Fair Recruitment
Fair and Inclusive Recruitment Approach
At UNICEF UK, we promote equality, diversity and inclusion in our workplace. We live these out through our values and ways of working, and through creating an organisation and culture that represent and embrace the world around us.
We make employment decisions by matching business needs with the skills and experience of candidates, irrespective of age, disability (including hidden disabilities), gender, gender identity or gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, or sexual orientation.
We are committed to making sure that everyone who applies for a role with us experiences a fair, transparent, and inclusive process. What happens on the other side of the application process? Below is what you can expect once you apply for a job with us.
Inclusive Recruitment approach
Salary and Job offers
We are committed to pay equality and always advertise the salary for a role. We don’t ask for your current or previous salary to avoid inheriting biases. If successful, we’ll offer what we believe the role is worth, aligned with what we advertised.
Inclusive Job description and adverts
We use online tools to ensure our job adverts are inclusive. We only ask for the minimum requirements needed for a role to appeal to the widest audience. We value experience as much as formal qualifications and avoid asking for qualifications unless absolutely necessary.
Advertising
We advertise widely and use specialist websites to reach diverse candidates. Our adverts explain the recruitment process, including interview dates.
Recruitment training
Our managers must attend diversity and inclusion training before recruiting. They also have access to resources like guides, templates, and a question bank to maintain high standards.
Find more answers to common recruitment questions.
Application stage
Prioritising candidates experience
We care about your experience when applying for a role with us. You’ll get feedback regarding your score after shortlisting and after an interview. We may also ask you to rate the overall process after you submit an application. You will have the chance to share your thoughts about the experience as we’re always eager to hear how we can improve.
Our employee networks help improve our recruitment to attract diverse talent. We’re always looking for ways to make applying for our vacancies easier and better.
Our values
We put our Shared Commitment at the centre of how we recruitment. We’ll ask about this in your application and interview to ensure new colleagues share our values and promote an inclusive culture.
Talent pipeline
We offer apprenticeships and work placements to help wide range of candidates access opportunities. We partner with organisations such as the EY Foundation, 1000 Interns Foundation and Change 100, and universities to reach candidates who might not typically apply.
Monitoring, reviewing and continually improving
We collect and review diversity data at every recruitment stage to ensure fairness. We aim for our workforce to reflect the world around us and use data to guide our actions. We regularly review our data and seek feedback to improve our process.
Third party suppliers and agencies
Any agencies or third parties involved in our recruitment must comply with our policy and show a genuine commitment to equity, diversity and inclusion. They must also have experience prioritising diversity in previous recruitment campaigns.
Find more answers to common recruitment questions.
Shortlisting, Interview and Onboarding
Disability Confident
We are proud to be a Disability Confident Employer. If you are a disabled person applying for a role with us, you can choose to participate in our Disability Confident scheme. This means that if you meet the minimum criteria for the vacancy (typically an average score of 3 or above and all essential criteria for the role) you will be offered an interview.
However, there may be circumstances where it is not practical or appropriate to interview all disabled applicants who meet the minimum criteria. For example, during peak periods or when we receive a high volume of applications, we may need to prioritise candidates who most closely meet the criteria, as we would for non-disabled applicants.
You can find more information about this approach in the UK Government’s guidance on the Disability Confident scheme, particularly in Section 3.
Involving diverse perspectives in the recruitment process
Our interview panels are as diverse as possible, often including someone from another team or sometimes a young person depending on the role. You might also meet other team members to get a better sense of what it’s like to work with us.
Shortlisting and interviewing
Your application will be reviewed anonymously to reduce bias. Your CV or résumé will only be available to the recruiting team after shortlisting is complete. We prepare interview questions in advance and ask all candidates the same questions.
Interviews are usually conducted online via Microsoft Teams, with one week’s notice provided. If you need any adjustments, just let us know. We are proactive about making sure that everyone has the has the same access to every aspect of our recruitment and selection process.
We are happy for you to contact us at [email protected] if you have any questions we haven’t covered.
Work sample questions and tasks
We ask specific questions related to the role’s skills. Instead of just CVs, we score your answers to these questions to decide who to invite to interview. Tasks during the interview are based on real-life examples because we think they are fairer and a better indicator of how well you will do in the role, as well as giving you a better idea of the role.
Pre – boarding and Onboarding
We conduct fair background checks only after offering you a position. A criminal record won’t necessarily bar you from working with us. It depends on the nature of the role you are applying for, and the circumstances of your offences. If you are offered a role with us, we’ll check what access requirements you need and support your mental wellbeing.
Find more answers to common recruitment questions.
