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5. Interviews, disclosure, vetting and saying ‘no’

Bias and prejudice training for hiring managers

Providing bias and prejudice training for hiring managers can be an effective way to address unconscious bias and prejudice in the recruitment process, increase awareness of diversity and inclusion, and create a more equitable and inclusive workplace culture.

By taking this action, you can demonstrate your commitment to social responsibility, diversity and inclusion, and ensure that your recruitment process is fair, unbiased, and legally compliant.

What does success look like?

  1. Increased awareness of unconscious bias and prejudice in the recruitment process

  2. Enhanced understanding of legal requirements for hiring people with diverse backgrounds and compliance with equal opportunity and diversity laws and regulations

  3. Improved policies and procedures that support social responsibility, diversity and inclusion in the workplace.

  4. Enhanced skills and knowledge of hiring managers on how to conduct inclusive interviews that are legally compliant

  5. Building a more inclusive workplace culture and enhancing the reputation of your company as a socially responsible employer.

How would Offploy do it?

  • Determine who in your organisation would benefit from bias and prejudice training, such as hiring managers, HR managers, recruiters, line managers and other relevant staff members. See: Dealing with unconscious bias: Improving equality, diversity and inclusion in your workplace - Acas

  • Research training options for bias and prejudice training that align with your organisation's values, budget, and needs. For example: Unconscious Bias Training for Managers | iHASCO  However, you may wish to work with a specialist ex-offender organisation to develop a training package that focusses more specifically on addressing prejudice against people with convictions.

  • Work with the training provider to develop a tailored training plan that meets the specific needs and goals of your organisation. It is important to seek tailored training that reflects your business needs and that focusses on areas that you have determined need addressing.

  • Complete the training and encourage all relevant hiring managers to actively participate. Implement the learnings and recommendations from the training to your organisation's recruitment processes and policies.

  • Monitor and evaluate the impact of the training on your organisation's recruitment processes and policies. See: Conduct independent research on the experiences of people with convictions at your organisation

Examples in Practice

Nothing to see here... yet.

We're still putting the finishing touches on our new Employing With Conviction Guide.

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