Recruitment - Actions
| Actions | How? | Timeline |
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Remove structural barriers from recruitment policies, processes andadvertisements. Provide time to receive direct, constructive feedback. |
Recruitment policies link to the Governance principles and Equal Opportunities Policy. Feedback is offered to all candidates. Selection panels reflect the diversity of the region. CLB consider and approve processes to ensure fairness & transparency. |
In place. In place Implemented as required. In place Implemented as required |
|
End the practice of unpaid work or consultation. |
CLB positions are unpaid, but we pay travel expenses & compensate freelancers where this is a barrier for participation. WMCA procurement rules ensure any tendered work is paid for. |
In place & included in Terms of Reference. In place. |
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Regularly review future recruitment of roles, consider fixed-term appointments and have clear assessment criteria that meet the principles of this pledge. |
CLB membership and Deputy Chair positions are fixed-term appointments and recruitment processes have an assessment criteria. |
In place. |
|
Address under- representation through paid internships, secondments, accelerator, apprenticeships or mentorship programmes. |
Developing a new mentoring programme to access board opportunities. Increasing opportunities through skills development. Working groups to reflect diversity of region and be entry point for open and inclusive learning. |
Launching late 2022.
Implemented & ongoing through Skills group. In place & to be reviewed biannually. |