Contextualising applications at RPC
Blind recruitment helps control for bias, but candidates from lower socio-economic backgrounds are often still at a disadvantage when assessed against minimum qualifications or standard benchmarks. RPC uses the Rare Contextual Recruitment System to contextualise each applicant’s achievements, helping hiring managers to base their evaluations on merit instead of absolute scores. The tool enables RPC to consider a wider talent pool and identify high-potential candidates who would have otherwise been missed. Of the graduates who began training with RPC in 2020, 35% were candidates from a lower socio-economic background.
RPC 2020 graduate training programme
Accessing underrepresented groups with RPC
Not having the right introductions or network can be a barrier to entry or progression within the legal sector, no matter how talented an individual is. RPC has partnered with Aspiring Solicitors, an organisation that works to increase diversity in the legal sector, arranging open days for Aspiring Solicitor candidates and encouraging them to apply for its summer school work experience programme. In 2019, Aspiring Solicitor candidates made up 53% of the summer cohort, and 57% of the training contracts offered at the end of the programme.