Change Collective Recruitment Guide: Introducing the Extension Pack

Last summer the long-awaited EDI recruitment guide was launched. In fact, it was four guides that stand alone and link together. After producing about 140 pages of content what more could be said?  Yet today sees the launch of the long-awaited extension pack. Another 30 pages of more guidance.

Last year I had to make some difficult decisions about what to leave out. The guides were already much bigger than anything else out there, acting as a collection of wisdom and experience from many sources and bringing together as many elements of the recruitment process to better achieve equality, diversity and inclusion, with the hope that that will lead to equity in the fundraising profession, for the sector we work, and that in turn will lead to equity for those we exist to serve.

The guides were well received but I received many messages asking for content on something that was not included. The guidance included text to show salaries on job adverts and to remove unnecessary degree requirements. Both campaigns, #ShowTheSalary and #NonGraduatesWelcome, are led by fundraisers and those close to fundraising and there was a strong appetite for more guidance to make it explicit that the Chartered Institute understands the issues and supports both campaigns.  A roundtable discussion was hosted by the Chartered Institute with #ShowTheSalary.

The extension pack leads with the case for showing the salary and removing graduate requirements and directs readers to the #ShowTheSalary site.  Both campaigns have kept the pressure on recruiters by picking up when salaries are not on adverts and when a degree is required and challenging the recruiter to explain the reasons.  Their persistence, growing list of charities and recruitment agencies signing the pledge and their increased body of evidence are shifting practice – for which we should all be thankful.

Last year saw more organisations want to do more on EDI, moving from performative statements to action. Recruitment is a tangible area for change and more organisations were willing to change practice to find candidates from Black and Asian backgrounds or with a disability.  I was being invited to more webinars and onto panels to discuss this.  I wanted to share the good things I saw, particularly around disability and people were generous in sharing what they had developed.

The extension pack also covers roleshares, internships with a difference (no spoilers, read the extension pack), sharing interview questions and lived experience of doing recruitment in a different way.  It covers testing, remote interviews and wellbeing. However, I think of this resource as the place I look for guidance on making the whole process more accessible. It features four expert contributions on disability. Speaking to them and editing the content for the extension pack I learned how to make all recruitment more accessible. I hope it does the same for you.

The recruitment process is about choices. The choices we make determine whether the fundraising profession and the sector become more diverse and inclusive. If you are serious about change you will take the time to get better about making those choices.