the speaker of the house of commons bame challenge - … · their brand identity recruitment...
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The Speaker of the House of Commons’ BAME Challenge - Attraction Notes 12/12/2016 – Portcullis House Co Chairs: Jodi Clarke (Tesco PLC) and Nagina Kayani (Barnardo’s) Support: Maxine Albert (House of Commons)
General Notes
• Don’t use any branding to advertise posts where the brand may deter BAMEs.
HOC Digital Service were successful attracting BAMEs when they did not use their brand identity recruitment literature and they attracted a larger pool of candidates.
• For Graduates, look past using the Russell Group (Red Brick) universities and recruit from the other Universities. It does not mean that you are compromising on standards or talent.
• Advertise roles through your staff network to diversify talent pools. • Look at the profile of the people who are running your assessment centers. Are
they diverse? Try to ensure diverse profile of those performing the assessments to eliminate bias.
• Use independent moderators as panel members (not from your organization/ or organization known to you) to be on interview panels - Changes the behavior of the internal panel members when recruiting.
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Ideas
• Introduce mentoring for external candidates. • Be active. Target the people you want and go out to get them – Use targeted
recruitment fairs, etc. • Review your recruitment processes to eliminate bias. • Use ambassadors/role models to help to support recruitment fairs and to
advertise your roles. • Analyze data to identify where BAMEs drop out of the selection process. • Invite independent moderators to interview panels. • Do not be afraid to question certain behaviours when recruiting. • Introduce name blind applications. • Unconscious Bias training for recruiters/recruiting teams. • Encourage BAME work experience placements. • Look for opportunities with other organizations to second BAMEs into your
organization at senior levels and other levels. • Market yourself to BAMEs use focus groups with BAMEs find out what will attract
them to your organization. • Have honest conversations about BAMEs. • Use Contextual recruitment – e.g. if both candidates are level follow assessment
for a position chose the candidate with the differing background. Some challenges Possible solutions Local population not very diverse. Outreach work.
Secondments. Family values of certain communities – an example of working at TESCO.
Action plans to reach communities/ Blind advertising. Do not use your branding.
Brand perception – people have a wrong perception of your brand.
Project your inclusive brand as an inclusive employer. Blind advertising, do not use your branding
People may not want to work in your sector.
Present the difference you make not the action you take (outcome vs. input).
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How do we show that we want to recruit BAME colleagues?
• We’re missing out on talent because people are just happy with having a job.
• How do we change our attraction techniques? • Don’t try to change BAMEs to fit into your organization and develop the
skills of Non BAMEs. Instead, analyze the organsaition to look what you need to do to change the organization to recruit BAMEs.
• Talent identification – have conversations with line managers who know their colleagues.
• Reach out using social media. • Demystify perceptions on role/business/sector. • Role model – hiring visible BAME colleagues in less traditional roles gives
the message that it is possible. • Be innovative in how you attract and recruit. • Run training events where competency expectations are explained. • Criteria based interviews are not very helpful. • Frame your selection questions in a way that BAME colleagues don’t feel
like they have to answer in a ‘white’ way. • Recruiting on values and start with your most senior roles so that this will
have a top down effect on the organization. Put people who will deliver diversity into the key roles within an organization to ensure that this is achieved.
• Review the language and channels that you use to recruit BAMEs. The language and channels can be a barrier to BAMEs if it is too formal and male.
• Explore using volunteering/work placements/apprenticeships/etc. • Education still plays a big role for recruiter - Educate your recruitment
team and managers on inclusivity. • Know your market. • Reverse mentor the recruitment team.