Transparency

• The party has a stall at party conferences and events with information about the process of becoming a candidate. 
• Information sessions on becoming a candidate are provided for underrepresented groups
• There is a page on the national and local party websites with information about the assessment process  and how and when to apply;
• There is a statement on the national and local party websites which states the party values applications from a diverse range of lived experiences; 
• There are role descriptions for MSPs, MPs and Councillors which include information about pay and the number of hours expected;
• Dates and deadlines for all aspects of the assessment and selection process are widely advertised .

Support during the vetting process 

• There are specific information sessions about candidate vetting for people from protected groups. 
• Funding for ethnic minority, LGBTI, women and disabled peoples groups within the party  is provided in order to: 
  • support current potential candidates;
  • support and mentor potential candidates for future elections
  • There is a buddy system or peer support for people going through candidate assessment 

Application forms

• There are MP, MSP and Councillor role descriptions
• There is information about how applications are assessed
• Plain English is used;
• It is clear how many words are expected for each answer or in a written statement;
• Equal consideration to references from referees outside of the party.
• People can submit an application via a voice recording or video

Interviews

• Interviewees are asked about their accessibility requirements in advance
• Interviews are held in a fully accessible building; 
• A welcoming and supportive atmosphere is created
• Interviews are held in a quiet space 
• The option of having the interview online via video conference is available
• Key competencies, person specification or aspects assessed during the interview is available to candidates
• Questions are available to interviewees in advance
• Open or scenario type questions are asked
• Candidates have an opportunity to ask questions to the assessment panel
• Inappropriate questions that wouldn’t reasonably be asked in a formal interview for a job or volunteering role are avoided
• A diverse range of skills and experiences are valued by the assessment panel

The assessment panel

• People from protected groups are involved in vetting and sit on assessment panels
• All panel members have undertaken equalities training
• Training includes:

• • The barriers that people from protected groups experience in political parties;
  • The importance of equal representation;
  • Understanding unconscious bias and how to challenge it;
  • Good practice in conducting interviews; 

Feedback

• Potential candidates are informed about the timetable for decision making and how they will be contacted
• Objective, specific and constructive feedback is given
• Equalities data of people who did and did not get through assessment and selection stages is collected
• There are several vetting opportunities each year and the dates of these are widely advertised