The recruitment process is focused almost exclusively on academic pedigree, rather than professional experience or proven results in the field. Elitist Emphasis: Disproportionate importance is placed on attending "Top Universities" and being in the "Top X%" of students. Candidates who do not meet these rigid academic criteria are immediately discarded, regardless of years of experience or demonstrated success in the specific role they are applying for. This approach does not offer equal opportunity (non-equal). Lack of Recognition: Extensive professional experience and proven expertise in the field are valued far less than an academic record. This limits access for highly capable professionals who come from non-traditional or less "prestigious" university backgrounds. Restrictive Re-application Period: The policy of having to wait 12 months for a re-application is excessive and turns the entire process into a one-time 'lottery,' preventing candidates from trying again even after acquiring new skills. This shows a missing sense of equality and limits the development of a real sense of belonging from the start. Advice to Management Rebalance Criteria: Review the selection process to give greater weight to proven work experience, measurable results, and candidate potential, rather than focusing solely on academic background. Promote Equity: Broaden the talent pool by offering opportunities to those who do not come from a narrow group of "Top Universities." This would help create a more inclusive work environment. Reduce Waiting Time: Reconsider the 12-month re-application policy, making it more flexible based on the role or the experience the candidate has gained in the interim.