What's in it for me?

Find out how the leading law firm, Matrix Chambers, introduced new processes aimed at eliminating bias in recruitment through:

• Promoting diversity in job adverts
• Creating capability-based job specifications
• Anonymising application forms
• Training interviewers
• Using diverse interview panels
• Ensuring recruitment agencies use diverse candidates
• Demographic monitoring of candidates at all stage

Case study summary

Matrix Chambers, a leading London law firm, used the start up of their new business to design and implement a recruitment system that reduced the possible bias. This approach enables Matrix to maintain its leading edge reputation amongst clients, and to attract and retain the best talent. The recruitment process now includes:

1. Job advertisements which state Matrix Chambers' commitment to equality and diversity and which are placed in a range of publications including those predominately read by the Black and Asian community
2. Job descriptions and person specifications that are carefully drafted to ensure that only requirements relevant to the role are included. Interview questions are checked to ensure that they do not ask candidates for information which is not related to the role requirements
3. Application forms are anonymised on receipt. Shortlisting panels do not see any personal information about the applicants
4. Interviewers are trained in equality law and the interviewing process to ensure that they are able to conduct a high quality professional interview focussed on the candidates' skills and knowledge
5. Job applications are monitored on gender and race throughout the recruitment process and data is analysed against
   • all applicants
   • those short-listed and
   • those appointed
6. This process ensures that, as far as possible, bias is removed from the recruitment process. Data analysis means that Matrix can be sure that its processes are successful and it is recruiting the best person for the job