Please note that workshop bookings are subject to actor availability. We will inform you of any availability challenges within 3 working days.

This interactive workshop covers the practical application of neuroscience, identifying biases, legal frameworks, and effective hiring practices. Participants will engage in realistic scenarios involving job advertisement writing, shortlisting, interviewing, distinguishing between positive action and discrimination, and implementing reasonable adjustments. 

Learning Outcomes

By the end of this workshop, participants will:

• Understand how unconscious bias affects recruitment decisions and learn techniques for making objective and fair decisions. 
• Understand key legal aspects of recruitment, including the difference between positive action and discrimination. 
• Adopt an ‘accessible-by-design’ approach and understand the importance of reasonable adjustments in inclusive recruitment. 
• Confidently support new hires in an inclusive manner, promoting behaviours that enhance inclusivity and retention. 
• Implement SMART strategies to improve inclusivity in recruitment processes. 

Workshop Outline

Introduction: An icebreaker activity, “Reflections on Privilege,” encourages open communication, exploring privilege non-confrontationally and reflecting on its role in recruitment. 

The Science of Bias: Participants will learn about the neuroscience behind unconscious bias and its impact on recruitment, demonstrated through the “Candle and Matches” activity. They will observe a recruitment shortlisting process influenced by unconscious bias, critically analysing the scenario and questioning the actors to uncover and address underlying biases. They will set personal goals for inclusive recruitment in their action plan. 

Legal Cornerstones of Inclusive Recruitment: A quick overview of relevant legal frameworks, focusing on protected characteristics and factors influencing recruitment. The “Positive Action or Discrimination” activity helps distinguish between lawful and unlawful practices. 

Best Practices in Advertising, Shortlisting, and Interviewing: Participants will analyse key stages of the recruitment process to identify and remove barriers. Exploring biases in shortlisting and interviewing, and examples of best practices. Participants will observe an interview scenario that creates discomfort for the candidate, engaging in reflective questioning to understand the nuances and impacts of non-inclusive interviewing techniques. 

Reasonable Adjustments and Legal Compliance: Discussing legal requirements for reasonable adjustments, particularly for candidates with disabilities. Participants will explore various workplace adjustments and the benefits of an accessible-by-design approach. 

Supporting & Retaining New Hires: Strategies for inclusively nurturing talent beyond recruitment will be discussed. This includes inclusive onboarding, mentorship programmes, employee resource groups, and policies that promote inclusivity and retention. 

Action Planning for Inclusive Recruitment: Participants will consolidate their learnings into SMART strategies for inclusive recruitment, sharing objectives and commitments to enhancing recruitment inclusivity with follow-up actions to track progress.