Day 6 014

Our workforce consists of over 8,500 employees over a large geographical area and wide range of skills. We want our organisation to be open and welcoming to all and we take steps to ensure that we don’t under represent any particular group in society in our recruitment process.

Fundamental to our success is identifying developments which promote Equality & Diversity within the workplace, improve representation of minority groups and enable a culture where equality is valued and actively promoted.

In our recruitment and selection process it is the policy of NHS Fife to ensure that:

  • All the provisions set out within the Safer Pre and Post Employment Checks PIN policy and NHS Fife’s Recruitment and Selection Standards are complied with;
  • All those involved at any stage in the recruitment and selection process have appropriate training in both recruitment and selection, and equality, diversity and human rights;
  • Where protected characteristics are indicated in the application form or subsequent selection process, this is not used to determine the success or otherwise of the applicant;
  • Job descriptions and person specifications are not discriminatory, accurately describing the job and containing only those necessary or desirable criteria which are objectively justifiable, and which are capable of being tested objectively;
  • Where appropriate, vacancies are advertised widely in order to select staff from as wide and diverse a pool of potential applicants as possible, with advertisements accessible to all those eligible to apply;
  • Advertisements are not discriminatory, confirming that all applications will be considered solely on merit and that reasonable adjustments will be made for disabled people.  Where a genuine occupational requirement exists which restricts applications to those with a particular protected characteristic, a statement will be included to this effect.  Where there is a lack of representation from those with particular protected characteristics within the job role or the wider organisation, a statement will be included encouraging applications from such individuals;
  • Any recruitment agencies operating on behalf of NHS Fife are expected to have due regard for the promotion of equal opportunities in the undertaking of their role and to demonstrate that they have equivalent policies in place and that they adhere to them;
  • Reasonable adjustments are made for applicants with a disability, during both the application and selection process stages.  Applicants with a disability who meet the minimum criteria for the job and who indicate, on their application form, that they wish to participate in the guaranteed interview scheme, will in all cases be short listed for inclusion within the selection process;
  • Short listing of applicants is based only on information provided in the application form;
  • Selection methods are well designed, properly administered and recognised as a reliable method of predicting an applicant’s performance in a particular job;
  • Interviews are conducted strictly on the basis of the application form, the job description, the person specification, and the results of any selection tests, avoiding inappropriate or irrelevant questions;
  • Except in the case of individuals who are barred from undertaking regulated work, criminal convictions do not automatically prevent employment being offered.  Any preferred candidates with convictions will be assessed with NHS Fife policy on the use of disclosures, rehabilitation of offenders and protection from working with vulnerable groups and risk assessment process;
  • References are only obtained, and, with the individual’s prior consent, circulated to members of the selection panel, after a selection decision has been reached, and that where a reference is subjective and negative, the successful applicant is given an opportunity to provide comment before any final decision is made;
  • Having secured a preferred candidate, all unsuccessful short listed candidates will be offered feedback; and
  • Comprehensive records are kept, in line with the Data Protection Act 1998, which will allow NHS Fife to justify each decision and the process by which it was reached, to respond to any complaints of discrimination and to enable regular monitoring to identify any significant disparities between groups of people sharing different protected characteristics.  If disparities are found, NHS Fife will investigate the possible causes in each case and take steps to remove any barriers.