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LIBRA Recruitment Handbook - Guidelines for inclusive, transparent and unbiased recruitment processes

Corrales, Carolina; Herzig, Michaela; Meixner, Binia


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    "description": "<p>Diversity is a key feature of a modern and successful workplace. It allows access to a larger talent pool, increases<br>\nthe number of viewpoints and experiences in a team, which results in improved productivity and the personal<br>\ngrowth of all team members. To increase workplace diversity, it is important to assess and restructure<br>\nrecruitment processes to ensure objectivity and inclusiveness.<br>\nEmployers play a central role in any discussion on inequalities, discrimination or gender gaps. &ldquo;They and their<br>\nagents have the power to influence, if not determine, the shape and degree of inequalities in their organisations<br>\n(1).&rdquo; It is the responsibility of an employer to inform themselves, to raise awareness amongst employees and<br>\nindividuals involved in recruitment processes, and to actively follow strategies to mitigate any imbalances, even<br>\nif caused unconsciously. Such bias can mean one is failing to hire the best person for the job and potentially<br>\nmissing out on valuable talent.<br>\nThis handbook was created to inform institutes participating in the LIBRA project and to support them in hiring<br>\nthe most suitable candidate, and increasing workplace diversity, which provides the basis for creativity and<br>\nultimately success. LIBRA is a project funded by the European Commission, which brings together 13 research<br>\ninstitutes in life sciences in 13 European countries. They are all members of the alliance EU-LIFE, which aims to<br>\nbuild and promote excellence in life sciences throughout Europe. Their commitment to excellence is also a<br>\ncommitment to gender equality.<br>\nThe ten core LIBRA institutes developed a tailored Gender Equality Plan, which aims to bring about long lasting<br>\nand profound structural changes to remove institutional barriers and empower women to be equally successful<br>\nas men in their research careers. The Gender Equality Plans address four main areas of intervention, which aim<br>\nto increase the number of women in senior academic positions. One of the four areas is to revise and improve<br>\nrecruitment policies and procedures.<br>\nOne of the biggest challenges in recruitment is to overcome unconscious biases and to structure the individual<br>\nprocesses. In order to do so, this handbook compiles a series of recommendations for a more fair, objective, and<br>\ntransparent recruitment process for senior leadership positions in science research institutes. These<br>\nrecommendations can also be applied more broadly to include the recruitment of PhD students, postdocs and<br>\ntechnical staff.</p>", 
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    "publication_date": "2017-08-01", 
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        "affiliation": "Max Delbrueck Center for Molecular Medicine in the Helmholtz Association (MDC), Berlin, Germany", 
        "name": "Corrales, Carolina"
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        "affiliation": "Max Delbrueck Center for Molecular Medicine in the Helmholtz Association (MDC), Berlin, Germany", 
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