 |
 |
Hi, We analyse recruitment monitoring data for all posts by ethnicity, gender and disability (though disclosure rates are low for the latter), extended to sexual orientation and religion and belief from 1 October. We decided not to seek details of gender reassignment, pregnancy/maternity or marriage/civil partnership as we thought applicants might see these questions as intrusive and we would be unlikely to use the data. We have just fully migrated from a paper-based monitoring system to e-recruitment on CORE HR. There have been problems - not with the system, but in getting departments to update the status of a recruitment so that we can continue to analyse posts by 'short-listed', as well as applied and appointed. The EDU uses Discoverer to extract and analyse the data. We provide a feedback loop to departments applying for Athena - and want to extend this to areas where we pick up on any under-recruitment by PC. We also report on the data annually where the quality is good enough to our E and D Panel and Personnel Committee, by staff group. Trudy Trudy Coe Head of Equality and Diversity Equality and Diversity Unit University Offices, Wellington Square, Oxford, OX1 2JD Office address: 5 Worcester Street Oxford OX1 2BX +44 (0) 1865 289821 [log in to unmask] www.admin.ox.ac.uk/eop [Athena SWAN bronze award] From: HEEON equal opportunities list [mailto:[log in to unmask]] On Behalf Of Sheila Ross Sent: 04 October 2012 17:27 To: [log in to unmask] Subject: Re: Recruitment Andrea, We report our recruitment data by applicants, shortlisted and appointment by gender ,ethnicity and disability, (will need to extend to all the protected characteristics) split into academic and support staff but can drill down by academic school and look at specific posts as that is where the data provides us with issues related to e.g. lack of female applicants, stereotyping etc. At the moment it is held in spreadsheets so although it is manually work intensive it is easily accessible. Ideally the results re analysis and trends would be discussed with the recruiting managers as that is where interventions can be looked at. However we are about to move to E-recruitment ( I-Trent system ) and as far as I can see the issue is the setting up of the required reports as most system purchases will only have basic reports which may not meet all the equality reporting requirements. However as the system holds the data it must be possible to build the required reports but if they have not been commissioned at the time, this work may have to be done. I am also keen to hear from anyone who works with recruitment data from an equality perspective and is using I-Trent to know of any issues that would be better addressed at the early stage of the system design and implementation . Regards Sheila Sheila Ross HR Advisor (Employee Relations) Human Resources University of the West of Scotland 0141 848 3691 [log in to unmask]<mailto:[log in to unmask]> From: HEEON equal opportunities list [mailto:[log in to unmask]] On Behalf Of Lechner, Andrea Sent: 04 October 2012 16:54 To: [log in to unmask]<mailto:[log in to unmask]> Subject: Recruitment Colleagues I was hoping you might be able to assist me with a query relating to E&D data in recruitment. What I am trying to obtain from our recruitment system are regular reports on: * on each job advertised, o the number of applications received, o the number of candidates shortlisted o and the candidate appointed. o Within this I want to have data in relation to the protected characteristics as per the Equality Act 2010 (I don't want names and other personal info) Do you receive such reports? If not, does your institution produce different type of reports or none? Would you be willing to share anonymised data? Does your HR team receive such reports that are then discussed with recruiting managers? Do you receive/create different types of reports? If yes, what sort of reports are there? Would you be willing to share these? My understanding is that we are obliged as a partially publicly funded organisation to be able to provide such data. Is my understanding correct? The other question is , do you use an online recruitment system to obtain data or do you rely on the spreadsheet method? We currently use I-Grasp and we seem to have problems with obtaining data from this. I would be grateful for any advice. Regards, Andrea Andrea Lechner HR Manager (Development & Diversity) HR Services Tel. 0845 196 4928 Email. [log in to unmask]<mailto:[log in to unmask]> [Description: http://inhouserecruitmentawards.co.uk/wp-content/uploads/2012/09/46860-finalist.jpg] ________________________________ EMERGING EXCELLENCE: In the Research Assessment Exercise (RAE) 2008, more than 30% of our submissions were rated as 'Internationally Excellent' or 'World-leading'. Among the academic disciplines now rated 'World-leading' are Allied Health Professions & Studies; Art & Design; English Language & Literature; Geography & Environmental Studies; History; Music; Psychology; and Social Work & Social Policy & Administration. Visit www.anglia.ac.uk/rae<http://www.anglia.ac.uk/rae> <http://www.anglia.ac.uk/rae> for more information. This e-mail and any attachments are intended for the above named recipient(s) only and may be privileged. If they have come to you in error you must take no action based on them, nor must you copy or show them to anyone: please reply to this e-mail to highlight the error and then immediately delete the e-mail from your system. Any opinions expressed are solely those of the author and do not necessarily represent the views or opinions of Anglia Ruskin University. Although measures have been taken to ensure that this e-mail and attachments are free from any virus we advise that, in keeping with good computing practice, the recipient should ensure they are actually virus free. Please note that this message has been sent over public networks which may not be a 100% secure communications. Please consider the environment and think before you print *************************************************************************************************************** University of the West of Scotland aims to have a transformational influence on the economic, social and cultural development of the West of Scotland and beyond by providing relevant, high quality, inclusive higher education and innovative and useful research. Visit www.uws.ac.uk<http://www.uws.ac.uk/> for more details University of the West of Scotland is a registered Scottish charity. Charity number SC002520. *************************************************************************************************************** Legal disclaimer -------------------------- The information transmitted is the property of the University of the West of Scotland and is intended only for the person or entity to which it is addressed and may contain confidential and/or privileged material. Statements and opinions expressed in this e-mail may not represent those of the company. Any review, retransmission, dissemination and other use of, or taking of any action in reliance upon, this information by persons or entities other than the intended recipient is prohibited. If you received this in error, please contact the sender immediately and delete the material from any computer. --------------------------