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Mandatory reporting introduced by the 2017 Regulations under the Equality Act
has revealed what everyone already knew
It’s easy to dismiss the stats, after all, the Equal Pay Act (back in 1970), enshrined in law the idea that people are entitled the right to equal pay for doing equal work. You might naively assume this would solve the issue, but doing so would oversimplify a challenging problem.
People often turn to diversity & inclusion training or workshops that help you to recognise our own implicit biases. The problem with these options is that there is very little evidence to show they cause any behavioural change at all (and in fact growing evidence that shows they can backfire).
We’re a company built on research and evidence so here a couple of reports on bias training to geek out over: , Unconscious Bias training effectiveness
The common theme that spans across all three factors is recruitment and the unintentional bias that is endemic in that process. This bias is contributing to the pay gap.
Often referred to as unconscious bias, or implicit bias, it’s a huge problem even outside the scope of the Gender Pay Gap.
By de-biasing your recruitment you don’t just see a more diverse candidate pool, you’re actually improving the quality of your hiring decisions.
Applied is a recruitment platform that uses cutting edge behavioural science and data analytics to remove the unconscious bias from the recruitment process; helping you to hire fairer, faster and smarter. We’re all about getting the right person for the job, regardless of background.
We’re helping companies to unlock the business benefits of a diverse and inclusive workplace.
Here’s how we’ve helped:
" I really appreciate this method of hiring, as a ‘marginalised person’ who is of groups that are often ignored or overlooked in hiring processes it’s great to apply for a role based on merit and applicability that doesn’t include information about a person’s identity. I also appreciate that feedback is provided, for many young graduates applications can be tiresome and not providing feedback does not help growth and development "
" It's by far the best application process I've been through. I appreciate the transparency and the feedback; I also liked the way that the tasks felt structured and approachable. They made sense and felt relevant in a way that application questions rarely do. I also liked knowing that my application would be reviewed blindly - as a woman (and a career changer) I know hiring teams are biased against me. It felt good to know things would be a little bit fairer "
" The anonymised application process seems like a fair way of assessing the candidates as it focusses on the applicants' answers rather than any background information which might be influential to the decision "
" The application process is simple and enjoyable to complete as I can show my abilities through recounts of personal experiences in a working social environment to express my full potential. The anonymity of the process is inspired and a perfectly fair way to recruit new employees "