Diversity and inclusion have become buzzwords in the world of recruitment, and for good reason. A diverse and inclusive workforce has been shown to improve employee engagement, creativity, and productivity. It also helps organisations better reflect the communities they serve.

The State of Diversity and Inclusion in UK Local Government

Before diving into best practices and success stories, it's important to understand the current state of diversity and inclusion in UK local government. According to a report by the Local Government Association (LGA), the local government workforce is less diverse than the UK population as a whole. In 2019, 9.9% of the local government workforce identified as Black, Asian, or Minority Ethnic (BAME), compared to 14.4% of the UK population. The report also found that women are underrepresented in leadership positions in local government, making up only 33% of chief executives and 17% of council leaders.

Best Practices for Diversity and Inclusion in UK Local Government Recruitment

One of the first steps in improving diversity and inclusion in recruitment is setting goals. This involves identifying areas for improvement and setting specific, measurable targets. For example, a local government organisation might set a goal of increasing the percentage of BAME employees in leadership positions by 5% within the next two years. Setting goals can help organisations stay accountable and track progress over time.

Job postings are often the first point of contact between a candidate and an organisation, and it's important to use inclusive language to attract a diverse pool of candidates. This involves avoiding gendered language, such as "he" or "she", and using gender-neutral terms instead. It also involves avoiding language that might exclude certain groups, such as requiring a certain level of education that might not be necessary for the job.

Unconscious bias can often creep into the recruitment process, which can lead to less diverse hiring. To combat this, local government organisations can implement blind recruitment practices, such as removing names and addresses from CVs before they are reviewed. They can also use structured interviews that ask all candidates the same questions to ensure fairness.

Partnering with community organisations can help local government organisations better connect with diverse communities and attract a more diverse pool of candidates. For example, a local government organisation might partner with a BAME community organisation to host a job fair or information session.

Offering training and development opportunities can help employees from diverse backgrounds feel valued and supported. It can also help them grow in their careers and take on leadership positions. Local government organisations can offer training and development programs that focus on diversity and inclusion, such as unconscious bias training or leadership development programs for underrepresented groups.

Success Stories in Diversity and Inclusion in UK Local Government Recruitment

In 2017, Bristol City Council launched its "Positive Action" program, which aims to increase the number of BAME and female candidates applying for jobs. The program includes targeted outreach to underrepresented groups, mentorship programs, and unconscious bias training for recruiters. As a result of these efforts, the council has seen an increase in the number of BAME and female candidates applying for jobs.

In 2018, Lambeth Council launched its "Equalities Commissioning Framework", which requires all suppliers to demonstrate their commitment to diversity and inclusion in their recruitment practices. The framework also includes a commitment to providing training and development opportunities for underrepresented groups. As a result, the council has seen an increase in the number of diverse suppliers and employees.

In 2019, Tower Hamlets Council launched its "Leadership Development Programme", which is aimed at underrepresented groups, including BAME and female employees. The program includes training and development opportunities, mentorship, and networking events. As a result of these efforts, the council has seen an increase in the number of diverse employees in leadership positions.

Summary

Improving diversity and inclusion in recruitment is essential for local government organisations looking to better reflect the communities they serve and improve employee engagement and productivity.

By setting diversity and inclusion goals, local government organisations can attract a more diverse pool of candidate. Success stories from organisations like Bristol City Council, Lambeth Council, and Tower Hamlets Council demonstrate that these efforts can lead to real progress in improving diversity and inclusion in UK local government recruitment.

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