We will adopt open employee recruitment practices which promote a level playing field for people from disadvantaged backgrounds or circumstances.

This could include a ‘name blind’ approach to considering applications (replacing names with numbers) or adopting contextual recruitment practices (including but not limited to the identification of i) league table performance of academic institution attended; ii) location of home by reference to socio-economic mapping; and/or iii) an individual’s academic performance relative to the average at their place of study). N.B. Name blind does not preclude the organisation from knowing the names of candidates; it does mean that where sifting occurs based on non-objective criteria, those responsible should be blind to the name - targeted head hunting would fall outside of this.