Widen your choice of employees to improve competitiveness
Recruiting a diverse workforce
Prioritising selection on an ability to do the job is important in moving towards a more diverse workforce.
An example of damaging preconceptions is undervaluing the contributions of disabled or older employees. Indeed, some customers report that older sales people have better product knowledge and a better understanding of their needs.
Tips for recruiting a more diverse workforce:
Develop an equal opportunities or fair treatment policy and publicise it. As of 1 October 2004, any discrimination that occurs on the basis of disability is treated as direct discrimination and will not be justifiable. Treating someone less favourably because of their disability is discrimination. For more information, download the Disability Rights Commission's revised code of practice for employers.
Check that your job descriptions do not exclude anyone from applying because of race, religious belief, gender, gender identity, sexual orientation, age, disability or cultural background.
Adapt your methods of recruitment to allow disabled people to apply and attend interviews. Read guidelines for line managers on recruiting disabled people on the Fast-Forward website.
Prepare for age discrimination legislation, scheduled to come into force in October 2006, which will make it illegal to refuse someone a job promotion, training or benefits because of their age.
Avoid indirectly discriminating by recruitment through the grapevine. You can: