The Academy Diversity and Inclusion (D&I) Programme has collaborated with engineering employers to produce a toolkit on inclusive recruitment.  In 2016, the Diversity and Inclusion Leadership Group (DILG) decided to set up an action group to look at best practice across the engineering sector to help improve the diversity of people who are being recruited into engineering. The toolkit shares knowledge and give examples of which activities have been successful within engineering organisations to give ideas and assistance to other organisations.

The group was chaired by Paul Oatham from Bechtel and had representatives from:

  • Airbus
  • Amey
  • Atkins
  • Bechtel
  • CH2M
  • East Midland Trains
  • HS2
  • Laing O’Rourke
  • Leonardo
  • Mott MacDonald
  • Network Rail
  • Rolls-Royce

“Any organisation that believes creating a more inclusive and diverse workforce is a business imperative will recognise recruitment as a key enabler. Our aim was to create a tool kit that is particularly relevant to the engineering sector and that is as useful to SMEs as the larger organisations. Whether you wish to overhaul your complete process or are looking for ideas about tackling specific challenges we hope you will find this of practical help.”

Paul Oatham, Global Talent Acquisition Manager, Bechtel

The group looked at how the recruitment process could become more inclusive. Initially, the recruitment process was broken down into small areas so that links between D&I and that part of the process could be identified. As a result, 27 areas where D&I could have a positive impact on the recruitment process were identified. 

The Clear Company were engaged to validate the work that the group had done and assisted in grouping the 27 identified areas into five clusters:

To find out more about each of the clusters and case studies demonstrating good practice in that area, please click on the links below.