Appexdix 1. MRG Commitment to Equality & Diversity Advertising
All MRG adverts comply with current anti-discrimination legislation and are carefully worded to ensure that they are not written in a way that stereotypes or encourages people to believe that the position is only suitable for certain groups of people. Unless requested we advertise all our vacancies online with leading online job boards, public networking sites and specialist and national press (or often their online equivalents). This ensures we can attract candidates from the widest pool available and gives fair accessibility. Consideration should also be given to which media is used for advertising to ensure that applications from some sections of the community are not excluded or limited. We are also able to broadcast to a more diverse audience by using specialist job boards such as diversity jobsite. co.uk which specifically seeks to attract applications from underrepresented groups. Adverts can include specific sign offs that encourage applications from specific sections of the community where they are under-represented. We would discuss this with relevant stakeholders from LTE group and agree before publishing any adverts. Search We proactively search from organisations that also deploy similar Equality and Diversity standards (Two Ticks, Athena Swan, Stonewall etc.) from the following target markets: - Other HEI’s - Local and Central Government - The NHS - Publicly funded organisations such as Police, Ambulance and Fire Services - Other Public Institutions - The Third Sector - Corporate organisations with the appropriate Equality and Diversity policies We search by Organisation and Job Title thus removing the opportunity to stereotype. The full Search report is available to the selection panel at the conclusion of the campaign. This report shows the full candidate pool and all the prospective approaches made. Selection MRG has a recruitment and selection methodology in place to ensure that recruitment decisions are based solely on merit and are free from any forms of discrimination or bias. As detailed earlier in this document we employ a Weighted Selection Matrix to select candidates for our long lists. The system scores candidates against pre-agreed experience competencies. Those candidates scoring the highest are then selected. This process ensures all candidates are treated fairly and equally as they are selected based purely on experience in a competency demonstrated at interview. Monitoring MRG wants to meet the aims and commitments set out in our client’s equality policies. This includes building an accurate picture of who is applying to join the organisation. We will monitor the diversity of applicants by sending a questionnaire to establish the diversity of all those who apply. The information received is collated and presented as percentages, thus ensuring complete confidentiality. As a business we are committed to a gender diverse workplace and 32% of our entire staff are female (12 out of 38 staff). Today, 50% of our Education Estates Practice are female (5 out of 10 staff). Equality and Diversity Training – MRG Team The proposed team have completed the Marshall Unconscious Bias training. The strategies and processes adopted by MRG in this section have ensured that we have achieved considerable success in shortlisting and facilitating the appointments of candidates from underrepresented groups in Education Estates positions.
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