Equitable access to recruitment and development opportunities supports a healthy workplace culture and reduces risks of exclusion or bias. Fair pathways for growth further help strengthen staff well-being and organisational resilience.
The establishment selects 1 focus area, either equitable recruitment or equitable development, and integrates procedures into its general recruitment or employment policies, ensuring fairness regardless of ethnicity, gender identity, disability, age, sexual orientation, religion or socio-economic background, including in management positions. The establishment furthermore implements at least 1 documented action linked to the selected focus area. The implemented actions are documented, relevant to the context of the establishment (e.g. location, workforce composition), and evaluated or reviewed every 4 years.
For the focus area of equitable recruitment, the establishment uses fair and non-discriminatory hiring processes that minimise bias in job advertising, shortlisting and interviewing. For the focus area of equitable development, the establishment ensures fair access to training, skill-building and advancement opportunities, with decisions on promotions and benefits based solely on skills, performance and experience. This criterion applies to all levels of employment, including advancement into leadership and management roles. The selected focus area is supported by a written equal opportunity policy that sets out zero tolerance for discrimination and outlines mechanisms to ensure inclusivity in the relevant processes. The policy may be a stand-alone one-page document or be part of another internal document (e.g. Code of Business Conduct), is shared with relevant staff (e.g. management, HR), formally approved by management and reviewed at least once every 4 years.
Examples of acceptable actions:
- blind recruitment practices such as anonymous first-round CV screening, removing identifying information such as name, gender, ethnicity, or address, to reduce bias in shortlisting. (applies to equitable recruitment);
- setting inclusive hiring targets (where legally permissible), or development targets, or non-sensitive monitoring systems (e.g. gender ratio in management, local vs. non-local staff etc.). (applies to equitable recruitment);
- promotion and support of the completion of basic education level amongst all staff (only relevant for staff without finalised formal education). (applies to equitable development);
- internal mentorship or career development programmes targeting underrepresented groups, with measurable outcomes such as promotions or role progression. (applies to equitable development); and/or
- mandatory annual DEI (Diversity, Equity and Inclusion) training for the Green Key Establishment Representative or relevant HR personnel, which includes topics such as non-discrimination and inclusive hiring principles, bias reduction (e.g. unconscious bias), inclusive leadership and workplace culture. (Applies to both focus areas.)
The collection of numerical data on gender, local employment, disability or ethnic representation is recommended only where legally permitted, ethically appropriate and voluntarily disclosed. Data must remain aggregated and anonymised.
This criterion is imperative for establishments with more than 50 employees. For establishments with fewer than 50 employees, this criterion is guideline.
During the audit, the establishment presents documentation showing how it ensures equity in either recruitment or professional development. The documentation includes:
- the written policy (stand-alone document or within CSR/Code of Business Conduct, if available); and
- evidence of at least 1 implemented action. Depending on which of the listed actions has been selected, this evidence could include:
- proof of DEI training completion and action taken;
- proof of promotion and support of the completion of basic education level amongst staff;
- recruitment or HR records showing fair process mechanisms e.g. anonymised screening templates, partnerships with local groups, (if chosen as 1 action);
- training and career development records (e.g. training calendars, participation records, or mentorship programme reports) to demonstrate that all employees have equal access to training, advancement and feedback (if chosen as 1 action); or
- number of promotions or role progression of staff due to implemented career development programme.
Equitable access to recruitment and development opportunities supports a healthy workplace culture and reduces risks of exclusion or bias. Fair pathways for growth further help strengthen staff well-being and organisational resilience.
The establishment selects 1 focus area, either equitable recruitment or equitable development, and integrates procedures into its general recruitment or employment policies, ensuring fairness regardless of ethnicity, gender identity, disability, age, sexual orientation, religion or socio-economic background, including in management positions. The establishment furthermore implements at least 1 documented action linked to the selected focus area. The implemented actions are documented, relevant to the context of the establishment (e.g. location, workforce composition), and evaluated or reviewed every 4 years.
For the focus area of equitable recruitment, the establishment uses fair and non-discriminatory hiring processes that minimise bias in job advertising, shortlisting and interviewing. For the focus area of equitable development, the establishment ensures fair access to training, skill-building and advancement opportunities, with decisions on promotions and benefits based solely on skills, performance and experience. This criterion applies to all levels of employment, including advancement into leadership and management roles. The selected focus area is supported by a written equal opportunity policy that sets out zero tolerance for discrimination and outlines mechanisms to ensure inclusivity in the relevant processes. The policy may be a stand-alone one-page document or be part of another internal document (e.g. Code of Business Conduct), is shared with relevant staff (e.g. management, HR), formally approved by management and reviewed at least once every 4 years.
Examples of acceptable actions:
- blind recruitment practices such as anonymous first-round CV screening, removing identifying information such as name, gender, ethnicity, or address, to reduce bias in shortlisting. (applies to equitable recruitment);
- setting inclusive hiring targets (where legally permissible), or development targets, or non-sensitive monitoring systems (e.g. gender ratio in management, local vs. non-local staff etc.). (applies to equitable recruitment);
- promotion and support of the completion of basic education level amongst all staff (only relevant for staff without finalised formal education). (applies to equitable development);
- internal mentorship or career development programmes targeting underrepresented groups, with measurable outcomes such as promotions or role progression. (applies to equitable development); and/or
- mandatory annual DEI (Diversity, Equity and Inclusion) training for the Green Key Establishment Representative or relevant HR personnel, which includes topics such as non-discrimination and inclusive hiring principles, bias reduction (e.g. unconscious bias), inclusive leadership and workplace culture. (Applies to both focus areas.)
The collection of numerical data on gender, local employment, disability or ethnic representation is recommended only where legally permitted, ethically appropriate and voluntarily disclosed. Data must remain aggregated and anonymised.
This criterion is imperative for establishments with more than 50 employees. For establishments with fewer than 50 employees, this criterion is guideline.
During the audit, the establishment presents documentation showing how it ensures equity in either recruitment or professional development. The documentation includes:
- the written policy (stand-alone document or within CSR/Code of Business Conduct, if available); and
- evidence of at least 1 implemented action. Depending on which of the listed actions has been selected, this evidence could include:
- proof of DEI training completion and action taken;
- proof of promotion and support of the completion of basic education level amongst staff;
- recruitment or HR records showing fair process mechanisms e.g. anonymised screening templates, partnerships with local groups, (if chosen as 1 action);
- training and career development records (e.g. training calendars, participation records, or mentorship programme reports) to demonstrate that all employees have equal access to training, advancement and feedback (if chosen as 1 action); or
- number of promotions or role progression of staff due to implemented career development programme.