Discrimination within Recruitment

In accordance with Discrimination Law, employees cannot be discriminated against based upon protected attributes of:

  • Race, colour, national or ethnic origin, or immigrant status;
  • Religion;
  • Political stance or opinion;
  • Age;
  • Sexual orientation;
  • Marital or intersex status;
  • Gender identity;
  • Disability;
  • Pregnant condition or breastfeeding; or
  • Family or care responsibilities.

Discrimination with the recruitment and new hire process is common, often observed within the selecting of new employees. To reduce discrimination within the recruitment process employers can:

  • Implement a detailed and established recruitment process that has taken into consideration discrimination prevention.
  • Ensure all involved in the recruitment process are aware of the laws and obligations that they are to work within.
  • Attract a diverse selection of applicants through the role specifics advertised.
  • Ensure that the recruitment approach is consistent and fair, within interactions and upon defining the favorable and unfavorable candidates.
  • Make flexible adjustments or accommodations for candidates.
  • Refrain from asking additional or irrelevant information from applicants, instead focusing upon the specifics required of the job. An interview script or questionnaire are useful in ensuring such.
  • Select the candidate most suitable for the job, as per the job description and company culture. 
  • Informing candidates of successful or unsuccessful selection in a timely and consistent manner.
  • Document the process thoroughly.

Efforts that facilitate a fair and consistent recruitment process:

  • Detailed job description that has considered discrimination within language use and expectations;
  • Focusing upon the relevant skillset and certifications required to successfully fill the role required.
  • Checking that all information asked within the job description is accessible to all applicants;
  • Screening and Interview questionnaires;
  • Detailed recruitment policies and procedures;
  • Recording of all explanations and responses throughout the process;
  • Following of checklists;
  • Referring to policy to deliver a consistent and standardized recruitment process;
  • Create a hiring panel to prevent bias or favouritism; or
  • Utilising a third-party recruitment process – such as Assurance HR.

Assurance HR Management assist many businesses within third party recruitment and onboarding process. We can help you with advertising, candidate selection, interviewing, and the complete onboarding process. Contact us today on 1800 577 515 to discuss a recruitment framework that suits your business needs.

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