Inclusion in the AIUK Recruitment Process
We recognise the importance of inclusion in our recruitment procedures. Below are some of the things we are doing to mitigate bias and increase inclusion in our process. .
From the start of your application process, you will not be asked for information such as educational history, unless a specific qualification is required for a role. However, there is some information that is requested but will not be shared with the shortlisting panel, for example, your name and inclusion data.
The anonymised applications are then shortlisted by a small panel of colleagues to level out any individual bias and preferences.
When an applicant considers themselves to have a disability and informs us in response to the application question, we use the information for disability confident purposes. For example offering an interview to the top scoring candidate, who has declared a disability, who meets all essential criteria, or making reasonable adjustments for interviews.
We want candidates to be able to perform at their best during the process, and some of the adjustments we can offer include:
- For candidates invited to interview, sharing questions in writing or in advance. Candidates are prompted to request adjustments when invited to interview.
- Longer time periods to complete selection activities such as presentations, tasks, or tests.
- Alternative application methods such as communicating with a member of the HR team to capture the application details
Please contact firstname.lastname@example.org if you have any queries about what adjustments may benefit your application or interview.
Diverse Interview Panels
Where possible, we endeavour to provide diverse interview panels with relevant expertise, who are representative of both AIUK people and candidates. These can include but are not limited to visible and hidden diversities such as ethnicity, gender, disability, socio economic status, age and sexual orientation. This is to ensure a range of perspectives, backgrounds and lived experiences are represented in decision making.
Requesting Diversity and Inclusion Data
We request this information so we can identify any interventions we may need to make to increase inclusion. We look for trends across the demographics of the applicants and how they engage with us; from which departments they applying to, to where they are seeing the advert and applying from and how far they have progressed through the different stages, from application to getting the role.
Some further guidance on UK schools, under the headings of the ‘type of schooling’ question in the application.
This option includes most State and Comprehensive schools.
Commonly called Grammar schools which are paid for by the government, but the children that can attend is decided by exams at age 10 or 11.
Fee paying school with bursary
Any school where children can only attend if fees are paid, but where these fees were paid via a scholarship or bursary.
Fee paying school without bursary
Any school where children can only attend if fees are paid, usually by parents.
Where you were taught at home usually by parents or other professionals instead of attendance at a school.
Free School Meals
Free School Meals are a statutory benefit available to school-aged children from families who receive other qualifying benefits and who have been through the relevant registration process. It does not include those who receive meals at school through other means (e.g. boarding school).