4. Recruitment
So the process includes the right people to deliberate on the question — whether that means reflecting the diversity of the wider population, or bringing together people with direct experience of the issue.
Links to Principles: Inclusion-focused
Core
The non-negotiable minimum
A recruitment method that’s transparent about who it’s trying to reach and why, gives people a fair chance of being selected, and pays attention to diversity and reflectiveness - making it difficult for interest groups or self-selecting individuals to secure a place. Who’s recruited may be drawn from the wider population, or from people with direct lived experience of the issue at hand1, depending on what the process needs. Either way, selection should be random wherever possible, with complementary, targeted recruitment — for example to reach marginalised or less-responsive groups — not ruled out.
Desirable
Extra depth where resources allow
Recruitment methodology is actively reviewed for inclusivity, with realistic attention to response rates among underrepresented groups.
Stretch
Context-specific, deeper power sharing, sustaining and embedding
The process actively works to reduce structural inequality through who is recruited — for example ensuring strong representation of most-affected groups, or partnering with trusted community organisations to reach people less likely to respond to standard recruitment.
For example the Minimum Income Guarantee experts by experience panel. ↩︎