Diversity & Inclusion
ABOUT THE COMPANY
The Challenge
Diversity & Inclusion
Recruiting candidates with diverse backgrounds and characteristics i.e. disabled, ethnicity, gender, sexuality, age and religion
Diverse leadership team – previously middle-class white males made up the majority
Improving candidate experience in terms of the interview panels – making civica look like an inclusive employer
The Solution
• We established a sales recruitment process made up of a scoring system
• We created a global diversity and inclusion project team made up of members of each country’s
recruitment team for the Australian and Indian teams. These teams hold regularly monthly meetings
• We made applications anonymous, prior to submitting to managers for review, removing any unconscious
bias decision making.
• We encouraged all interviews to be diverse to help candidates feel like they are represented within
the panel, which led to better candidate experience and removed unconscious bias in the decisionmaking process.
We added additional stages to ensure that the interview panel was diverse, including telephone
screening and written tests. CV’s and written tests were sent to the hiring manager and only at
that stage was the candidate unveiled to the hiring manager
• Any advertised roles are processed through the gender decoder to ensure that they appeal equally
to both genders
• Our marketing team tailored all external communications to ensure that they are more inclusive and
attractive to a diverse audience
• All hiring managers received training on diversity and inclusion to educate them on best practice and
things to be aware off when interviewing candidates, this also included being aware of your personal
unconscious bias
• We put targets in place to aim for a 50/50 diverse shortlist when submitting CV’s for all roles. This applies
to all recruitment but is particularly helpful when recruiting senior positions
• We have worked with the marketing team to ensure that all images, case studies for the company
are diverse
• We are using specialist advertising platforms that are targeted towards candidates with diverse
characteristics. BAMEjobs.co.uk, LGBTjobs.co.uk and disabilityjobs.co.uk
• All candidates are now asked if they have any specific requirements or special arrangements required
for interview.
Key Stats
Key Elements
Diverse interview panels
CV’s neutral / anonymous
Diverse shortlist
Diversity project team
Company and market branding advice / guidance
Scoring system for candidate selection
Diverse advertising
Summary Results
We have seen an increase in the number of female applicants and hires.
We have improved the interview panels to ensure a diverse and fair selection process.
We have removed unconscious bias at CV selection and testing stage completely.
Candidate experience has been vastly improved as they have felt they are being interviewed by a diverse and inclusive organisation.
Experience feedback from potential candidates is much more positive.
A higher percentage of hiring managers are now trained and aware of their own unconscious bias and have improved their hiring of diverse candidates.
