Inclusive Recruitment Procedure
1. Purpose and applicability
This procedure establishes the framework for conducting recruitment and selection processes within the School of Values
Association, in accordance with the principles of equal opportunity and non-discrimination. It applies to all vacant positions,
regardless of the type of contract (permanent, temporary, collaboration, volunteer).
2. Fundamental principles
The recruitment and selection of staff at the School of Values is based on the following principles:
The recruitment and selection of staff at the School of Values is based on the following principles:
- Transparency: all vacancies are communicated publicly, through accessible and relevant channels, with clear descriptions of responsibilities and selection criteria.
- Neutrality and objectivity: the selection process is conducted without direct or indirect discrimination based on sex, gender, sexual orientation, ethnicity, religion, disability, age, or other criteria irrelevant to professional performance.
- Clear criteria: selection is based solely on the skills, experience, and aptitudes relevant to the position, in accordance with the job description and the values of the organization.
3. Obligation to use gender-neutral language
All recruitment advertisements, job descriptions, and materials related to the selection process must be written in genderneutral language, avoiding stereotypes or expressions that could suggest a preference for a particular gender.
Examples:
- Inclusive terminology: using the terms “coordinator” or “specialist” instead of exclusively masculine formulations.
- Avoid discriminatory expressions: such as “job suitable for women/men.”
- Focus on skills: use wording that emphasizes skills rather than personal characteristics.
4. Monitoring applicants and hires
To ensure fairness and transparency, Școala de Valori collects and analyzes gender-disaggregated data at all stages of the recruitment process:
This data is reported annually by the Delivery Manager and analyzed together with the GEP Officer and the Gender Equality Committee, and is included in the GEP Annual Report.
To ensure fairness and transparency, Școala de Valori collects and analyzes gender-disaggregated data at all stages of the recruitment process:
- Number of applicants by gender.
- Number of candidates selected for interview by gender.
- Number of actual hires by gender.
This data is reported annually by the Delivery Manager and analyzed together with the GEP Officer and the Gender Equality Committee, and is included in the GEP Annual Report.
5. Responsibilities
- Delivery Manager: coordinates the recruitment process, ensures compliance with the principles, and collects relevant data.
- GEP Officer: monitors the application of the procedure and supports the use of gender-neutral language.
- Department managers: participate in the selection process based on objective criteria and ensure the transparency of decisions.
- Gender Equality Committee: analyzes data annually and makes recommendations for improving the procedure.
6. Measures to prevent discrimination
- Regular training: for the project management team and department managers on inclusive recruitment and unconscious bias.
- Standardized assessment grids: use of standardized assessment grids in the selection process.
- Confidential reporting mechanism: candidates can report any discrimination through the organization’s confidential reporting mechanism.
7. Monitoring and review
This procedure will be reviewed every two years or whenever necessary, depending on legislative changes and the recommendations of the Gender Equality Committee.
This procedure will be reviewed every two years or whenever necessary, depending on legislative changes and the recommendations of the Gender Equality Committee.