1. Purpose
This policy sets out Makani Cambridge CIC’s approach to recruitment, selection, remuneration, training, and promotion. It ensures that our practices are fair, transparent, inclusive, and aligned with our values of collective care, justice, and joy.
Our aim is to recruit and retain people whose skills, lived experience, and values strengthen our work and reflect the diversity of the communities we serve.
2. Scope
This policy applies to:
- All permanent, temporary, and freelance staff.
- Volunteers, interns, and placement students.
- Consultants and associates engaged by Makani Cambridge CIC.
3. Principles
Our recruitment and staff development processes are guided by:
- Equity, Diversity, Inclusion & Belonging (EDI&B) – actively seeking to remove barriers and address systemic inequalities.
- Transparency – clear communication about processes, criteria, and decisions.
- Fair pay – all work is compensated at or above the Real Living Wage, and freelance/consultancy rates are benchmarked fairly.
- Accessibility – ensuring recruitment and progression processes are open to all, with reasonable adjustments provided where needed.
- Co-production – valuing community insight and lived experience alongside formal qualifications.
4. Recruitment & Selection
Advertising Roles
- Roles are advertised widely to reach a diverse candidate pool.
- Job descriptions and person specifications focus on essential skills, behaviours, and values, avoiding unnecessary qualifications that may exclude capable candidates.
- We use inclusive language and imagery in all recruitment materials.
Shortlisting & Interviewing
- Shortlisting is based strictly on the criteria in the person specification.
- Selection panels aim to include at least two people, reflecting diversity where possible.
- We provide interview questions in advance upon request.
- We offer reasonable adjustments to the interview process.
Decision-making
- Decisions are based on merit, considering both skills and alignment with Makani’s values.
- Feedback is available to all candidates upon request.
5. Remuneration
- All employees are paid at or above the Real Living Wage.
- Freelance and consultancy rates are benchmarked against sector norms and adjusted to reflect the skills, experience, and preparation required.
- We are committed to pay equity and review rates annually.
- Pay decisions are made transparently and documented.
6. Training & Development
We believe in lifelong learning and allocate resources for ongoing development:
- Access to relevant training, workshops, and conferences.
- Opportunities for peer learning, mentoring, and shadowing.
- Support for developing new skills that benefit both the individual and Makani’s mission.
7. Promotion & Progression
- Opportunities for progression are shared openly within the organisation before external advertising.
- Progression decisions are based on contribution, skills, and commitment to Makani’s mission.
- We encourage staff to explore lateral development (new responsibilities or projects) as well as upward progression.
8. Volunteers
- Volunteer recruitment follows the same fairness and transparency principles as staff recruitment.
- Volunteers receive an induction, role description, and regular check-ins.
- While volunteering is unpaid, expenses are reimbursed in line with our Expenses Policy.
9. Communication & Access to Policy
- This policy is shared with all staff, volunteers, and contractors upon joining.
- It is stored in our shared Google Drive and available upon request from info@makanicambridge.com.
10. Review
This policy will be reviewed every two years, or sooner if required by changes in law, best practice, or organisational need.