Originally published here.

Our ongoing activity over the next 3 years is –

Recruitment

Diverse interview panels to reduce unconscious bias and provide representation for a wider range of candidates.

Anonymous shortlisting will continue to be used wherever possible. Managers will be supported through the process with guidance documents, case studies and assistance from the POD team

Ways of working

Guidance documents made available to managers and staff to increase awareness across all areas of inclusion

Career Development Framework and technical competencies

Attraction

Working with special interest groups - such as the Nottingham branch of the Association of Black and Minority Ethnic Engineers - to promote our vacancies to underrepresented groups and understand the barriers that may be stopping people from applying

Support from staff networks to review language in job adverts to ensure they are inclusive

Staff engagement

Empowering staff networks to drive positive change through staff led initiatives

Providing opportunities for everyone to be involved, no matter what time you can commit to D&I; from leadership roles, working groups to just expanding learning

Development for all

More apprenticeship and placement opportunities to bring in diverse skills, aid future succession planning and allow for knowledge transfer

Lead to Succeed and Stepping into Leadership training will incorporate bias and inclusion, equipping our current and future leaders with the skills to lead inclusive teams

You can read the complete article here.