Inclusive Recruitment Strategy & Practice Briefing
Recruitment strategies that ensure your EDI policy translates into a fair and unbiased workplace
Time: 09:30 - 13:30
Cost: £275 + VAT per attendee
- Thursday, 28th March 2024
(If you can't attend the live event, we can send a link post event to watch the recording. Cost: £225 + VAT - please contact registrations@bfi.co.uk)
An effective and authentic diverse recruitment policy will lower your staff turnover, foster a more creative workplace and enhance your corporate reputation.
Is recruitment still your biggest headache? Do your managers and those with recruitment responsibilities understand how to translate EDI principles into fair recruitment practice? We have listened to your peers facing the same challenges and designed this briefing to deliver an information-heavy half-day of practical new recruitment solutions.
Recent pandemic and demographic shifting has created a greater population of older female and ethnic minority workers as well as a cohort of knowledge workers who are moving to self-employment. Employers are also under pressure to accommodate intersectionality in the workplace to reflect today’s diverse workforce.
The benefits of a diverse workplace are proven to include lower staff turnover, better creativity and improved organisational reputation, but inclusive recruitment is all too often a legal and practical minefield.
This critical update, part of our hugely successful recruitment and EDI track records, melds the two issues to give delegates the tools to build a pipeline to hire and retain diverse teams.
You will:
- Understand the process and design elements of inclusive hiring campaigns
- Learn how to draw up fair and unbiased candidate lists
- Audit your onboarding process to accommodate diverse employee needs
- Ensure your remunerations and benefits are flexible and workable
- Understand the legal framework and what your recruitment options are
- Learn what diverse employees need and design packages that will firmly position your organisation as an employer of choice
- Save money by targeted recruitment and reducing the risk of employment tribunals
- Learn key interviewing dos and don’ts
About us: Since our first Diversity event in 2006, BFI has been helping organisations stay up to date with addressing Diversity and Inclusion needs by offering the latest developments, policy and legal updates, as well as case studies from top employers.
Past delegates said:
"Utterly inspirational, amazing initiatives and achievements in your company"
"We really want to listen properly to our people and create an environment of psychological safety for all. These are fantastic takeaways, thank you"
"Great mix of practical advice, group discussion, insight and information"
"Informative, energetic and engaging - what an incredible line-up of speakers"
Please note: If you have a topic to suggest or might like to speak at, endorse, or sponsor the event, please see how to get involved here
Which functions will benefit from attending
- HR, DIVERSITY & INCLUSION, OCCUPATIONAL HEALTH, RECRUITMENT & RESOURCING, POLICY & STRATEGY, OPERATIONS, LEGAL, TALENT, EQUALITY, POLICY, ORGANISATIONAL DEVELOPMENT, EMPLOYER BRANDING, ENGAGEMENT, EMPLOYEE RELATIONS, PEOPLE DEVELOPMENT, LEARNING AND DEVELOPMENT, IMPROVEMENT AND QUALITY AND ALL DIRECTORS AND LINE MANAGERS WITH RESPONSIBILITIES IN THIS AREA.
Hear from
Schedule
Welcome and opening remarks
Elizabeth Smith
Director of Research , Business Forums International Ltd. (BFI)
Elizabeth is director of research and a founding co-director at Business Forums International. She is responsible for all programme content and writing, and researches current areas of interest for senior HR professionals in large organisations. BFI is the UK’s leading HR risk specialist conference and training provider, delivering key and timely information to over 3,000 delegates a year both through public and in-house training courses. Before founding BFI in 1996, Elizabeth specialised in researching corporate financial programmes in Asia and the Middle East, based in Dubai. She also worked in advertising and publishing in the Middle East and London. Elizabeth was educated in the West Indies, Saudi Arabia and Belgium before reading Modern Languages at Durham University. She is currently developing an online training course for line managers to raise awareness of menopause symptoms and ways that employers can work to make their workplaces more inclusive.
The legal context and imperatives: Is your inclusive recruitment strategy compliant, fair and workable?
Vandana Dass
Managing Director / Senior Solicitor , Davenport Solicitors
As Managing Director and Solicitor at Davenport Solicitors Limited, I was extremely proud to be named the Winner of the "Rising Star in Law" category at the London Asian Business Awards and “Entrepreneur of the Year” category at the British Indian awards. I advise employees and employers on a range of Employment law and Immigration matters from implementing employment contracts and policies, advising on Sponsorship licences and managing them, advising on Tier 1 and Tier 2 visas to representation at the Employment Tribunal. I started Davenport Solicitors as I wanted to eradicate the worries of HR/Employment law for my clients so they can concentrate of growing their business. Moreover, I wanted to provide Businesses, who were looking for HR/Employment law support with a first class service from expert Solicitors, with the flexibility of choosing from a range of services which suits them. Davenport Solicitors specialises in HR/Employment and Immigration law. I have the responsibility of making sure we provide the best possible service to clients, achieve its targets and continue to thrive and grow as a business. I am responsible for implementing company policy, planning growth of the Company, overseeing all client work, managing communications and representing the Company at various events. I regularly present seminars on what really concerns businesses and HR professionals. I am also a Employment Law Lecturer at South Bank University. I am a member of the Employment Lawyers Association, the European Employment Lawyers Association, a Committee member of the Asian Business Association and the Chair of the School Stakeholder Committee at Krishna Avanti Primary School. In my spare time, I enjoy spending time with my family, baking, travelling and trying different cuisines.
- How do you make your EDI policy effective?
- Ensuring your managers know how to apply EDI principles to fair recruitment practice
- Understanding the current demographics: older, female, ethnic minority workers: optimum ways to target diverse cohorts
- Understanding recruitment and employment needs in new areas: latest thinking and methodology
- Essential immigration and sponsorship updates for overseas workers
- Advertising vacancies: where are the potential risks and what can you do to ensure you mitigate them and implement a truly inclusive policy
- Knowledge workers and self-employment: ensuring you don’t miss out on talent
- Job analysis and HR planning: anticipating and meeting
- Future recruitment demands
Diverse recruitment and selection: Principles and practice
Kishoree Kotecha-Pau
Partner & EDI Lead , Freemans Law LLP
Kishoree is a highly experienced Criminal Defence solicitor. She qualified as a Solicitor in 1986 and joined Sheratte Caleb & Co Solicitors in 1986, becoming a Partner in 1993 assisting them in acquiring membership of Serious Fraud Panel. Kishoree joined Freemans Solicitors in 2006, where she is a Partner Partner and joint Head of Criminal department; she is a specialist practitioner in complex cases ranging from murder, fraud, money laundering and Confiscation proceedings and criminal appeals. Kishoree specialises in difficult cases whether complex due to the facts or allegation or as a result of the legal matrix. Involved in reported cases, the most recent related to the instruction of intermediaries for vulnerable defendants. She is known for her attention to detail, tactical approach and effective support of her clients and her high level of expertise in her subject matter. She works with high calibre experts and is acknowledged by her clients and third parties for her unstinting commitment to her clients and cases. Kishoree recently represented a pharmacist acquitted of murder in a case of assisted suicide, she also successfully resisted the application of the General Pharmaceutical Council to remove him from the register, in what will be a high profile decision for the pharmaceutical profession. She is equally skilled at High value frauds, often with international elements; successful resolution of confiscation cases, where millions of pounds are sought by prosecutors; and negotiating settlements of monies seized under forfeiture proceedings. She continues to act in all levels of criminal cases ranging from importation of drugs, to allegations of a violent or sexual nature. Kishoree has been a Legal 500 Recommended Lawyer every year since 2014. In the 2018 edition she was described as having “great depth of experience and knowledge of the criminal justice process’ and ‘combines professionalism with humanity, charm, warmth and hard graft.” She has also been a ranked lawyer in Chambers & Partners UK since 2017. In the 2019 Guide she was described as “always calm, in control and sensitive to clients‘ needs” and also praise her “excellent mastery of the material and vigorous pursuit of defence strategy.” Kishoree was presented with the Society of Asian Lawyers’ Legal Aid Lawyer of the Year Award in 2013 by Sailesh Mehta Co-chair of SAL and The Rt Hon Sadiq Khan MP. In the words of the organisers “this Award marks Kishoree’s unstinting dedication to assisting those on Legal Aid and her active involvement in the campaign to protect those who may lose this valuable right.” In 2018, Kishoree was awarded the Highly Commended BSN Lifetime Achievement Award at the UK Diversity Legal Awards 2018. Described by one of her nominators (Natasha Wong QC) as having “dedicated herself to furthering and promoting the equality, diversity and inclusion of all genders and ethnic backgrounds, both within the community and the legal profession. She has never wavered in her commitment and has been at the forefront of several major initiatives that have made a real difference to countless people entering and within the legal profession, as well as to the many who did not know where to turn to for help within the community. Her tireless work with some of the most vulnerable people across all ethnic backgrounds makes her a highly effective champion in the field. She has changed and saved lives; inspired countless people of all backgrounds and ethnic origins to pursue and develop their dreams of a legal career, at a time when few were prepared to devote themselves to helping others to progress. She is the worthiest of nominees for this award”. Kishoree is a member of the London Criminal Court Solicitors Association, a founder member of the Society of Asian Lawyers and serving Board member of the Association of Women Solicitors. She also served as a University governor for nine years.
- What drives cultural fit in an organisation?
- Recruitment for your organisation’s cultural fit
- Diversity 2024: what does it look like now and how to optimise your team diversity to get the best outcome for all
- Listening to colleagues at all levels: smart questions to ask and how to interpret and act on the answers
- Latest thinking on bias research: a checklist to remain compliant
- Building diverse teams and a heterogeneous workforce
- Different types of implicit bias: recognising and avoiding it at all stages of the recruitment process
Comfort break
Reaching the widest talent pool: Essential changes to make to your recruitment pipeline
- Where are you missing great talent? A checklist
- Writing job descriptions
- Language
- Focussing on skills-based and job-based tasks and hiring
- Specifications
- Selection criteria
Tackling unconscious bias in the recruitment process: Who are you inadvertently excluding?
Umar Kankiya
Media Lead / Leadership Team Member , Dope Black Dads
Umar is a Solicitor and Communications Specialist who regularly advises politicians, corporations and other groups around Inclusion and Diversity and Wellbeing in the work place and beyond. In addition Umar is able to provide insight into what is happening on the ground from a real perspective and has appeared on platforms such as the BBC, ITV, Sky News, Guardian, Independent newspapers to provide such views. Umar is a practicing Solicitor with over 10 years of experience in Mental Health, Mental Capacity Community Engagement and political engagement. Umar has regularly been active in the political sphere often speaking about law and politics in the media and in the community. Umar regularly engages in speaking engagements with corporations, community groups and public sector organisations especially around Mental Health and the impact of this particularly in the Black Community. Umar is a member of Dope Black Dads who seek to Inspire, Heal, Educate and Celebrate Black Fathers. Umar has been a member for almost 2 years now and is their media lead, having spoken on the platforms mentioned above on various social issue campaigns affecting the black community and fathers.
- Drawing up and working with shortlists: Where might you be going wrong?
- The importance of life experience and how to mine for skills over qualifications
- Fair and without bias selection
- Recognising and challenging bias in others
- Using specific language and what to avoid
- AI and recruitment: the role of the human connection in inclusive recruitment
- Accommodating and adjusting for different candidate needs
- Offers and negotiations
- Office adjustment policies
- Salary and conditions
- Post-interview considerations
Comfort break
Interview masterclass
Sam Shah
Chief Medical Strategy Officer , Numan
Professor Sam Shah is Chief Medical Officer for Numan and Director of the Faculty of Future Health with Ulster. Sam’s interests span digital health, clinical leadership and public health. Sam is a digital health technology advisor to a number of healthcare and technology companies, spanning a range of industries including telecommunications, assessment of apps, scaling new technology into the NHS and workforce solutions. Sam was previously Director of Digital Development for NHS England and NHSX, where he was responsible for digital development of the ecosystem and leading on a number of national transformation programmes. Sam has worked on a number of initiatives including the flagship project to digitise urgent care in the NHS. Sam headed up the national learning and development programme for NHS England, which considered different channels to access healthcare using technology. He has also been involved in the assessment of healthcare technology through a number of grant schemes and accelerator programmes. Sam continues to work in the NHS within primary care and champions a range of agendas including improving diversity within the workforce.
- Key dos and don’ts
- Common assumptions and how they will adversely affect your inclusivity objectives
- The important things organisations are still getting wrong
- Openness, help and support
- Key components of a successful interview
- Optimum interview behaviours
- Common mistakes that could adversely impact your EDI recruitment and how to avoid them
Candidate interviewing role play
Sam Shah
Chief Medical Strategy Officer , Numan
Professor Sam Shah is Chief Medical Officer for Numan and Director of the Faculty of Future Health with Ulster. Sam’s interests span digital health, clinical leadership and public health. Sam is a digital health technology advisor to a number of healthcare and technology companies, spanning a range of industries including telecommunications, assessment of apps, scaling new technology into the NHS and workforce solutions. Sam was previously Director of Digital Development for NHS England and NHSX, where he was responsible for digital development of the ecosystem and leading on a number of national transformation programmes. Sam has worked on a number of initiatives including the flagship project to digitise urgent care in the NHS. Sam headed up the national learning and development programme for NHS England, which considered different channels to access healthcare using technology. He has also been involved in the assessment of healthcare technology through a number of grant schemes and accelerator programmes. Sam continues to work in the NHS within primary care and champions a range of agendas including improving diversity within the workforce.
Delegates will work through a series of recruitment scenarios to apply and understand the new recruitment processes examined during the course.
Working in small groups, you’ll have feedback on the exercises and have the chance to hear from other groups and their lessons to in order to maximise the learning for the day.
A checklist for optimising your recruitment process to embed diversity: Where might you be missing a trick?
- Planning, development, implementing, reviews, quantifying and communicating success
- Induction process improvements: organisational and individual programmes
- How to develop and communicate optimum packages: hours, location, contract length, skills development and training, benefits