Enhancing Diversity and Inclusion in Recruitment Processes at Imperial College Business School
This workshop organized by the ICBS EDI Committee focuses on implementing a holistic approach to leadership and accountability, aiming to achieve gender and BAME diversity targets by 2025 and 2028. The initiative includes strategies such as promoting female faculty, improving gender representation on interview panels, and enhancing training for recruitment committees to address implicit biases. Emphasis is placed on creating inclusive recruitment processes and fostering a culture of transparency and accountability to meet EDI goals effectively.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Recruitment Workshop Marisa Miraldo ICBS EDI Committee, 2022
Holistic Approach Leadership & Accountability Processes & training Culture and external visibility Measurement, monitoring 2 Imperial College Business School Imperial means Intelligent Business
Leadership & Accountability School Strategy 33% gender diversity (by 2025) 20% BAME (by 2025) Increase number of female faculty >35% by 2028 (from 25% female as of 2021) Growth in female Professors >50% by 2028 (from 16% as of 2021) Athena Swan action plan (progress towards School Strategy 2028 targets) 100% of interview panels having gender representation (27% of panels in 2019/20 and 31% in 2020/21 were single-sex). Percentage of female faculty applicants increases to >35% Percentage of female faculty recruited increases to >35% Beyond gender 3 Imperial College Business School Imperial means Intelligent Business
Leadership & Accountability Targets and Stats shared with HoDs and those involved in recruitment Reminder by Dean of our commitment to EDI/targets and what that implies for recruitment Associate Dean of EDI Accountability by HoDs: what are you going to do about it? 4 Imperial College Business School Imperial means Intelligent Business
Processes & Training I Training for search committee, shortlisting committee and appointment panel: eg implicit bias Standardised questions in recruitment panels; bank of suitable open-ended and inquiring questions One committee for selection and one for hiring A minimum of one woman should sit on each interview panel At least one woman on each shortlist, and/or base the number of shortlisted female applicants on the ratio of applications If insufficient numbers of applicants from a certain group (e.g. women) in relation to the size of the pool: position is re-advertised and the search widened Adverts through textio, checked for inclusive language, and the mention of flexible working, etc. Meetings within reasonable hours 5 Imperial College Business School Imperial means Intelligent Business
Processes & Training II Publish stats on staff diversity, targets before hiring season HoDs ask faculty to encourage diverse people to apply When deciding upon salary offer gender parity will take priority over salary parity Address pay gap Decliner survey and experience survey Extend to other diversity dimensions Review of process on its entirety EDI Recruitment Officer seating all panels Broaden dissemination networks PhD project membership (advertise our jobs to 1,700+ minority doctoral students and faculty, 7000+ minority faculty, visibility among PhD project showing externally our commitment to EDI) 6 Imperial College Business School Imperial means Intelligent Business
Culture & External Identity Our staff are ambassadors treat them fairly, with respect, value them Values, B&H, discriminatory behaviours Survey recent job market candidates; develop a code of practice on audience behaviour and ensure seminar chairs enforce it Implement decliner survey and experience survey Faculty interviews on daily barriers, plan to address those Showcase EDI work Strive for gender parity on School Advisory Board, Programme Advisory Boards and Alumni Advisory Board, with a minimum of 30% women on all boards. When current members are replaced, female candidates are identified, shortlisted, considered and appointed Increased media presence of under-represented groups among staff 7 Imperial College Business School Imperial means Intelligent Business
Measuring, Monitoring, KPIs Timing of meetings to ensure they are taking place in family friendly hours of 10-4 Committee/Board membership to ensure membership has a minimum of 30% gender representation Faculty and researcher numbers at each academic/ research level Female staff, student and alumni in media articles Faculty recruitment: applicants, shortlisting, offers, offer acceptance Staff exit interviews Composition of staff interview panels to ensure they include gender representation Training Benchmarking of faculty numbers relative to competitor institutions Enhance our process to collect data on recruitment: most meaningful data is informal (peer-to-peer conversation, job talks, etc not captured) 8 Imperial College Business School Imperial means Intelligent Business
(some of the) Challenges & Opportunities Policies, processes not implemented on the ground Lack of accountability Application pool not diverse Intangible processes not measured, largely determine hires EDI Champions drive most change HoDs and all involved in panels need to take ownership and report on why targets are not achieved with processes documented yearly 9 Imperial College Business School Imperial means Intelligent Business
