Christos Tsaprounis, recruitment specialist at Guinness Northern Counties, told Recruiter the association preferred to use the words “relevant experience”. “Using the wording ’must have five or six years’ experience’ would discourage some people from applying,” he said.

Another measure is allowing people with dyslexia more time (perhaps 20% more) in aptitude tests. This is part of the housing association’s general commitment to carry out equality impact assessments on its recruitment and selection processes.

Such examples of commitment to diversity clearly impressed the judges, as the association, which manages more than 26,000 homes in the North of England, beat off stiff competition from the likes of Tesco, Thames Valley Police and BT.

“We want to get the reputation for being an organisation that promotes diversity and as an employer of choice,” said Tsaprounis. “The aim is not to give anyone an unfair advantage,” he emphasised, “but to give everyone a fair and equal chance to be successful in securing a position.”

The results of the strategy have been impressive, with 9.8% of its 700-strong workforce disabled, and 7.8% from black and ethnic minority backgrounds.

Tsaprounis said another stand in the diversity strategy had been a move away from the use of agencies towards not-for-profit organisations, such as Jobcentre Plus, Groundwork and Upturn Manchester.

Not only does this avoid agency fees, but “these organisations reach the people in our specific communities, and some of them deal with recent graduates”, he added. As a result, the association has slashed its cost per hire from £3k to £1k.

Tsaprounis said the association’s commitment to diversity was not just about fairness, but was driven by the needs of the organisation too. “We work in communities that are very diverse, so by having a workforces that reflects and is responsive to our customers helps us provide a better service.”