![[Basket]](images/basket.png){kind=small}
Your order![[cover image]](images/issue/BK202011.jpg)
Ensuring BAME people have opportunities
[ch 4: page 28]One of the reasons why BAME people may not even apply for jobs is that they may not move in the right circles to hear about opportunities through informal means, such as “word of mouth”. For example, if an existing workforce is largely white, and the employer tends to get new staff through those employees telling friends and relatives, this may mean those from other ethnic backgrounds are missing out. The same might apply if jobs are only advertised internally or in restricted outlets.
The EHRC Equality and Human Rights Commission’s Employment Statutory Code of Practice under the Equality Act 2010 states:
The practice of recruitment on the basis of recommendations made by existing staff, rather than through advertising, can lead to discrimination.
For example, where the workforce is drawn largely from one racial group, this practice can lead to continued exclusion of other racial groups. It is therefore important to advertise the role widely so that the employer can select staff from a wider and more diverse pool.
https://www.equalityhumanrights.com/sites/default/files/employercode.pdf