Ashden uses the Applied recruitment tool, a behavioural science-backed recruitment platform that reduces bias, improves quality of hire and increases diversity. It’s aim is to overcome unconscious bias in recruiting. Applicants answer questions that test skills needed for the role. Their responses are anonymised and looked at by a range of Ashden team members.
The tool also gives people the chance to share information about their identity and background. The collected data helps make sure our overall candidate pool is balanced, but Ashden does not see individual responses to these questions.behavioural science-backed recruitment platform that reduces bias, improves quality of hire and increases diversity. It’s aim is to overcome
We carried out our first annual diversity, equality and inclusion survey in March 2022. We will use the response to benchmark our progress and drive action. You can read the report findings here.
Our actions so far have included increasing the diversity of our awards judging panels, and growing our work with in-country creatives, agencies and consultants in the countries we operate.
We run regular training sessions on diversity, equality and inclusion for our staff, and work with the Race Report and the Institute of Environment Management and Assessment (IEMA), the professional body for those working in the environment and sustainability sector. They created the Diverse Sustainability Initiative and we are an official partner.
We appointed a trustee ambassador, we are making our website more accessible and will use learning from previous Award cycles to ensure the process from application to our annual celebration is designed and run in a way that is transparent and as fair as possible.
For more information contact out diversity, equality and inclusion lead Anita Henderson: email@example.com
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