The selection process

The EHRC’s guidance on the Equality Act 2010, What equality law means for you as an employer: when you recruit someone to work for you, says shortlisting and interviewing of applicants should be done systematically and that criteria for selection and interview questions should be the same for every candidate. Both processes should preferably be carried out by more than one person to reduce the risk of prejudice or bias. Staff involved in short-listing and interviewing should be aware of the criteria and given appropriate equal opportunities training.

Union reps can press for some existing employees from under-represented groups to be involved in the selection process where possible.

They should also seek to ensure that, if the person specification includes “desirable” criteria as well as “essential” ones, the desirable ones are not used to discriminate.

Employers are increasingly likely to use psychometric testing and personality tests. These may conceal in-built race bias, for example by discriminating against those who speak English as a second language. General union Unite says that any such tests must meet professional standards (generally those set by the British Psychological Society).