Our approach to inclusive hiring
We're committed to transforming the lives of seriously ill children. Ensuring we have a workplace that is equitable, diverse and inclusive is core to us achieving this mission.
We aim to create a workplace where all colleagues can be themselves, where their perspectives and insights will be respected and valued.
We want to make sure that everyone who applies for a role with us experiences a fair and inclusive process. The information below sets out how we'll achieve this.
Anonymised recruitment
Personal information – including your name, email address, home address and any adjustments you require at interview stage – will be anonymised on your application and not be accessible by the hiring manager or interview panel until you're invited to an interview.
Equality and Diversity Monitoring Form
When completing your application, you'll be asked to complete an equality and diversity monitoring form. This information is anonymous and therefore will not affect the success of your application.
Collecting this data allows us to:
- Understand who is and is not applying for roles at GOSH Charity, so we can concentrate our efforts where needed to make our organisation more accessible to all communities.
- Inform recruitment processes so that we can identify and remove structural barriers in the workplace which may unfairly penalise underrepresented groups.
- Support better working practices throughout GOSH Charity.
Disability Confident
When filling out an application form, we will ask you if you wish to be considered under the Disability Confident scheme. The hiring manager will see only your answer to this question. The hiring manager will not see any other diversity information, such as the nature of your disability.
Positive action
To support our goal of becoming a more diverse organisation, we may occasionally roll out positive action initiatives.
If we do, we'll add a question to our equality and diversity monitoring form asking whether you would like us to consider your diversity information in any positive action process.
Providing interview questions in advance
We know that interviews are stressful for everybody, but they can be particularly stressful for those who have:
- neurodivergent conditions
- difficulty retaining verbal information
- memory processing difficulties
- anxiety
Interviews are supposed to enable the candidate to showcase the best of themselves and allow hiring managers to discuss the role with the candidate. They’re not a memory test.
So, we'll always give you the interview questions before your interview. We hope this will allow you to prepare.
There may be occasions where candidates are required to complete tasks ahead of interviews. We'll provide you with as much information as possible in advance of this, so you can be best prepared. If you need this information to be presented in a way that is more accessible for you, please let us know.
Reasonable adjustments
As a Disability Confident employer and an organisation that cares about supporting disabled people, we want to ensure those with disabilities or long-term health conditions (including mental health) are not disadvantaged compared to other candidates.
Please let us know as soon as possible if you want to discuss any reasonable adjustments at any stage of the application process. Examples of this include applying in a different format or having an adaptation at the interview stage.
Memberships and associations
As part of our commitment to equity, diversity and inclusion (EDI), we are members of Business Disability Forum and Inclusive Employers. We are also a Disability Confident employer.
We've signed up to the 'Menopause Workplace Pledge' in an effort to become a more inclusive employer for people experiencing symptoms of menopause. Additionally, we have signed the Stand With Trans pledge to let prospective applicants know we aim to be a safe and inclusive employer for trans and non-binary people.
In 2023, we were awarded the Sunday Times Best Place to Work Award.
