How we approached the campaign:
- Bright Network curated a specific 'accessibility pathway' designed to engage those from disabled and other minority backgrounds
- Used a blended assessment designed in partnership with diversity and neurodiversity specialists to ensure it was as accessible and inclusive as possible
- Conducted adverse impact analysis throughout the process to ensure no demographics were being disadvantaged
- The Health Foundation hosted a webinar and networking session for all shortlisted candidates to talk to each directorate to understand more about the type of work they might be involved in, and what the rest of the recruitment process looked like.
The impact:
- 16% of applications were from candidates who were disabled or living with a long term health condition (5% Neurodivergent)
- 47% of applications came from candidates with at least 1 social mobility indicator (22% with 2 or more)
- Additionally, 17% were from Black heritage backgrounds and 70% from a minority ethnic group
- The Health Foundation made 7 high quality hires from the campaign. Of these, 28% were disabled, 43% had at least 1 social mobility indicator, 14% were from Black heritage and 57% were from a minority ethnic group
100%
of The Health Foundation's hires were made from this campaign
28%
of hires were disabled
43%
of hires had at least one social mobility indicator
"I'm incredibly proud to work alongside colleagues who are deeply committed to creating a welcoming and inclusive experience for our candidates. Witnessing the extra time, care, and collaboration that people across the organisation have invested in this process has been truly rewarding. It’s a powerful reminder of what’s possible when we come together with a shared commitment to equity and belonging.”
Kimberly Howish
L&D Lead
