Recruitment & Diversity 

At Tai Pawb, we firmly believe that diversity and inclusion are not just buzzwords, but fundamental principles that drive innovation, creativity, and success and justice. This page will help you consider how to improve ethnic diversity of your workforce. 


How does this link to Anti-racist Wales Action Plan? 

ARWAP asks organisations to ensure organisations’ boards, advisory groups, senior leadership and workforce reflect the diversity of ethnic minority people. 


What you need to know 

  • Racial diversity of housing staff in Wales is very low: only 5.3% of staff are from ethnically diverse communities; 2.9% of senior managers and only 1% of other managers.
  • In 2021 proportion of black, Asian and ethnic minority RSL board members (6%) was nearly as high as the general population (6.3%) and has steadily increased since 2014 which is a positive trend.
  • Increases in racial diversity can be quickly reversed and there are differences between individual boards in Wales. It is important therefore to maintain the momentum gained in the past few years while focusing on inclusive board cultures.
  • In 2021 all housing association chairs were white, and greater diversity amongst chairs would be encouraged.


What you can do 

Organisations can take several key actions to diversify their recruitment practices and promote a more inclusive workforce. Here are some effective strategies: 


  • Unbiased Job Descriptions and Requirements: Review job descriptions and requirements to ensure they are inclusive and free from gender, racial, or other biases. Use gender-neutral language and focus on essential qualifications to attract a diverse range of candidates. 
  • Adopt Positive Action : Find out more about Rooney Rule and how to apply it legally in UK. You can also check out Tai Pawb internal guidance on how we use positive action in recruitment. 
  • Broaden Recruitment Channels: Expand your recruitment channels to reach a wider pool of candidates. Explore diverse job boards, professional organisations, community networks, and partnerships with educational institutions to connect with individuals from different backgrounds. 
  • Foster Inclusive Employer Branding: Develop an employer branding strategy that emphasizes your commitment to diversity and inclusion. Showcase diverse employees, highlight inclusive policies, and share success stories to attract a diverse talent pool. 
  • Implement Blind Recruitment Practices: Use blind recruitment techniques, such as anonymising CV’s and removing identifying information (e.g., name, gender, age) during initial screening stages. This helps minimize unconscious bias and ensures candidates are evaluated solely on their qualifications. 
  • Train hiring managers on Unconscious Bias: Provide training to hiring managers on unconscious bias awareness and mitigation. This helps them recognise and address biases that can influence decision-making during the recruitment process. See Tai Pawb Unconscious Bias training. 
  • Diverse interview panels: Ensure interview panels represent diversity by including individuals from different backgrounds and perspectives. This helps avoid bias and provides a more comprehensive evaluation of candidates. 
  • Promote employee referral programs: Encourage employees to refer candidates from underrepresented groups. Implement incentives and recognise employees who refer diverse candidates. See examples.
  • Offer diversity-focused internship programs: Establish internship programs that specifically target ethnic minority people, e.g. Get into Housing. 
  • Partner with ethnic minority organisations: Collaborate with external race focused organisations, community groups, and professional associations to expand your reach and tap into their networks of diverse talent. You can find a list here. 
  • Monitor and Analyse Data: It is good practice to monitor the following (see examples of dashboards):
    • Recruitment data (applications and selections) 
    • Diversity of employees across senior, managerial, and non-managerial levels  
    • Retention or turnover 
    • Career progression (e.g., promotions or participation in L&D opportunities) 
  • Foster inclusive induction and career development: Ensure that induction processes are inclusive and provide necessary support for new hires from diverse backgrounds. Implement career development programs that offer equal opportunities for growth and advancement. 

Big increase in diversity at CCHA

Following positive action taken in their recruitment processes CCHA grew its workforce diversity from 6% to 15 % in less than a year. CCHA have totally overhauled their recruitment processes, including (amongst others): 

  • New Application Guidance which helps people navigate the process   
  • Offer of support and contact email for those who might have difficulty applying or would like to apply in a different way than specified. 
  • Interview preparation guidance, with useful information and tips to bring the best out of applicants 
  • Guidance notes in Job Description which explain different elements of it 
  • Skills based person specifications, removing qualification/degree requirements unless necessary (e.g. for technical jobs) 
  • Substantial page as part of Join Our Team page with specific commitments to equality and diversity, including examples of work in this area  
  • A slideshow of how and why CCHA uses Rooney Rule 
  • Other changes which made the process more accessible 


We are looking for case studies on this topic. Can your organisation share their recruitment & diversity example? Contact

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