Discrimination diversity and recruitment processes

Many people — black and white, male and female — complain that positive discrimination not only complicates hires but renders them actively unfair. Ask the interview candidate if they need any special assistance to participate in the interview.

Recruitment, Hiring, and Promotion Recruit, hire, and promote with EEO principles in mind, by implementing practices designed to widen and diversify the pool of candidates considered for employment openings, including openings in upper level management.

The search committee evaluation tool will be helpful in justifying decisions and making them as objective as possible. Another setting where there have been claims of gender discrimination is banking; for example if one is refused credit or is offered unequal loan terms based on one's gender.

Example of seeking relevant information in a non-discriminatory way You are interviewing candidates for a position that will require interstate travel. A discriminatory advertisement can also limit the range of applicants you attract. Sarah has recent good experience in stressful roles, which the interviewer may have overlooked in making assumptions about the previous mental health issues Sarah disclosed.

If a selection procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has less adverse impact and, if so, adopt the alternative procedure.

A step-by-step guide to preventing discrimination in recruitment

It is inherently tempting — and easy — to recruit replacements in the same mould as the departing employee. Prepare carefully Familiarize yourself thoroughly with the information the applicant has already provided, including the application, resume, work sample if applicable and interview responses Identify areas that require elaboration or verification Set up a telephone appointment with one or more references provided by the applicant Many employers are prohibited from providing information without a release, so if requested, send the signed Reference Checking Release and Disclosure consent form and the job description optional in advance of your telephone call.

Indirect discrimination applies to all of the protected characteristics, apart from pregnancy and maternity. Example of discrimination at an interview Richard is invited to attend an interview for a role working on a ship. Foster open communication and early dispute resolution.

Provide clear and credible assurances that if employees make complaints or provide information related to complaints, the employer will protect employees from retaliation, and consistently follow through on this guarantee.

A step-by-step guide to preventing discrimination in recruitment

While a glass ceiling implies that women are less like to reach the top of the job ladder, a sticky floor is defined as the pattern that women are, compared to men, less likely to start to climb the job ladder.

These may include that they will be slow to learn new skills or technologies, will have trouble fitting in with a younger team or will retire soon. Ask the interview candidate if they need any special assistance to participate in the interview.

On the phone, he asks if there are many stairs at the interview premises as he has slight mobility problems due to a muscular disorder. Tests and the selection tools mentioned above should not be relied upon as the only screening mechanism.

Using only an online portal for applications could deter applicants with certain forms of disabilities from applying, as they may have difficulty accessing the system or navigating through the application process.

When you are clear about the genuine requirements of the job, you can identify what specific information you need from the job applicants and why you need it. Be aware that psychiatric disabilities and work-related injuries are also protected under the federal Disability Discrimination Act.

Discuss the key requirements of the job with the employer, not irrelevant personal characteristics. Whether recruiting decisions are made by people, or computers programmed by people, there will always be a risk that inherent biases and preconceptions will affect the decision making.

Overt discrimination, such as not hiring someone because of their gender, has become a lot less common over recent years. The introduction next year of mandatory gender pay gap reporting, the focus on the progression of women to senior and board roles across all business sectors, and the continued pressure to address overall diversity, mean that many businesses are actively seeking to recruit a more diverse workforce with a composition and skillset that reflects society and better serves their customer base.

The employer could be directly discriminating against Bill if the decision was based on an assumption that he still has the disability or that he is more likely than other applicants to be injured at work.

The gender gap in median earnings of full-time employees according to the OECD Positive action not positive discrimination The legislation encourages employers to take positive action to ensure they can recruit and retain people from under-represented groups as long as this does not mean less favourable treatment for other people.

With the main focus on the interview process, these four points from Kelly’s book Integrate Diversity into Recruiting, Interviewing and Hiring also involve recruiting and hiring: Part One Identify barriers to inclusive recruitment, interviewing and hiring.


What diversity means. Equality of opportunity can seem quite a complex area and recruiters and employers can often look at it from a defensive, legal compliance position. Diversity takes a wider and more positive outlook. There is still a need to ensure discrimination and stereotyping play no part in the recruitment and selection process.


Diversity Issues for Recruitment and Selection of Staff discrimination. Race Race refers to a group of people defined by their colour, nationality (including process for recruitment and a system of training for selection panel members.

Equality and diversity in recruitment and selection

4. Recruitment of staff and health questions. Published: Wed, 17 May Human Resource Management (HRM) is by and large used for every task of the bureaucracy intended to represent the recruitment and selection, embryo engineering effort and training, promotion and evaluation, the dominant and catchy workforce.

Recruitment agents must not follow through with discriminatory requests from an employer that relate to a person’s age, sex, race, disability or any other characteristic protected under state or federal anti-discrimination laws.

Equality and diversity in recruitment and selection

Many claims for discrimination at the job application stage succeed because employers are unable to defend their hiring decision – due often to a failure to take minutes of the interview, or to record the steps taken in the selection process.

Discrimination diversity and recruitment processes
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