How TMOS ensures equitable recruitment practices
07 Oct, 2025
Diversity in STEM is something many organisations are striving toward. While progress has been made, there is still a long way to go. As awareness grows of how intersectionality compounds the barriers faced by under-represented groups, it can be challenging to design recruitment processes that truly give everyone a fair opportunity to be identified, welcomed, and supported to succeed.
At TMOS, we recognise that equitable recruitment is not achieved through advertising alone—it begins with the systems, culture, and decision-making processes that sit behind every hire. To support both our own practices and those of the broader research community, we’ve developed a Best Practice Guide for Inclusive Recruitment.
This guide outlines practical actions that help remove barriers and improve fairness throughout the recruitment journey—from how roles are designed and advertised, to how applications are assessed and interviews conducted. It brings together evidence-based strategies such as:
- Using transparent salary bands and gender-inclusive language in job advertisements
- Incorporating Achievement Relative to Opportunity (ARtO) assessments to account for career interruptions
- Encouraging diverse, well-trained interview panels
- Offering flexibility, reasonable adjustments, and clear candidate communication at every stage
While some elements of recruitment at TMOS are managed by our university nodes, these practices represent the benchmark we strive for and reflect our shared commitment to inclusive and equitable hiring.
We hope this guide supports other research centres and organisations to reflect on their own recruitment processes and identify opportunities for improvement. Small, deliberate changes at each stage of recruitment can collectively build a more diverse, innovative, and equitable STEM community.
Explore the infographic below and join us in shaping a more inclusive future for STEM.
