Recruitment
The following are some examples of how to increase access to jobs by eliminating gender bias in the recruitment process:
- Recruitment processes are reviewed to eliminate job segregation by gender. Ensure that the human resources staff receive training designed to avoid such bias.
- Ensure that you do not exclude, discriminate against, or discourage any particular group from applying, nor make it difficult for any one from such a group to apply.
- All applicants will be asked to fill out an application form which contains only information essential and relevant to the appointment.
- Applications will be shortlisted by at least 2 people. Short listing will be performed on the basis of objective criteria and the extent to which candidates have shown, in the application form, that they meet the required Person Specification, and can carry out tasks and responsibilities required of the post-holder. Formal qualifications and standards of literacy and numeracy will only be taken into account when they are recognised as necessary for a particular job.
Interviewing and Selecting
- All interviews will be carried out by a minimum of 2 people, the names and sex of interviewees will be made available in advance.
- The questions asked will seek to gather objective evidence in support of the job description and person specification. The same questions will be asked of all candidates applying for the job.
- Notes will be taken and evidence gathered against the job description and person specification.
- All candidates will be scored against the job description and person specification. The highest scoring applicants will be offered the position.
- Offers will be made to successful candidates, subject to satisfactory references and police background checks (where required).
- All unsuccessful candidates will be informed of the result of their application and offered brief feedback.
Training
- All employees and volunteers have access to a wide range of training opportunities which are regularly circulated.
- Training opportunities are discussed during supervision sessions and selection for training is made on the basis of both the needs of the business set out in the Business Plan and the personal development plan of the individual.
- Ensure equal access to training, taking into account different perspectives and different gender roles. For example, if a place of employment wanted to increase the number of women into certain positions that have been historically male dominated, then training practices could be changed in order to facilitate increased women's participation. In order to increase women's participation, perhaps sessions could be carried out on the employment premises or offered during times that take into account women's schedules as a result of their gender roles.
Sexual Harassment
- Policies and mechanisms to denounce and deal with sexual harassment are established, and training and communication campaigns are carried out to create a respectful working environment.
- Uphold the right of all employees and volunteers to be treated with respect and dignity and to work in an atmosphere free of sexual harassment.
- All employees and volunteers are responsible for ensuring that their own behaviour is sensitive to others and for ensuring that they do not condone or support the harassing behaviour of others.
- All complaints of sexual harassment will be treated seriously and should be raised using a Grievance Procedure. All complaints will be investigated.
