‘I am hoping 2021 will be the year we make progress in many areas of inclusive resourcing’

Many organisations recognise they are neither where they need or want to be, when it comes to their workforce diversity. Many have committed to addressing these areas, which was quite frankly, the start of my resourcing journey. As the organisation I work for, the University of Bristol, is no different.

It is important to focus on culture, community and experiences but it is also important, in parallel with this, we are also focusing on structures and systems. Such as the organisational policy and processes that people are operating within.

Human resources is home to all of these and is the profession I now find myself working within. I looking forward to using my position, at one of the region’s largest employers, to positively influence areas of inclusive resourcing over the coming years.

The challenge I have set myself and others is how to create and develop organisational policy that empowers, enables and facilitates inclusive resourcing in a business as usual manner. That will in turn, act as an accelerant for organisational culture change, in areas such as the diversity of a workforce.

A change in approach, organisational policy and process can drive a change in culture. Otherwise, it is like asking your workforce to walk up a river flowing in the opposite direction. The two simply do not align.

Whilst I appreciate this is a journey, and change may not be felt for a few years to come. Covid-19 has further highlighted areas of employment disparity and increased priority levels.

Providing an opportunity for leaders to address challenges in these areas, and presenting an ideal window of opportunity to look at the way employers are currently approaching their resourcing.

The University of Bristol is working to diversify its workforce. Photo: University of Bristol

For those who work outside of Human Resources; resourcing is the common term used for the recruitment, retention and development of an employee.

Accessible and progressive employment for all, I believe, will be a key area for healthy and inclusive steps towards regional and national economic recovery and future growth.

Wanting to move away from being a leader that has more motivating words than actions. I have drawn from my professional expertise, my lived experiences, and collaborated with some amazing colleagues to develop ‘Diversify’ which launched in January 2021.

Diversify seeks to prepare, inform and recruit potential job seekers. Once employed, they will serve to connect our staff development progression tools by completing a more holistic approach to our resourcing.

It is counterproductive, having vacancies that job seekers do not understand or are not aware of. The same applies to talented employees, who are more likely to leave if there is not a clear and facilitated pathway for career progression; are unhappy feeling that their employer does not value or use their existing talents or develop their potential.

Rebecca Scott is employability and opportunity manager at the University of Bristol. Photo: Rebecca Scott

I feel employers have a responsibility to ensure their job opportunities are accessible to as wide an audience as possible. In particular those from underrepresented groups. Such as those that I have personal experiences and connections to, including those of African and African heritage or those from neurodiverse backgrounds.

In addition to those from marginalised backgrounds that have faced barriers in accessing employment. Employers need to also ensure that once employed that there is an accessible structure for their career development.

Many managers are under resourced, particularly in these challenging times. Therefore, by providing simple tools that can be easily understood and applied by managers at different stages of the resourcing cycle. I am hoping to increase engagement with the tools.

eXcelBristol is one of the tools which sits within Diversify. It is the name of the University of Bristol trainee roles, accompanied by an apprenticeship standard.

Many potential job seekers and employers are unaware of the broad range of professions apprenticeships provide a pathway into. Or the educational standards that can be achieved that range from a GCSE to a Masters equivalent.

It would be great to see as many as possible organisations in the region developing their organisational entry level career points, as a way to address their inclusive resourcing aspirations. Not only as a civic or corporate social responsibility offering, but as a way to make their apprenticeship levy work for them.

Accessible lower apprenticeship standards can focus on potential rather than experience or existing grades. This may be very useful in addressing areas of disparity, such as the obvious educational knowledge gaps, which may emerge from young people who have had their education interrupted as a result of Covid-19, such as those in GCSE and A level years.

I would also like to see relationships with regional employment groups, schools, colleges and other education providers, progress to the point where the pipelines between the organisations are connected. This will provide a clear and direct alternative pathway into a wide range of careers or further education.

I believe apprenticeships are an excellent tool, not only in providing accessible entry level career and further education pathways. But also, as a tool to address regional and national skills gaps. By aligning apprenticeships with underrepresented professional disciplines and people from underrepresented groups.

Rebecca Scott wants every young person to have a path to follow into employment. Photo: University of Bristol

This year, National Apprenticeships week runs from the February 8-24 2021. I would encourage organisations to consider how their organisation can work collaboratively with other organisations, colleges, schools and other education providers. To explore what contribution, they can make to the creation and connection of a wealth of career pipelines from unemployment to employment.

Economic recovery over the coming years is likely to affect us all, and here are perhaps, some ways human resourcing and organisations can make their positive contribution.

I am hoping 2021 will be the year that more of us will successfully embrace and make progress in many areas of inclusive resourcing.

Rebecca Scott is employability and opportunity manager at the University of Bristol.

Main photo: Unite 

Read more: Bridging the gap in employment