![]() ![]() ![]() Proposals for positive action in relation to recruitment and promotion received controversial media reports (for example: “white men face jobs ban”). Q How can positive action be taken in relation to “recruitment and promotion”? A company in London with only two black employees out of a workforce of 200 is likely to have more significant diversity issues to address than a company in Cornwall with the same statistics, because of the different make-up of the local populations. For example, the employer could compare the proportion of its workforce that is of a minority group with national or local statistics. Q How does an employer identify if it needs to take positive action?Īn employer that reasonably thinks that there is a need to increase diversity in its organisation should first obtain credible evidence to determine whether or not employees who share a particular protected characteristic are under-represented. A positive action programme can be layered on top of these measures with guaranteed interview schemes for particular groups. ![]() POSITIVE ACTIONS HOW TOOther measures might include reviewing recruitment or training practices to ascertain whether or not any criteria are being used that might be discriminatory and should be removed, or consulting with employee groups or a trade union about the needs of a workplace minority and how to increase representation. Positive action is just one of a range of measures an employer can adopt to address disproportionate representation amongst its workforce. The concept of positive action was considered necessary, because some discrimination is so entrenched that merely prohibiting it is insufficient. ![]()
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12/22/2022 12:39:40 am
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