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Good practice case studies

‘Licence to Hire’ Inclusive Recruitment Training – EDF

Our journey towards ‘Licence to Hire’ training:

EDF has a long-stated view that the diversity of our employees will fully reflect the diversity of the areas in which EDF operates. And back in 2015 EDF set their 2030 ambitions for gender, minority ethnicity, LBGTQ+ and disability. These ambitions are reviewed and socialised through the organisation and act as a key driver for positive change.

EDF is a data driven, decision making organisation and they’ve monitored diversity in their recruitment funnels since 2020, showing how diverse candidates are converting in the funnel, from application to shortlist, interview, offer and hire.

Recruitment conversion data since 2020 showed a positive improvement in gender, however the conversion of candidates from a minority ethnic background remained negative, with a disproportionate amount reaching interview.

Before 2023, there was no cross-EDF recruitment training accessible to managers. Several initiatives had been trialled in recruitment to shift the dial on diverse outcomes (diverse slates, diverse interviews) but these were ad-hoc, so it was time for a systemic change.

EDF’s Essential ‘Licence to Hire’ training

EDF developed what they call their ‘Licence to Hire’ e-learning modular training, through cross business collaboration.

With this being a bold step for us, they tested with their target audience of hiring managers and used feedback to drive changes to make the learning experience more beneficial for all.

EDF phased approach to roll-out

Phase 1 – Non-mandatory training (May 2023)

Initially, EDF Hiring Managers were briefed on their obligations and encouraged to complete the training on a just-in-time basis when they had a recruitment need – EDF team wanted the content front of mind when someone is actively recruiting.

They monitored completion monthly: total number of managers who had completed the training, completion rates against open recruitment requisitions and they found around half of hiring managers with live recruitment completed the training.

The training received more feedback than any other programme on our e-learning platform.

They noted an immediate impact in rate of the population growth and an increase in the number of minority ethnic hires made in the same period.

Graph which shows increase in of employees from ethnic backgrounds following the launch of Licence to Hire

Phase 2 – Essential training (May 2024)

Having seen the positive results, EDF then decided that Licence to Hire should be made an essential requirement for all Hiring Managers from April 2024.

From the feedback received; they restructured the training to be even more targeted, maximised training design technology and ultimately reducing the time it takes to complete the training without impacting the purpose.

EDF also developed reporting capabilities so HRBPs and Recruiters could see live training record data, enabling immediate identification if training hadn’t been completed.

Next Steps

EDF, with the full support of our Executive, the Diversity & Inclusion Strategy Group and GB Leadership team, are committed to ensuring our ‘Licence to Hire’ training is completed by their hiring managers and those involved in undertaking recruitment activity.

By increasing knowledge and improving capability, EDF knows hiring managers will deliver a better candidate experience for all, one that embraces individual differences and ensures fair decision making resulting in the acquisition of diverse talent in a competitive labour market.

EDF will continue to use the data points to educate, influence and achieve better outcomes and ensure their people understand EDF journey, where EDF is and their people’s role in creating change.

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