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GETTING THE RIGHT PERSON FOR THE JOB

When recruiting new staff under the Race Relations Act (1976).

"Employers should avoid drafting person specifications that could potentially be discriminatory." said Michael Ball, employment partner at law firm Halliwells. "They are advised to include only the criteria needed to perform the duties in the job satisfactorily. Only where there is a genuine occupational requirement for a person to be of a certain nationality is it legal to advertise this. But it would be difficult to prove this is the case."

Race is not the only grounds on which it is unlawful to discriminate against a person. Other areas include religious belief, sex, disability, marital status and, age. To operate within the law means you must ensure all areas of your recruitment process stand up to scrutiny including:
  • Person specification
  • Job description
  • Job advertisement
  • Interview procedures
  • Terms and conditions of employment
Do not hesitate to call us we will produce these, and other documents, and take the worry out of you getting it right.

 

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