In 2008, the DIUS (Department for Innovation, Universities and Skills) commissioned PARN (the Professional Associations Research Network) to research and identify interesting and innovative employer recruitment practices that widened access to new graduates entering the professional labour market. The research output was to provide guidance to employers for implementing diversity into their recruitment processes. PARN interviewed recruitment staff from nine small, medium and large employers.
recruitment www.pharma-mag.com NOT THE OLD BOy NETWORK uk MP, David Lammy, has launched the Professional Recruitment Guide. The launch of the guide coincides with the ‘New Opportunities’ white Paper and the creation of a panel to identify obstacles to accessing certain professions, as well as proposing actions to widen participation. he panel, chaired by Alan Milburn, will work closely who do not even apply, or employees who vote with their feet with representatives of the professions. The aim of the because they feel unwelcome or their needs go unmet. panel is to identify the options that the professions, Many of these employers were actively engaging with negative working with government, could take to improve stereotypes of their professions and the employees who work in access. The idea for the Professional Recruitment Guide can be them. Some of this, they believed, could be addressed through found in Sir Alan Langlands’ ‘The Gateway to the Professions community outreach programmes and initiatives that provided Report’ (2005), which considers how the professions could sustain students of all ages with concise information and positive and improve recruitment opportunities for graduates before the role models. The results have been encouraging, although all Government’s (2006) introduction of variable fees in university agree more work is needed. With applications and recruitment courses. The report concludes that the introduction of fees should rates for the six diversity strands — gender, race, religion, have no effect on university entrance, although it might impact on sexual orientation, disabilities and age — apparently on the diversity in recruitment to the professions. increase, employers in this case study demonstrated a desire In 2008, the DIUS (Department for Innovation, Universities to make the workplace more inclusive and welcoming to all. and Skills) commissioned PARN (the Professional Associations PricewaterhouseCoopers used bias training as a tool for making Research Network) to research and identify interesting and employees aware of the effect of their individual practices and innovative employer recruitment practices that widened access actions on others. It was felt that failing to tackle an inharmonious to new graduates entering the professional labour market. working environment resulted in reduced productivity levels and The research output was to provide guidance to employers low retention rates. for implementing diversity into their recruitment processes. Increased rerecruitment costs and reduced productivity levels PARN interviewed recruitment staff from nine small, medium were a concern for employers and this transmitted into t
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