If you’ve taken the decision to address demographic imbalance by recruiting individuals from under-represented groups, ensure you put the right steps in place to avoid discrimination.
In a recent case, Cheshire Police were found to have discriminated on the grounds of race, sex and sexual orientation against an employee applying for the role of Constable.
If you’re addressing age, sex, race or other imbalances (whether consciously or sub-consciously) through recruitment practices, remember:
- You need clear evidence of an imbalance
- You are only able to favour a candidate because of a protected characteristic (like sex or race) if you can show that they are qualified equally to the next best candidate
- You can show that you’ve considered alternatives to your decision to positively discriminate
- That your approach to recruitment of under-represented groups is proportionate to the challenge you’re trying to overcome
If you’re considering such an approach and are in any doubt, get in touch!