Recruiting the right talent for your organisation is crucial, but it’s equally important to ensure that the hiring process is fair, inclusive and free from discrimination. In the UK, employers must comply with the Equality Act 2010, which protects individuals from discrimination based on protected characteristics such as age, gender, race, disability and more. Here’s how you can prevent discrimination when recruiting.

1. Understand and Comply with the Law

The Equality Act 2010 is the key legislation governing discrimination in recruitment. Employers must not discriminate based on:

•  Age
•  Disability
•  Gender reassignment
•  Marriage and civil partnership
•  Pregnancy and maternity
•  Race
•  Religion or belief
•  Sex
•  Sexual orientation

Familiarising yourself with this legislation helps ensure a fair hiring process and avoids legal repercussions.

2. Use Inclusive Language in Job Adverts

Ensure your job descriptions and advertisements use neutral and inclusive language. Avoid terms that may unintentionally exclude certain groups, such as gendered job titles or age-specific wording (e.g., “young and energetic” may imply age bias).

3. Implement a Structured Recruitment Process

A standardised hiring process ensures fairness. Consider:

•  Creating clear job descriptions based on skills and qualifications.
•  Using standardised interview questions for all candidates.
•  Implementing objective scoring criteria for assessments.

4. Remove Bias from CV Screening

Unconscious bias can influence hiring decisions. Consider:

•  Using software for blind CV screening, which removes personal details such as names and dates of birth.
•  Ensuring multiple reviewers assess applications to reduce individual bias.

5. Ensure Diversity in the Hiring Panel

A diverse interview panel helps bring multiple perspectives and minimises individual biases. Including individuals from different backgrounds can ensure a more balanced hiring decision.

6. Make Reasonable Adjustments for Candidates with Disabilities

The Equality Act 2010 requires employers to make reasonable adjustments for disabled candidates. This could include:

•  Providing accessible interview locations.
•  Offering alternative interview formats (e.g., video interviews for those unable to travel).
•  Allowing additional time for assessments.

7. Offer Equal Opportunities in Recruitment Marketing

Ensure job postings reach a diverse range of candidates by:

•  Advertising roles on diverse job boards.
•  Partnering with organisations that support under-represented groups.
•  Encouraging diverse candidates to apply.

8. Train Hiring Managers on Unconscious Bias

Unconscious bias can impact recruitment decisions. Provide training to hiring managers to help them:

•  Recognise and mitigate biases.
•  Focus on candidate skills and experience.
•  Ensure compliance with anti-discrimination laws.

9. Monitor and Review Your Hiring Practices

Regularly assess recruitment processes to identify any potential discrimination. Consider:

•  Collecting anonymised diversity data to assess applicant demographics.
•  Reviewing hiring trends to detect potential biases.
•  Seeking feedback from candidates about their recruitment experience.

10. Create an Inclusive Workplace Culture

Recruitment is just the beginning. Fostering an inclusive company culture helps retain diverse talent and ensures equal opportunities for career growth. Encourage:

•  Employee resource groups to support diversity and inclusion.
•  Inclusive policies such as flexible working arrangements.
•  Regular diversity and inclusion training for employees.

Conclusion

Preventing discrimination in recruitment requires a proactive approach. By following best practices, staying compliant with legal requirements, and fostering an inclusive hiring culture, employers in the UK can attract diverse talent while ensuring fairness in the recruitment process. Taking these steps not only helps you comply with the law but also strengthens your organisation by creating a diverse and dynamic workforce.