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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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    <subfield code="a">&lt;p&gt;Diversity is a key feature of a modern and successful workplace. It allows access to a larger talent pool, increases&lt;br&gt;
the number of viewpoints and experiences in a team, which results in improved productivity and the personal&lt;br&gt;
growth of all team members. To increase workplace diversity, it is important to assess and restructure&lt;br&gt;
recruitment processes to ensure objectivity and inclusiveness.&lt;br&gt;
Employers play a central role in any discussion on inequalities, discrimination or gender gaps. &amp;ldquo;They and their&lt;br&gt;
agents have the power to influence, if not determine, the shape and degree of inequalities in their organisations&lt;br&gt;
(1).&amp;rdquo; It is the responsibility of an employer to inform themselves, to raise awareness amongst employees and&lt;br&gt;
individuals involved in recruitment processes, and to actively follow strategies to mitigate any imbalances, even&lt;br&gt;
if caused unconsciously. Such bias can mean one is failing to hire the best person for the job and potentially&lt;br&gt;
missing out on valuable talent.&lt;br&gt;
This handbook was created to inform institutes participating in the LIBRA project and to support them in hiring&lt;br&gt;
the most suitable candidate, and increasing workplace diversity, which provides the basis for creativity and&lt;br&gt;
ultimately success. LIBRA is a project funded by the European Commission, which brings together 13 research&lt;br&gt;
institutes in life sciences in 13 European countries. They are all members of the alliance EU-LIFE, which aims to&lt;br&gt;
build and promote excellence in life sciences throughout Europe. Their commitment to excellence is also a&lt;br&gt;
commitment to gender equality.&lt;br&gt;
The ten core LIBRA institutes developed a tailored Gender Equality Plan, which aims to bring about long lasting&lt;br&gt;
and profound structural changes to remove institutional barriers and empower women to be equally successful&lt;br&gt;
as men in their research careers. The Gender Equality Plans address four main areas of intervention, which aim&lt;br&gt;
to increase the number of women in senior academic positions. One of the four areas is to revise and improve&lt;br&gt;
recruitment policies and procedures.&lt;br&gt;
One of the biggest challenges in recruitment is to overcome unconscious biases and to structure the individual&lt;br&gt;
processes. In order to do so, this handbook compiles a series of recommendations for a more fair, objective, and&lt;br&gt;
transparent recruitment process for senior leadership positions in science research institutes. These&lt;br&gt;
recommendations can also be applied more broadly to include the recruitment of PhD students, postdocs and&lt;br&gt;
technical staff.&lt;/p&gt;</subfield>
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