[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-240138-105":53,"doc-detail-240138-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","learning-museum-positive-action-recruitment-roadmap","Learning Museum - Positive Action Recruitment Roadmap","","A practical recruitment roadmap for the museum sector, explaining how to implement a Positive Action recruitment model that increases workforce diversity through partnership building, taster days, and group interviews. It describes the approach as used in the British Museum’s HLF Skills for the Future Learning Museum project, including aims to nurture the next generation, champion dynamic collections skills, and develop long-term collaborative networks. It also provides evidence from partner recruitment outcomes and outlines how to apply the phases and templates in other contexts.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/learning-museum-positive-action-recruitment-roadmap/240138/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/learning-museum-positive-action-recruitment-roadmap/240138.png","ImageObject",442,249,{"name":88,"@type":89},"Quinn Holloway","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-22","2026-09-11",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",9,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What recruitment model does the roadmap introduce for the museum sector?","Question",{"text":109,"@type":110},"It introduces a Positive Action recruitment model using partnership building, taster days, and group interviews to broaden participation and improve workforce diversity.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How was the model tested in practice?",{"text":114,"@type":110},"The approach was used during the British Museum’s HLF Skills for the Future Learning Museum project, delivered with 19 partner museums across the UK.",{"name":116,"@type":107,"acceptedAnswer":117},"What are the main phases of the Positive Action recruitment approach?",{"text":118,"@type":110},"The roadmap structures delivery into Phase One (Pre-recruitment), Phase Two (Taster days and group interviews), Phase Three (Selection), and Phase Four (Creating a legacy).","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},240138,1791723266,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":141,"read_time":30},2336474466712,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","LEARNING MUSEUM  \nPOSITIVE ACTION  \nRECRUITMENT ROADMAP  \nfor the museum sector and beyond  \nCONTENTS  \np.3  \nINTRODUCTION  \np.4  \nCASE STUDY – THE LEARNING MUSEUM EXPERIENCE  \np.6  \nBENEFITS OF THE POSITIVE ACTION RECRUITMENT MODEL  \np.9  \nHOW TO USE THIS ROADMAP  \np.10  \nPOSITIVE ACTION RECRUITMENT APPROACH  \nPHASE ONE: Pre-recruitment  \nPHASE TWO: Taster days and group interviews  \nPHASE THREE: Selection  \nPHASE FOUR: Creating a legacy  \np.14  \nROADMAP TEMPLATES  \nINTRODUCTION  \nThis roadmap provides guidance on implementing a recruitment model that engages a more diverse range of people – through partnership building, taster days, and group interviews . This model was used during the British Museum’s HLF Skills for the Future project, the Learning Museum . The programme aimed to:  \nNURTURE  \nthe next generation of the museum workforce, drawing in fresh perspectives from a diverse cohort of trainees, enabling them to harness the power of objects and engage under-represented audiences.  \nCHAMPION  \nbest practice in dynamic collections skills and showcase innovation in museum development across the UK, ensuring a sustainable future for the museum sector.  \nDEVELOP  \na proactive network of trainees, partner museums and the British Museum, leading to long-term nationwide collaborative projects of all kinds.  \nThe British Museum worked with 19 partner museums across the UK to recruit two cohorts of diverse young people to complete yearlong traineeships in key sector skills. Evaluation demonstrated that the recruitment approaches supported participation from a wider range of potential trainees, and many partner museums stated they have or will be utilising approaches for future recruitment. Although these approaches were used for one-year traineeships, they could also be applied or modified for longer-term or permanent staff roles. The British Museum recognises that there is potential to make a difference in the wider sector by sharing experiences and learnings from these recruitment approaches.  \nIncreasing workforce diversity in the museum sector is key to insuring a vibrant and resilient future. Positive action recruitment can help to ensure organisations are more representative of the communities they serve, and that the sector is addressing skills gaps. The Character Matters: Attitudes, Behaviours and Skills in the UK Museum Workforce report highlights the importance of recruiting a  \nmore diverse workforce, both to bring new skills, ideas and energy – and ‘personal qualities’ such as creativity, collaboration and curiosity.  \nThis method of recruiting is not a quick fix for improving diversity and representation in museums. As many organisations have already found, it requires a significant and long-term commitment to make it a success. However, this should not act as a deterrent. Investing resources into recruiting for diversity offers significant benefits to all involved. Most individuals and organisations felt that the dividends outweighed the challenges. As one museum staff member who experienced the process put it, ‘It is by its nature staff intensive… and needs to be long-term to make the impact.’  \nThrough recruitment methods that invest in diversity, access, and community engagement, organisations in the cultural sector and beyond can benefit from recruiting people with passion and potential above qualifications and experience.  \n3  \nCASE STUDY – THE LEARNING MUSEUM EXPERIENCE  \nIndividual partner museums developed their own recruitment plans based on Learning Museum aims, their own strategic priorities, staff profiles, and the needs of their local communities.  \nNearly 300 people attended Taster Days, and the majority of those subsequently applied to the programme. 150 applicants took part in the interview process.  \nAt an overall project level the targets for recruitment were met or exceeded:  \n89%  \nwere aged 18 – 24  \n68%  \nhad no degree or Vocational Level 3 or equivalent  \n100%  \nhad no post-graduate qualifica","cbCaiinVMKUYhXw1","https://ap.wps.com/l/cbCaiinVMKUYhXw1","pdf",23163845,46,"English","# Introduction\n## Case study – The Learning Museum experience\n## Benefits of the Positive Action recruitment model\n## How to use this roadmap\n## Positive Action recruitment approach\n## Roadmap templates","[{\"question\":\"What recruitment model does the roadmap introduce for the museum sector?\",\"answer\":\"It introduces a Positive Action recruitment model using partnership building, taster days, and group interviews to broaden participation and improve workforce diversity.\"},{\"question\":\"How was the model tested in practice?\",\"answer\":\"The approach was used during the British Museum’s HLF Skills for the Future Learning Museum project, delivered with 19 partner museums across the UK.\"},{\"question\":\"What are the main phases of the Positive Action recruitment approach?\",\"answer\":\"The roadmap structures delivery into Phase One (Pre-recruitment), Phase Two (Taster days and group interviews), Phase Three (Selection), and Phase Four (Creating a legacy).\"}]","Learning Museum - Positive Action Recruitment Roadmap | PDF",1789157814]