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Equality and recruitment

The University is committed to treating all candidates fairly, equitably and efficiently, with respect and courtesy, aiming to ensure that the candidate experience is positive, irrespective of the outcome.

It aims to seek to attract the best candidate for the job based on merit and ensure the identification of the person best suited for the job and the institution.

As an employer the University has a general duty to:

  • Eliminate unlawful discrimination, harassment and victimisation
  • Advance equality of opportunity
  • Foster good relations

All of the nine protected characteristics  are covered in each area of employment, including recruitment and selection of staff.  

The Equality and Human Rights Commission (EHRC) identifies the areas that should be considered, these include:

  • Job Descriptions and Person Specifications
  • Job Adverts
  • Application Forms and Curriculum Vitae
  • Short-listing
  • Interview and Tests  
  • Recruiting Pregnant Women or those on Maternity Leave
  • Positive Action in Recruitment

A guide on recruiting new staff for managers has been developed by the Directorate of people and OD that looks at each stage of the recruitment process.  These pages intend to add to that guidance and provide more detailed equality specific information on aspects of the recruitment process.

November 2021: New guidance on Hybrid interviews announced

We have also identified some inclusive recruitment sites that people can consider when recruiting:

 

Disability https://ablemagazine.co.uk/bethedifference/job-listings/
Gender

https://www.wes.org.uk/jobcosts

https://jobs.wisecampaign.org.uk/

https://engineering-jobs.theiet.org/
LGBT+

https://www.mygwork.com/en/jobs

https://pink-jobs.com/

https://lgbtjobs.co.uk/

https://www.proudemployers.org.uk/client/advertising/
BAME

https://www.bamerecruitment.com/

https://issuu.com/sugarmediaandmarketing/docs/black_history_month_2015_final
There are three simple steps a recruiting manager can take to ensure the University meets its legislative requirements under the Equality Act 2010.
  1. Prevent: In all cases you must prevent direct and indirect discrimination from taking place.
  2. Promote: Consider how you might equality in all aspects of recruitment and selection
  3. Protect: Its important that you keep accurate records that evidence the action you have taken.