From inclusive values to inclusive recruitment: Active Humber
Active Humber has always been committed to inclusion. However, when the organisation looked more closely at its recruitment processes, the team realised that good intentions weren't always reflected in practice.
The charity, with a team of 12, had previously struggled to recruit the right person for an equality, diversity and inclusion role. Before advertising the position again, they saw an opportunity to do things differently.
Active Humber joined the Include to Improve programme, led by Activity Alliance and Sport for Confidence, funded by Sport England, to explore how it could make recruitment more inclusive and accessible.
Seeing recruitment differently
Five recruitment documents, including the job advert, role description and application form, were reviewed through the programme.
The feedback identified practical changes, from removing jargon and using Plain English to making reasonable adjustments clearer.
For Ian Spencer at Active Humber, having an outside perspective made a real difference.
"It’s helped identify those little things that you miss because you’ve seen these documents so many times that you just don’t see it."
The team acted on the recommendations. The job description was reduced from five pages to just one and a half, candidates were given clearer information and different ways to apply, including the option to submit a video application.
Creating a more inclusive candidate experience
The process prompted Active Humber to think beyond its recruitment documents and consider the whole experience from a candidate's perspective.
An accessibility pack was created with practical information about travelling to and accessing the building, alongside videos showing candidates what to expect when they arrived.
The traditional interview was also rethought. Candidates spent time meeting the team and taking part in activities before a shorter, less formal interview, with questions provided in advance.
The difference was felt by the candidates themselves.
"I found the whole interview process brilliant. Having the questions in advance helped ease my nerves and gave me time to reflect on the skills and experience I could bring to the role. The travel and accessibility information was really helpful too.
I loved having different activities throughout the day and the opportunity to meet the whole team. It felt much more personal and accessible than a traditional interview."
The new approach was successful, with a suitable candidate offered and accepting the role.
Making inclusion part of everyday practice
The impact has gone beyond one successful appointment.
Active Humber will use its new recruitment approach for future roles, while the accessibility resources it created can support other people visiting the organisation too.
The experience has also challenged the team to think differently about what being an inclusive organisation really means.
“It’s not about reinventing the wheel, it’s just small changes, a few adaptations,” said Ian.
Through Include to Improve's Strategic Partner Network, Active Humber has learnt from organisations outside its usual networks and shared ideas about how others are putting inclusion into practice.
The Lived Experience Network has brought another important perspective, giving the team opportunities to hear directly from people with a range of disabilities about their experiences.
What's next?
For Active Humber, this is only the beginning.
What started with reviewing five recruitment documents has changed much more than a job advert. It has helped Active Humber move from a commitment to inclusion to thinking about how people actually experience it.
And sometimes, it is those relatively small changes that open the door for more people to take part.
