Coby Philips Community Micro-Learning Session – Representation Doesn’t Just Happen It Takes Change’Equity Always First’ Session

Introduction & Purpose

• This was the second session in our Equity Always First microlearning series, exploring key elements of inclusive recruitment.
• Hosted in collaboration with Jo Major, this session focused on actionable strategies to improve representation in hiring emphasising that meaningful change doesn’t happen by chance.

Overview of Discussion

• Jo Major introduced the concepts of positive discrimination versus positive action in recruitment explaining the critical legal and ethical differences.
• She highlighted accessibility as a key, controllable factor organisations can address immediately to improve inclusive hiring practices.
• Jo also discussed the broader context of her experience in recruitment and DE&I, setting the stage for practical insights.

Q&A Highlights

• Attendees contributed thoughtful responses to questions about how it feels to be hired based on identity alone, raising issues around tokenism and imposter syndrome.
• Real-world examples were shared, such as the challenges of implementing quotas, and best practices like inclusive job descriptions and anonymous CV reviews.
• A discussion on the Disability Confident Scheme clarified the only legally recognised instance where guaranteed interviews are permitted.

Key Takeaways

• Positive action is legal and impactful it includes initiatives like inclusive job design, targeted outreach, and upskilling hiring managers.
• Positive discrimination, such as setting quotas or hiring based on identity alone, is unlawful and counterproductive.
• Accessibility must be proactive, not reactive: adjustments should be anticipated, not just made when requested.
• Representation grows from building inclusive, equitable processes not from token gestures.
• Simple measures like interview location videos, inclusive language in adverts, and flexible assessments can meaningfully improve candidate experience.

Conclusion

• As Jo eloquently summarised, we cannot guarantee diversity, but we can guarantee inclusive and accessible recruitment practices.
• Participants were offered access to Jo’s Equality Act 2010 e-learning module and her inclusive recruitment resource hub, enabling them to take these lessons further.
• We look forward to continuing this vital conversation in our third and final session on 19th June.