
Recruitment practices – tiata fahodzi
We actively work with specialist recruitment organisations such as Creative Access to encourage and nurture people of colour into the… Read more
We actively work with specialist recruitment organisations such as Creative Access to encourage and nurture people of colour into the… Read more
We are developing the following recruitment initiatives: accessible applications using BSL, questions written out in the interview room for candidates,… Read more
We are moving away from solely using interview questions to test a candidate’s ability to do the role. We have… Read more
We support diversity in our workforce. We target employment opportunities to those underrepresented in our workforce. We use community engagement… Read more
We will advertise all off-stage roles on our website and social media and across recruitment sites, as well as the… Read more
We have removed “Essential” and “Desirable” from person specs and replaced them with “Skills and Experience that we regard as… Read more
We are committed to employing people based on their skills and knowledge alone. Our intern policy is that we clearly… Read more
Personal details and referee information removed before applications are handed to the shortlisting panel, to mitigate against unconscious bias. Support… Read more
We are evolving our recruitment practices to ensure we continue hiring exceptional staff at Autograph. By modifying our current recruitment… Read more
Equality and inclusion are at the core of our charitable aims and we are committed to removing barriers that might… Read more
We are trying new ways to recruit staff with our new recruitment material – leaflet and banner, attendance at careers… Read more
We interview all BAME and disabled applicants who fit the job description. Most recently we have posted our jobs on… Read more
All Birds of Paradise productions & projects include a mix of disabled and non-disabled practitioners. We are actively looking to… Read more
All staff who take part in recruitment are provided with unconscious bias training. Read more
We have reviewed all of the language in our recruitment information, to ensure we’re not unknowingly putting up barriers to… Read more
We recommend group interviews for all entry-level roles, including internships, at the Almeida. This allows us to meet a larger… Read more
As an association we are predominantly non-employing but we will seek to encourage our members and membership associations to actively… Read more
Guaranteed interviews for all candidates for LX, sound and technical stage roles provided they meet the essential criteria. Read more
We are actively pursuing new places we can advertise, and ways of advertising roles – we are particularly interested in… Read more
Central is actively engaged in reviewing the inclusivity of its curriculum, and is committed to identifying and addressing any structural… Read more
We continue to experiment with different recruitment methods – such as removing personal details from application forms, changing the kinds… Read more
Creative & Cultural Skills works closely with employers to help them consider their approaches to recruitment, from how and where… Read more
We have committed to seeking alternative forms of advertising to reach a more diverse range of applicants for roles at… Read more
Arts Council has implemented a range of new recruitment internal and external approaches with the aim to make the process… Read more
We have piloted recruitment initiatives within our technical and production department that aim to expand our existing pools of off… Read more
The Young Vic has a Recruitment Policy that across the organisation aims to make our work force more representative and… Read more