Equality, Diversity and Inclusion
of our candidates identify as non-white
of our candidates identify as having a disability
of our candidates are non-graduates
of our candidates are over 45 years old
At Ashby Jenkins Recruitment, an appreciation of the importance of Equality, Diversity and Inclusion runs to the core of everything we do. Fully embracing the value it adds to the charity sector in creating inclusive cultures and positive work environments. We were the first agency in the sector to introduce completely anonymised submission processes across all the roles we recruit for. Not satisfied with adhering to just the 10 legally protected characteristics we also remove education institution names from CVs as we are aware this also creates bias at shortlisting.
We also undertook the sector’s first-ever ED&I survey in 2020 and again in 2021 to track improvements and the long-term commitment of the sector to achieving equality.
All of our consultants receive training as part of their induction process and bi-annual training from that point forward to ensure we stay up-to-date with policies.
We also ensure that we ask every charity we work with about the equality, diversity and inclusion policies so we can proactively discuss this with candidates potentially interested in your organisation.
How we can help you
We want to work with you to make your recruitment processes more inclusive. Below we have included some quick suggestions of how you can increase your inclusive recruitment practices. However, we have also put together an in-depth document covering more. You can download our full document with tips here.
- Anonymised CVs and supporting statements at submission stage
- Remove ‘Degree Educated’ from the job description entirely unless it is legitimately needed
- Always disclose salary and avoid using ‘competitive’ or “negotiable” – Use neutral language in your job adverts. Use tools like an online gender bias decoder to help you with this
- Have a diverse interview panel to reflect your organisation and ensure candidates feel comfortable
- Share interview questions the day before the interview, this helps support neurodiversity
- Use positive action wording in your job adverts to encourage applications from under-represented groups
- Look at branding and imagery on your website, ensuring it’s inclusive