1.  Purpose

We recognise the importance of diversity and believe our differences bring better outcomes for animals. We aim for our workforce to be truly representative of all sections of society and are committed to being an inclusive employer.

The purpose of this policy is to ensure that the League Against Cruel Sports employs the most appropriate employee and/or job applicant in a fair and consistent manner, free from discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation at any stage of the recruitment process or in the terms and conditions offered to new employees, or contractual changes for existing employees appointed to new roles.

The League will monitor the composition of its workforce in order to identify areas that may need positive action measures to promote equal opportunity and diversity.

This policy covers all internal and external applications for employment at the League both fixed term and permanent positions.

We will comply with and exceed all relevant regulatory requirements. 

This policy must be applied in line with the League’s Equal Opportunities Policy outlined in the Employee Handbook and the Data and Information Security Policy.

This document will be reviewed on an annual basis and updated when relevant and re-distributed to all employees and contractors where applicable.

2. Advertising

We are keen to provide career development opportunities for current employees and therefore roles are publicised first for internal applications. Advertising will be extended externally if no internal applications are successful.

Employees will be notified of any positions that arise during their employment by way of an All League email. Details of positions will be fully circulated so as to ensure access to all applicants. This includes forwarding advertisements to employees on long-term leave including maternity leave, paternity and parental leave.

External advertising will be placed on the League website and social media as standard. Other media sources will be selected as appropriate by the People & Culture team and may include online jobsites or specialist publications. Recruitment agencies will only be used in exceptional circumstances.

All positions are open to all suitably qualified candidates, regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

Initial internal advertisements will typically be open for a period of one week and external advertisements will typically be open for a period of two weeks. Where possible, adverts will include details of the closing date and selection process.

3. Applications

Applications will be made by submitting a CV to people@league.org.uk.

4. Short-listing

Short-listing will be carried out by matching details of applicants to the requirements of the job. The job requirements will be objective criteria and avoid arbitrary targets, unless wholly necessary.

The criteria will be applied consistently to all applicants and evidence/experience of criteria rated. Ratings will be moderated by a second member of staff.

5. Tests

When relevant we will use selection tests for a role, they will relate to non-biased, genuine requirements of the job.

6. Interviewing

• The interviewing process will be carried out in the following way:
•  no assumptions will be made on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation
•  interviews will be conducted by a panel of more than one person
• questions will relate to objective criteria related to the requirements of the job
•  applicants will be rated at the end of interviewing against the objective job-related criteria
•  interviewers will complete an interview evaluation record for each candidate

7. Reasonable adjustments

In line with the Equality Act 2010, additional support will be provided to applicants with a disability to ensure they are not subject to unlawful or less favourable treatment during the recruitment and selection process.

Reasonable adjustments will be made to remove any barriers the individual may face during the process.

All adjustments will be agreed by the People & Culture team.

8. Feedback

All applicants will be informed of the outcome of their application.

Feedback will be supplied to internal applicants who are unsuccessful at any stage of the process in order to facilitate their ongoing development.

Interview feedback is routinely provided to unsuccessful applicants who are people of colour.

All other unsuccessful applicants may request feedback and it will be supplied as promptly as possible.

9. Pre-appointment checks

All external candidates will be required to undergo the following checks prior to appointment.

• Provide evidence of right to work in the UK
• Provide contacts for two references, one of which must be their most recent employer
• Undergo League background screening which includes online and social media checks to ensure they have no business interests or leisure activities that might be considered in support of activities that the League campaigns against and/or have the potential to cause harm to the League’s reputation

Should a candidate not be in a position to provide the required information, this should be discussed with the People & Culture team.

10. Records

Records of the recruitment and selection process will be retained for a period of one year by the People & Culture team, including questions asked, answers given, any interview notes and interview assessment forms for all candidates.

11. Concerns with the recruitment process

Any employee who is concerned with this Recruitment and Selection Policy or with its operation within the League should follow the normal complaints procedure.

February 2024