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# System prepended metadata

title: Wishlist for Recruitment / Monitoring Data

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# Wishlist for Recruitment / Monitoring Data

## Questions we'd like to be able to answer: 

1. Why are our applicants so skewed in terms of diversity
    - Do other Depts see the same thing?
    - Do our adverts appeal to a specific demographic? 
    - What can we learn from other (more even) Depts? 
2. How does REG's employee diversity compare with wider Turing?
    - How do we compare with other RSE groups 
    - STEMM public/private organisations?
3. Are our recruitment processes fair? i.e., do specific groups do worse overall in terms of being invited to interview / offered a position?
    - Anecdotally, males have a much higher application / rejection ratio, are we biased against them? 
4. Is there a retention problem? 
    - Is the percentage chance for an employee to move on per year similar across different demographics / groups? 
5. What is the diversity at management / directorate level?
    - Does this impact if people feel comfortable applying? 
6. Can we correlate outreach events with fluctuations to the employment process?
7. Would bias training result in different recruitment outputs?


## Pre employement 
- Characteristics 
    - Race/Gender/Cultural BG/Age/Religion etc.
- Disability information
    - Self identity of ability
    - Request adjustments? 
- Highest qualification level
    - Parents the highest level
    - State/Private school?
    - University ranking?
        - Maybe this is a terrible idea to think about?
- Socio-economic background
    - Not sure how to ask / collect? 
    - Qualification(s) may be a reasonable proxy for this?
- Max achieved interview stage
    - i.e., rejected at CV, invited to interview 1,2 or offered / accepted 
- Is pay negotiated post offer?

## Current Employees
- Time employed at Turing 
- Disability information
    - Self identity of ability
    - Request adjustments? 
- Number of advancements (promotions)
- Department pulse checks over time
    - i.e., are departments 
- Characteristics
    - Race/Gender/Cultural BG/Age etc.
- Number of times put themselves forward for better position?
- Percentage salary increase
    - Are specific groups more/less likely to request increases?
- Diversity of employees on panels deciding:
    - Promotions
    - Salary raises
    - Recruitment / interview
    - The above also including if person on these panels has undergone diversity training of any kind?

## Past Employees 
- Characteristics 
    - Race/Gender/Cultural BG/Age etc. 
- Disability information
    - Self identity of ability
    - Request adjustments? 
- Reasons for leaving 
- Time employed at Turing 
- Number of advancements (promotions)