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Discrimination in Recruitment and Adverse Impact

By |May 10th, 2015|

Recruitment processes should be fair and only discriminate between individuals on the basis of their ability or potential for subsequent job performance, and not on the basis of their ‘Protected Characteristic’ (PC) as defined by the Equality Act 2010. However, there are instances when certain groups are disadvantaged in a recruitment process due to one of […]

Legislation in Assessment considering the Equality Act 2010

By |May 10th, 2015|

A significant requirement of any assessment process is for it to be legally defensible, in that the use of the process itself does not violate any current legislation specifically in relation to discrimination. A number of legal rulings have resulted in various acts which cover the various forms of legislation, and with the European Union […]