An example of good practice for encouraging diversity exists at the University of Manchester (University of Manchester, 2016), during the recruitment process they use an Implicit Association Test Beattie (2012), which measures unconscious attitudes to create a fairer employment procedure. A similar system in the secondary education recruitment process would be beneficial to promote quality and diversity. Similarly, the government funded charity, Teach First (2015), has restricted the occurrence of unconscious bias within their own recruitment. Through the ‘Name Blind’ process, a cohort of BAME trainee teachers has increased to 15%. This is evidence that similar ‘nameless’ systems should be considered as policy across the UK workforce as it promotes diversity and reduces discrimination.
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