Inclusive Recruitment
At Percival Resourcing, we are dedicated to fostering a culture of fairness, respect, and inclusion for our clients, candidates, and staff. We believe in lowering barriers and creating opportunities for everyone, regardless of their background. We actively oppose all forms of discrimination and prejudice, and we design our recruitment processes to be inclusive, reaching out to a wide range of sources and diverse groups to ensure equal opportunities for all qualified candidates. We match the needs of charities with candidates based on their skills and experience, without regard to age, disability (including hidden disabilities), sex, gender identity or reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, or sexual orientation.
Through our dedication to equity, diversity, and inclusion, we strive to be a leading voice for inclusivity in the charity sector, welcoming challenges and embracing change to uphold the highest standards in our recruitment practices.
Our EDI Initiatives
Here are some of the steps we take to ensure our practices support equity, diversity, and inclusion:
01
Diverse Job Posting
We post on 11 job sites, including specifically targeting disability, LGBTQ+, BAME (Black, Asian, and Minority Ethnic) candidates, and other underrepresented communities.
03
Regular EDI Training
All our consultants undergo regular training on EDI best practices to stay updated and effective.
05
Reasonable Adjustments
We proactively ask candidates if they require any reasonable adjustments during the recruitment process to accommodate their needs effectively.
07
Regular EDI Audits
We conduct regular audits of our recruitment practices to ensure they are inclusive and equitable.
02
Anonymous Submission
To eliminate bias, we encourage clients to anonymize submissions, removing any identifiable information such as names or locations.
04
Unconscious Bias Training
We provide unconscious bias training for all recruitment staff to ensure fair and impartial decision-making.
06
Candidate Feedback
We have established a feedback mechanism for candidates to provide their insights and experiences on our recruitment process, helping us continuously improve.
08
Community Partnerships
We partner with community organisations, such as Black Women in Tech, to create a pipeline of diverse and talented candidates.
09
Candidate Stewardship
We support and encourage candidates who possess the necessary skills but may lack confidence, guiding them through each step of the recruitment process to ensure they have the best chance of success.
Inclusive Recruitment
Our placements in data
We carry out a yearly candidate diversity census to track our commitment to equity, diversity, and inclusion. Our representation data is broadly in line with national census data, apart from women who are overrepresented. We anticipate these figures will continue to evolve as we progress on our diversity journey, matching more candidates from underrepresented groups with charities and non-profits.
Women
65%
41%
Ethnic Minorities
Disabilities
6%
LGBTQ+
12%
Guiding our clients to a more inclusive process
We assist our clients in adopting more inclusive recruitment processes to ensure they attract and hire diverse talent. Our guidance includes:
Job description reviews
We review job descriptions (JDs) and person specifications to ensure they are inclusive and free of bias.
Education requirements
We critically evaluate education requirements to ensure they are essential and not exclusionary.
Anonymous applications
We encourage clients to anonymise applications to prevent bias in the initial screening stages.
Inclusive language
We ensure the use of inclusive language in all job descriptions.
Simplified applications
We recommend clients ask for three key questions instead of a cover letter to streamline the application process.
Relevant testing
We challenge clients on unnecessary testing, such as presentations for non-presenting roles, suggesting alternatives like discussing thoughts verbally.
Removing barriers
We identify and remove unnecessary barriers that might deter qualified candidates.
Advance preparation
We provide candidates with questions or subject prompts in advance, a best practice for EDI, especially for neurodiverse candidates and those with certain mental health conditions.
Our Commitments to Anti-Racism
At Percival Resourcing, we are unwavering in our commitment to combating racism in all its forms. We actively oppose all forms of discrimination and prejudice, and proudly uphold an anti-racism charter. Our recruitment processes are designed to be inclusive and fair, ensuring equal opportunities for candidates from all racial and ethnic backgrounds. We work tirelessly to identify and eliminate biases and barriers in our practices, promoting a level playing field for everyone.
Our Commitments to the LGBTQI+ Community
We are dedicated to fostering an inclusive environment for lesbian, gay, bisexual, transgender, queer or questioning, and other communities (LGBTQI+). Our recruitment processes ensure that all candidates, regardless of their gender identity or sexual orientation, are treated with respect and given equal opportunities. We regularly review and improve our practices to support the LGBTQI+ community and work to create a welcoming space where everyone can bring their authentic selves to work.
Our Commitments to Disability Equality
Percival Resourcing is committed to promoting disability equality and inclusion. We ensure that our recruitment practices accommodate candidates with disabilities, including hidden disabilities. Our processes are designed to be accessible and free from bias, offering equal opportunities to all candidates. We actively seek to remove barriers and provide reasonable adjustments to support candidates with disabilities, ensuring a fair and inclusive recruitment experience.
Our Commitments to Gender Equality
Gender equality is a core value at Percival Resourcing. We strive to create a balanced and inclusive environment where individuals of all genders have equal opportunities. Our recruitment processes are designed to be free from gender bias, and we actively work to identify and eliminate any barriers that may hinder gender equality. We are committed to regularly reviewing our practices and promoting an inclusive culture that supports gender diversity and equality in the workplace.