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Develop an equal opportunity policy
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Set an action plan, with targets
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Provide equality training for all people, including mangers to ensure that they understand the importance of equal opportunities. Provide additional training for staff who recruit, select and train your employees
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Monitor workforce composition to identify areas for positive action.
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Review recruitment, selection, promotion and training procedures to ensure that you are delivering on your policy.
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Draw up clear and justifiable job criteria, which are demonstrably objective and job related.
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Offer pre-employment training, where appropriate to prepare potential job applicants. Consider positive action training to help ethnic minority employees apply for jobs in areas where they are underrepresented.
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Improve Organisation?s image: do you encourage applications from underrepresented groups and feature women, ethnic minority staff and people with disabilities in recruitment literature, or could you be seen as an employer who is indifferent to these groups?
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Consider flexible working and family friendly policies, career breaks, providing childcare facilities to help women meet domestic responsibilities and pursue their occupations; and consider making reasonal adjustments for people with disabilities by providing special equipment and assistance. Consider time off for religios holidays and observance.
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Develop links with local community groups, organisations and schools, in order to reach a wider pool of potential applicants.
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Learn from best practice examples and benchmark what you are doing.