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Positive Action when shortlisting candidates for interview

I work for a large organisation and we have been given a mandate to improve our shortlisting for senior roles in the business. The definition of 'improving' in this scenario being that we would like to promote and improve diversity by progressing (where we have received applications) female and BAME community candidates to interview.

Currently as part of the application process we give candidates the option of completing a digital EEO form which is held in our ATS. This is currently visible only to Systems administrators and Reporting administrators for the purpose of monitoring diversity from applications through to onboarding new hires.

Recruiters in the HR function aren't able to see this information at present, however for the purpose of implementing a positive action approach to shortlisting, we are considering giving recruiters access to the information so this mandate can be met.

The form currently states that the information will only be used for diversity monitoring purposes.

Would anybody be able to share some thoughts or insights on whether we could do this? 

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