include applications divided by protected characteristics and how they individually progress through our recruitment process. This data can help you identify areas of improvement in your process such as attraction, shortlisting and acceptance of roles.
You can access this report by contacting your HR Recruitment Coordinator.
Representation
What are the underrepresented groups when it comes to protected characteristics?
Your HR Advisor or Business Partner can help you create your staffing profile.
This will allow you to consider strategies and goals for your next vacancy. Using HESA data, you can also compare your profile with other universities.
For academic departments, you can view your student profile using this Power BI Data Dashboard.
It’s important to understand what barriers exist in your department for women, ethnic minority groups, people with disabilities, and any other underrepresented groups.
Turnover
Ask your HR Advisor or Business Partner to share turnover data with you, including results of exit questionnaires and exit interviews.
Assistance
Labour Market Analytics Support
To help diversify your recruitment efforts, we can, on request, provide insights into labour market data, including information on locations with more ethnically diverse talent pools. However, please note there may be a small cost associated with obtaining the information. If you're interested in this support, please reach out to your HR Recruitment Coordinator , who will assist in obtaining the relevant data.
Textio (augmented writing platform)
All recruitment adverts must be assessed using our augmented writing platform, Textio. This is to ensure they are gender neutral, or language linked to campaigns to encourage underrepresented groups to apply. It will help eliminate bias in job description, job adverts and selection questions.
Use the platform to optimise your writing with inclusive and clean language. Your HR Recruitment Coordinator can provide you with access.
Job design
Use gender neutral language in job descriptions and person specification. Run the descriptions through Textio.
Consider only advertising the essential requirements for the role. Where possible, your job applications should offer an “equivalent” or “desirable” experience” option (as an alternative to a degree requirement).
Consider outreach, work placements and apprenticeships when designing a job.
Training
- Have you completed Unconscious bias and diversity in the workplace training? When did you complete the refresher?
- Have you completed the recruitment and selection training (a refresher course is available)?
Our Talent Acquisition Manager, along with the relevant HR Recruitment Coordinator will happily join a meeting to discuss or brief you on inclusive recruitment practice.
Talent pool
All our roles are advertised on inclusive job boards for example LGBT, disability, diversity jobs; to attract wider diverse candidates. To further this pool we suggest you share the advert with your external network.
Set up a search committee to identify underrepresented groups’ talent – reach out and invite those identified to apply.
Have a look at some of the inclusive job boards we use:
EDI wording for job adverts
When creating job adverts, it’s important to include wording around Equality, Diversity, and Inclusion (EDI). This helps show that the University values a diverse workforce and is committed to creating an inclusive environment. While we have a standard EDI statement that is included as standard in most job adverts, there are times when you might want to tailor it to better fit your department's unique goals or needs. A tailored EDI statement can help attract a diverse range of applicants and show that your department is committed to building an inclusive workplace. Just remember to balance personalisation with the University’s core EDI message, and always involve your EDI lead in the process to ensure that the message is clear, welcoming, and accurate.
Why You Should Think About Tailoring the EDI Statement:
- The standard EDI statement covers general points about the University’s commitment to diversity, but your department might have specific initiatives or priorities that you want to highlight, for example linked to your Athena Swan action plan. Tailoring the statement allows you to reflect these actions and show how your department is actively working on EDI.
- A generic, one-size-fits-all statement can sometimes feel impersonal or not reflect your department’s true efforts. Personalising the message can make it feel more genuine and show that you really care about attracting diverse applicants.
- Tailoring the statement gives you the chance to speak directly to the groups you want to reach. Whether you’re looking to attract more women in a certain field, people with disabilities, or other underrepresented communities, a personalised statement can make your job ad feel more welcoming and relevant.
- Over time, EDI priorities and language evolve. If your department has made positive steps towards greater diversity or around inclusion, a tailored statement ensures your job ad stays relevant and up to date.
How to Tailor the EDI Statement:
- Start with the Standard Statement: Use the University's standard EDI statement as a base. This covers our main commitments, like gender equality, disability confidence, and celebrating diversity.
- Add Department-Specific Information, such as if your department has specific goals or initiatives, you should mention them. For example, if you’re focusing on increasing gender balance in a particular role or if you have specific support for neurodiverse applicants, include that.
- Before finalising any changes, make sure to get input from your department’s EDI lead. They can help ensure the statement is in line with the University’s goals and is worded appropriately.
- Be sure to keep the language welcoming to all candidates. The goal is to attract people from a wide range of backgrounds, and your statement should reflect that commitment.
- Once you’ve tailored the statement, submit it as part of your job advert on the SRF.
Improving adverts
Ensure you highlight part time, flexibility, job share, maternity and paternity leave offering, returning to work fund, access to work and assistive technology team.
- If aiming to attract females, ensure a female is named as a contact - and vice versa for males and underrepresented groups (where possible).
- Consider being explicit in adverts: “we are working to improve the current gender balance within the department. We particularly welcome applications from females, who are currently underrepresented in the department.”
- Create a micro-site to showcase diverse content. Contact your HR Coordinator for more information.
- There is a direct correlation between job adverts containing pictures or video of an under-represented group and applications from that group. Encourage those in under-represented group in the department to share their story to help with attraction.
- Consider producing a video job advert. Speak to your Recruitment Coordinator for more information. Watch an example.
Shortlisting
Anonymised applications have been adopted to remove conscious and unconscious bias during the shortlisting stage. Personal details will remain hidden from the application form until the candidate is offered an interview.
The University has a commitment under the Disability Confident Scheme. Disabled applicants who meet the essential criteria for a job vacancy will be invited for an interview.
Panel members
Selection panels should be visibly diverse, with various genders, ages and disabilities represented, wherever possible. Include someone from outside of your department or team to bring a diverse approach.
Interview
Consider watching this three-minute video on unconscious bias ahead of a selection process.
Ensure the physical interview room environment or online method is appropriate for the individuals. Accessibility, temperature, and any materials or tools used should be checked for inclusivity.
As part of our commitment to being autism ambassadors, we recommend sharing interview questions 20 minutes prior to the interview. Many candidates may have invisible disabilities or identify as neurodiverse. Providing questions in advance helps reduce anxiety and fosters a more positive and inclusive candidate experience
You should ensure that reasonable adjustments are made to support candidates with disabilities throughout the interview process.
Explore engagement with equality, diversity and inclusion during interview. Example questions:
- Could you tell me about a situation when you demonstrated teamwork and inclusion in your leadership style? Or in your communication style?
- Describe your experiences in assessing equality, diversity or inclusion initiatives - could you tell me about the outcomes and what was the most important take from them for you?
- What experiences have you had with recruiting, hiring, training, and/or supervising a diverse workforce?
- What is the most challenging aspect of creating a diverse environment?
- What is your approach to understanding the perspectives of colleagues from different backgrounds?
- If you are faced with a situation where someone you work with is being culturally insensitive, sexist, racist or homophobic - what will be your immediate reaction and response to this behaviour?
- Can you describe an activity or a project addressing diversity that you were an integral part of developing?
- Tell me about a time when you advocated for equity, diversity or inclusion in the workplace? What was the outcome and what changed as a consequence?
- Can you give me an example of a situation when you made your team feel a sense of inclusion or belonging, or equity?
- What steps would you take to eliminate bias from your departments processes?
Job offer
Consider the University gender/equality pay gap when offering a salary to a candidate. The salary should reflect the skills and knowledge the candidate will bring to the University. This is in line with starting salary guidance.
If your request is for a starting salary above the second increment, justification will be requested which should include support from the relevant Head of Department, Dean, or Director of Professional Service area. This will be reviewed by the Talent Acquisition Manager (analysed on a case-by-case basis).
Onboarding
Offer a buddy for any new starter to help create a sense of belonging. Let them know about our staff networks.
View the disability support for members of staff page to find out more about the support we offer.
Induction
You will need to plan an induction and keep in touch with your new starter before they join.
To help you prepare, please read the induction checklist.