HR Recruitment Diversity and Inclusion Strategy

The purpose of the HR Recruitment Diversity and Inclusion Strategy is to ensure that COPFS continues to promote equality of opportunity and treatment and to eliminate unfair discrimination in its employment practices

COPFS is proud to maintain an inclusive workplace, encouraging applicants from all backgrounds

COPFS seeks to ensure all job applicants and employees are treated fairly, with respect and without bias at all times

No job applicant or employee will receive less favourable treatment than others because of their gender, gender identity, gender expression, sexual orientation, marital or family status, part-time status (unless such treatment is objectively justified), socioeconomic background (or is perceived as belonging to), racial group (includes colour, race, nationality, national or ethnic origin), religion, disability (unless such treatment is objectively justified), age (subject to the operation of a retirement age policy) or trade union membership/non-membership/activities.

COPFS external recruitment is governed by the Civil Service Commission Recruitment Principles whereby it is a legal requirement for selection for appointment into the Civil Service to be made on merit on the basis of fair and open All three elements have to be met for the appointment to be lawful.

COPFS internal recruitment guidance is founded on best practice principles of fairness and merit.

COPFS are a Stonewall Diversity Champion employer and hold the Disability Confident employer status from JobCentre Plus.

COPFS have a number of staff network groups; access this link for the full list.

The Civil Service code sets out standards of behaviour expected of all civil servants to uphold the core values, integrity, honesty, objectivity and impartiality.

The HR Resource Team will continue to ensure:

• Recruitment campaigns are aimed to target people of talent and experience from all walks of life, both at entry level and at higher levels
• Recruitment panels are sensitive to diversity issues and are trained in how to avoid unconscious bias in recruitment
• The continued use of blind selection at sift, removing names, gender or ethnicity
• The continued use of a gender balance within selection panels
• Candidates are offered alternative formats when completing recruitment forms
• Candidates are aware of COPFS participating in the Disability Confident Employer Scheme
• Reasonable adjustments within the recruitment process are made, where appropriate for those declaring a disability

Develop targeted approaches for recruiting externally when necessary to the various roles across COPFS taking into account the relevant employment markets, and continue to work with relevant stakeholder groups to ensure that we attract the most diverse range of candidates to COPFS.

Continue to implement a rounded approach to both internal and external recruitment, assessing aptitude as well as competence tailoring selection methods to vacancies.

Keep the vacancy rate at the lowest possible level through regular planned recruitment combined with efficient career movement.

Enhance attraction of a more diverse workforce which proportionately reflects the diversity of Scottish society particularly focusing on attraction of under-represented groups such as BAME, LGBT and disability groups.

Ensure exemplary activity in respect of employment law and employment practices, in particular our recruitment processes by ensuring effective HR/Resourcing support and input that ‘adds value’ to the organisation.