Frequently asked questions
What is the Rooney Rule?
Should we look at people’s photos?
Unconscious bias kicks in when we are presented with a candidate’s personal details - we filter according to a range of deeply held beliefs and factors, some of which we are totally unaware of. We recommend that identifiable features are removed as far as is possible from the first stage of recruitment: from application to shortlisting. Do not make staffing decisions based on what a person looks like, or on any other protected characteristic. We recognise that sometimes this is unavoidable - when the work we engage in means that personal details are integral to the appointment (e.g. when an artist centres themselves in their work). We advise that once you have made a candidate shortlist, it can be helpful to have a look at a candidate’s identity, to ensure that when you are interviewing you can meet any target you choose in interviewing diverse candidates. That way you can take action to increase diversity if you need to. At the interview stage, when candidates come into a building, you will see them at their best if they feel expected, and welcome. So reception, anyone greeting candidates and interviewing them should know who and what to expect. A photo can be helpful at this stage but is not the ‘cure all’: identity is a complex thing and ethnicity may not always be determined by a photo. If you choose to shortlist based on ethnicity, the positive action rules that are set out in the Equality Act apply: if a protected characteristic is under-represented in your workplace, you can take positive and active steps to improve diversity in your workforce. The sharing of personal data should be conducted in compliance with an organisation's requirements under the GDPR.
Can we use ‘diverse only’ lists to find people to work with?
In 1993 the UK government introduced legislation that allowed women-only shortlists that in 1997 resulted in a record number of women MPs entering parliament. The 2010 Equality Act has refined it to say that whilst merit MUST be a priority when hiring, taking positive action in advertising your jobs is permitted where a protected characteristic is under-represented in a workplace. The Equality Act 2010 extended the statute around women-only lists (where women are under-represented) so that it will now continue in effect until 2030. Taking positive action in advertising your jobs is permitted in certain circumstances where individuals with a protected characteristic are under-represented in the workplace – you should should refer to the EHRC Code of Practice for further details on the circumstances where positive action is permissible. The positive action provisions under the Equality Act 2010 permit a shortlist to be tailored to certain demographics (and specific protected characteristics) if the candidates selected for the shortlist are "as qualified as" the candidates who are not. The diversity of the shortlist should be achieved through measures such as targeted advertising (for example advertising through the networks listed on Inc Arts' Talent Finder) rather than an express policy of shortlisting "diverse" candidates over non-diverse candidates.
How diverse should my team be? What level of diversity is right for my organisation?
Can we create ‘diverse only’ training and development opportunities?
How do I diversify my job ads?
I've used a blind recruitment process. How will I know whether my shortlist is diverse?
What is UK ENIC? How do I use it to assess qualifications?
How can I diversify my workforce with limited budget capacity?
Anonymous feedback and formal grievances: when should we manage this in-house?
Can I limit the length of time people work with us?
What is 360 feedback?
360 Feedback is a process whereby those junior and senior to you, as well as your peers, can feed back their evaluation. This can include performers, contractors or anyone else you interact with professionally.
What is the Social Model of Disability?
From Scope UK: 'The social model of disability is a way of viewing the world, developed by disabled people.'
'The model says that people are disabled by barriers in society, not by their impairment or difference. Barriers can be physical, like buildings not having accessible toilets. Or they can be caused by people's attitudes to difference, like assuming disabled people can't do certain things.
The social model helps us recognise barriers that make life harder for disabled people. Removing these barriers creates equality and offers disabled people more independence, choice and control.'
For more information: https://www.scope.org.uk/about-us/social-model-of-disability/
What do you mean by 'sanctions and rewards'?
Normal employment rules and practice on performance management and termination should apply in relation to any consequences for failing to meet targets.
Where can I find diverse networks to share job posts and other opportunities?
Inc Arts UK has collated a list of diverse networks: https://incarts.uk/talent-finder
How do I make my job ads accessible and inclusive?
Shape Arts, Unlimited and Arts Admin have put together a useful Accessible Marketing Guide. While this refers to accessbility in regards to disability access needs, it is also important to think about inclusive marketing. You should also be consulting specialists on this.
Which organisations can support my offer of free counselling for members of my team that experience racism?
What is the Inc Arts Charter?
The Inc Arts Charter is a public committment to anti-racism. Sign up to the Inc Arts charter to affirm that you are making practical efforts to support the black and ethnically diverse workforce in the UK. If you would like to sign up to the Inc Arts charter please save, sign, date and email to firstname.lastname@example.org.
Why shouldn't I use the term BAME?
Throughout August 2020 more than 1,000 people took Inc Arts’ #BAMEOver survey, and on 4th September over 250 people came together to reset the terms of reference for people with lived experience of racism. We set out to answer the question, ‘What do we want to be called?’
Through our discussion we’ve come up with a guide to terminology, for use by everyone who wants to be an effective ally and wants to avoid causing further harm through the use of casual and inaccurate language. We do not want to be grouped into a meaningless, collective term, or reduced to acronyms.
Here are our preferred terms of reference for people in the UK:
We are African Diaspora people
We are South, East, and South East Asian diaspora people.
We are Middle East and North African people.
We are ethnically diverse.
We are people who experience racism.
Use these terms in any order you choose.
Just don't call us BAME.
What is the 1% challenge?
The 1% challenge is a proposal and a provocation from Inc Arts - That along each budget line in each organisation, a minimum of 1% of the budget line is exclusively dedicated to a diversity intervention – directly addressing ethnicity and disability.
The 2010 Equality Act: What's the law on making my team more ethnically diverse?
Where can I find examples of best practice in the sector?
Have a look at our Inclusion in Practice page here. This is where we will be sharing best practice on how organisations are taking radical action to make inclusive change. Share your stories with us - and we'll share it with others.