Race and Recruitment: Exposing the Barriers - Recruitment Industry Engagement

Executive Summary / Introduction

Phase Two of the Recruitment Industry Engagement Initiative. Exposing the Barriers in recruitment processes. Develop a strategy and take action to improve employers' recrutiment agency processes.

Following on from Race for Opportunity’s (RfO) report, Race to Progress: Breaking Down Barriers  published in June 2011, RfO has launched Phase 2 of its Recruitment Industry Engagement Initiative (RIEI) designed to take forward recommendation three from the Race to Progress report. Recommendation three focused on improving employers’ and recruitment agencies’ processes around recruiting diverse candidates. The first RIEI Phase 2 Steering Committee meeting agreed to investigate any trends around barriers faced by ethnic minority candidates during the recruitment process, with a view to producing guides for employers, recruitment industry representatives and candidates to combat those barriers. A survey addressing both recruitment agency-based recruitment and direct recruitment issues was sent to RfO members and a cross section of recruitment agencies for dissemination to their employees and candidate databases respectively.

wnload the full research document:

PDF iconBusiness in the Community Race and Recruitment. pdf

Change is needed if all candidates are to be treated fairly in the recruitment process,  Race and Recruitment: Exposing the Barriers includes dedicated tips and recommendations for candidates, recruitment agencies and employers. Scroll through the page to view and download the tools that can achieve change. 

Take Action

A series of documents designed to assist and offer guidance in the workplace for the recruitment of ethnic minorities. These documents will help in the development of a framework that provides checks and balances in the recruitment process for employers and recruitment agencies together with a comprehensive guide for employers to monitor ethnicity
How to Conduct Diverse Recruitment
A ' how to' guide for both employers and recruitment agencies working together to improve the processes around recruiting diverse candidates.
Download 300.27 KB
Commitment to Diversity in Recruitment
A model template to encourage a partnership approach between employers and agencies.
Download 116.49 KB
Diversity Declaration Forms
Model templates for employers or agencies to help improve self declaration of candidates
England, Scotland and Wales
Download 87 KB
Northern Ireland
Download 82.5 KB
Diversity Monitoring Forms
Model templates to agencies to track and report the diversity profile of candidates to their clients from the attraction through to the appointment stage.
England, Scotland and Wales
Download 12.89 KB
Northern Ireland
Download 12.12 KB
Best Practice Tips for Employers
Ensuring equal access to opportunities for diverse job applicants
Download 86.15 KB
Best Practice Tips for Recruitment Agencies
The following fact sheet is a summary of the key research findings from this study of more than 2,500 people who have looked for work in the UK in the last twelve months. It is important to note that the sample is not purely random, it was achieved by RfO member and partner organisations, including a number of key recruitment agencies, sending a link to the survey to the candidates on their contact databases.
Download 74.16 KB
Best Practice Tips for Job Seekers
As part of the Mayoral initiative to support businesses and strengthen their ability to become more diverse, Race for Opportunity (RfO) and Diversity Works for London (DWfL) commissioned a piece of research into job seekers experiences of recruitment agencies. The research was carried out by SPA Future Thinking.
Download 83.86 KB
The 'Race' Research Series
Read more about the Race series of documents. A synopsis of the research from Race for Opportunity that provides an invaluable insight into the challenges faced by both people from ethnic minorities and the initiatives employers are undertaking to provide progression opportunities and reverse unconcious bias.