Dedicated approach to ensure equal treatment:
Multicultural team of recruiters to avoid associative discrimination/discrimination by association.
Ensure positive action in recruitment.
Empower HYLMAN’s diversity policy and promote its importance to all teams, recruiters, and employees.
Having several rounds of interviews and tests, panel/collectively and by other recruitment members, at separate times, to avoid unconscious bias. This comes after reflecting upon the recruiters to accept that this bias exists.
Conduct interviews as per the Equality Human Rights Code, EHRC, guideline to assess and conduct the recruitment activities bias-free and objectively with full rights provisions. This will be overseen by a guideline enforcer from HYLMAN.
Inquire with the interviewees if they have any special requirements to accommodate.
Ask the candidates after the entire process has passed if they ever felt bias or discrimination of any sort and at what time, stage, possible reason and by who. If yes, this would be investigated immediately by a third-person not involved directly to ensure that all fairness has been provided, and if the claim was proven true policy violators would undergo sanctions according to severity for violation and potential impact on the timeplan for delivery, and the candidate will be given another chance.