Tackling Unconscious Bias in Recruitment with an Integrated Care NHS Foundation Trust
Prior to the training, RightTrack conducted a survey aimed to gauge participants’ awareness, understanding of the learning objectives, and their general motivation towards the subject matter. The insights gained from this survey enabled RightTrack to tailor the training to meet our specific needs and concerns, setting a solid foundation for the learning process. In addition, RightTrack specialists met with stakeholders in our team to shape the content and learning objectives further, truly personalising the approach.
The training session itself was designed to challenge preconceived notions and illuminate the often-subtle nuances of unconscious bias that can show up in recruitment processes. The facilitators used interactive and engaging methodologies to create an environment of openness and reflection.
The Impact
Immediately following the training, RightTrack conducted an evaluation to assess the immediate response and uptake of the learning material. The feedback was overwhelmingly positive, indicating a significant shift in perspective among the participants. This immediate post-training feedback was an encouraging sign of the impact and relevance of the session.
Recognising that true learning and behavioural change unfold over time, we took a multi-layered evaluation strategy, in line with the LTEM (Learning-Transfer Evaluation Model) approach. Six weeks later, we followed up with a survey to test the transfer of learning into practical application within our recruitment practices. The results highlighted the lasting impact of the training. Based on these findings, RightTrack Learning designed and facilitated a follow-up webinar to further support the embedding of the learnings into our daily operations.
Following the training, data highlighted a significant shift in participants’ attitudes towards diversity and inclusion, with increases in “Agree” and “Strongly Agree” responses from 72% combined, to 91% combined, and corresponding decreases in neutrality or disagreement. This indicates enhanced understanding, attitudes, and confidence regarding diversity concepts and inclusive language use, particularly in recruitment.
The Impact
Participants also demonstrated greater advocacy for diversity initiatives, suggesting the course not only educated but also empowered them to improve and actively promote inclusiveness within recruitment processes and beyond.
There was a noticeable shift towards increased confidence in handling biases, with 55% saying they felt confident they could identify and address bias in recruitment before the training, compared with 86% after the training. And, before the training, 50% said they felt comfortable with using inclusive language, compared with 92% after the training.
The comprehensive approach taken by RightTrack Learning, from pre-training surveys to post-training follow-ups and the utilisation of the LTEM model, has helped to enhance our recruitment practices and create a more inclusive and aware organisational culture. The expertise and dedication of RightTrack has facilitated tangible improvements within our Trust.