Equity in recruitment, selection and appointment

The University’s Strategic Plan promotes using “innovative employment practices to recruit and retain high performing academics and professional staff, including those from diverse backgrounds” and developing “a reputation as a workplace that reflects and signals our commitment to equity in employment.” (page 6). The Plan also aims to “develop and implement policies and processes to improve Māori staff recruitment…” (page 13).

This page provides advice on best practice in recruitment and selection and links to University resources that will assist in achieving the objectives of “maintaining and strengthening our core of excellent Māori staff” and a diverse representative workforce.

Fairness at work

Pro Vice-Chancellor (Equity), Trudie McNaughton, discusses how the University's commitment to equity leads to fairness in the workplace, and highlights the many equity policies, resources and networks that are available to support staff.

Guidelines for equity in recruitment, selection and appointment

These Guidelines provide a summarised overview of equity considerations in the recruitment, selection and appointment process from advertising to making the appointment. Key concepts are fairness and impartiality, best practice in committee composition, managing conflicts of interest, and ensuring that interview questions do not discriminate unfairly. Section 5 on “Interviewing applicants” can be used as a checklist for the committee.

Further detailed advice on recruitment is available in the HR Manager’s Toolkit

Guidelines for whānau interviews

These guidelines have been defined in consultation with the Pro Vice Chancellor (Māori). The Faculty office will consult with the Pro Vice Chancellor (Māori) to suggest the name of a Facilitator who will be coopted.

The role of the Facilitator is to act as a liaison person between the candidate/whanau and the interviewing panel. The Facilitator will assist the Faculty office in setting up the interviews and will provide guidelines to protocol.


An extra 15-20 minutes should be allowed for each interview involving whānau. At the interview the Facilitator will guide the welcoming of the whānau, instruct the interviewing panel as to proceedings and translate (where necessary). Members of the whānau will speak for the candidate – time allowed 10-15 minutes per candidate.

The whānau will then leave the room and the formal interview will take place. The Facilitator only will remain for this part of the process but will not actively participate. After the candidate has left the room the chairperson of the interviewing panel will invite the Facilitator to make further comment.

Decision Making:

The Facilitator will normally then leave the interview room and will not participate in the final decision-making process. In cases where there is no Māori on the interviewing panel, members of the panel may agree that the Facilitator should be invited to remain to clarify any matter that may arise during the final discussion.

Equity Policies, Guidelines and Checklists

Frequently Asked Questions