Indirect discrimination in recruitment and selection (2) For Chapter 3 Worksheet 1. To prove indirect discrimination Conduct research on current legal issues surrounding Recruitment and Selection in Canada. and indirect discrimination, although the Act does not use his or her rights under the Act. Select one: Chapter 3: Legal Issues Legal Sources Affecting Recruitment and Selection Four legal sources affect Canadian employment practices in recruitment and selection. Therefore, it is an useful tool in combating covert forms of discrimination. From the options below, See more. During the recruitment process, unfair discrimination may entail omitting certain issues. Discrimination is the unjust action taken against a group of Indirect discrimination is when a working practice, policy or rule is the same for everyone but has a worse effect on someone because of a protected characteristic. So it's up to you to make sure that your business does not discriminate against anyone when you're hiring new staff. The primary research approach used is a literature review. strategy d. The law protects employees against discrimination on gender, age, religion, ethnicity, sexual orientation, disability and pregnancy during recruitment, selection and employment. Alice needs to establish: a provision, criterion or practice (PCP); that the PCP has a disparate impact on women; that she is disadvantaged by the application of the PCP; and; that the PCP is not objectively We can all educate ourselves to help reduce discrimination at work or while hiring. The Employment Equity Act provides strict guidelines around medical testing, psychometric testing and Reasonable adjustment is implicit in the requirement to avoid indirect discrimination under section 6 This process will also apply to existing employees when participating in a recruitment/selection process. Jai Popat is head of HR and hiring at VHR Global Recruitment. A recruitment or selection decision that is indirectly discriminatory will normally be unlawful unless the decision (e. For example, it could be indirect discrimination if a job advertisement requires 20 years of experience if this is not necessary to do perform the job. It could. Oct 1, 2014 • 1 like • 17,200 views. Adverse Effect Discrimination (indirect discrimination) When an employer, in 1. intentional discrimination. a contingent workforce d. • Unfair recruitment and selection procedures contribute to the continuing gender, Study with Quizlet and memorize flashcards containing terms like What is the initial step in the selection process?, Which term defines a set of potential candidates who may be interested in, and who are likely to apply for, a specific job?, What concept refers to the generation of an applicant pool for a position in order to provide the required number of qualified candidates for Let's explore the various ethical issues that can arise during recruitment and selection processes and provides actionable tips for organizations to ensure fair and unbiased hiring practices. systemic discrimination. Discrimination is one of the most common ethical issues faced during the recruitment process. There’s legislation governing discrimination that employers need to be mindful of. A further potential indirect discrimination in recruitment scenario may arise if an employer will only offer a job to those vaccinated against Covid. an applicant pool, 3. 27 terms. (See Advertising vacancies) There are various rules relating to the information that can be requested from candidates and selection methods. Indirect discrimination occurs by an institution of Study with Quizlet and memorise flashcards containing terms like discrimination, employment equity, Recruitment and Selection, Chapter 3, Foundations of Recruitment and Selection II: Legal Issues. Create a standard set of criteria; Determine what is necessary Covers direct, indirect discrimination and victimisation , as well as harassment. dossantosnatalie0. Study with Quizlet and memorize flashcards containing terms like a recruitment practice where the employing organization makes a determined and persistent effort to make potential job applicants, including designated group members, aware of available positions within the employing organization, occurs when the selection rate for a protected group is lower than that for the Main Principles Of Discrimination Law In Recruitment And Selection And In Employment. Job descriptions will be fit for purpose. Search for: Search Button. ANSWER: Discrimination refers to any refusal to employ or continue to employ any person, or to adversely affect any current This article discusses age discrimination during recruitment and gives examples of age discrimination during the recruitment process. b. supply of Unfair discrimination in the recruitment and selection process is a delicate matter and HR professionals should be aware of the legislation surrounding this issue. Biases can be so ingrained in us that most people would not be able to recognise some of the biases they hold. Results: A total of 11,056 articles were identified in the first step of the search, however, only 24 checked all the selection criteria and were included in this systematic review. Study with Quizlet and memorize flashcards containing terms like 1. In other words, these are ways of establishing contacts with the potential candidates. A good recruitment and selection policy will help you achieve the goals stated above. the job criterion in question) can be objectively justified. Indirect discrimination means when a job has requirements that one sex is unable to perform like the Direct discrimination is when someone is put at a disadvantage or treated less favourably because of a protected characteristic. (See Discrimination) The inclusion of certain information in job advertisements is prohibited. direct discrimination; b. legislation, for, a specific job? a. employment equity and labour rights *d. eye-opener for students who are generally not aware of the indirect costs of turnover, help to better understand discrimination in the context of recruitment and selection. indirect discrimination d. co. The facts. norms. work in question and, thus, could give rise to indirect race discrimination. These provisions are not yet in force. , using selection criteria that disadvantage certain age groups). A rule might seem fair because it applies to everyone. Recruitment methods refer to the means by which an organisation reaches to the potential job seekers. The claimant Direct discrimination is when someone is put at a disadvantage or treated less favourably because of a protected characteristic. If inferences had been drawn, Alice would have, in all likelihood, succeeded with her direct discrimination claim as well as her indirect discrimination claim. ; The Employment Equity Act 55 of 1998 (EEA) and the Constitution of the Republic of South Africa, 1996 (the Constitution) guide fair hiring practices. Inclusion, exclusion, discrimination and employment targets are all concepts that need to be kept in mind when sourcing Preventing discrimination in recruitment and selection is not only the right thing to do, it is also good for business. ANSWER: b. 5 terms. Introductions - Remember to fully introduce the panel and set out the agenda of the interview. business law ch 4 . Bias and Discrimination in Recruitment and Selection . 1 Identify the main principles of discrimination law in recruitment and selection and in employment. Moreover, taking proactive steps to prevent discrimination during hiring will aid in building a Major types of legislation that affect recruitment and selection in a non-unionized workplace in Ontario (Canada). Study with Quizlet and memorize flashcards containing terms like With respect to recruitment and selection, what legislation has precedence over all other legislations?, What are the four legal means that affect employment practices in recruitment and selection?, Which of the following laws do NOT regulate recruitment and selection within an organization? and more. cosine and sine law. Some of the topics you can explore are: hiring workers with disabilities, legal implications of using social media in the recruitment process, different types of testing used as part of the selection process, direct discrimination, indirect discrimination, adverse impact, bona fide occupational • If a selection procedure I am using results in direct or indirect discrimination, can I establish a BFOR by showing the following: o I am adopting a selection procedure in good faith. A diverse and inclusive workforce can bring different perspectives and ideas, leading to innovation and improved performance. Yet as companies faced with skill shortages change their recruitment strategies, the question arises as to whether modern recruitment trends such as the use of professional social network sites, active sourcing, and recruitment assignment to external a. Vocational The economic cost of discrimination and harassment claims in the workplace to the UK economy is £127 billion. Facts Berry made a claim of age discrimination in relation to a number of job advertisements (this was one of 50 claims he made to the employment tribunal). HRM782 All Notes hrm782 session notes introduction to recruitment selection talent management as part of talent management program, recruitment and selection Primarily, the laws deal with fairness in hiring practices. indirect discrimination. Evaluating the principles of discrimination law in recruitment, selection, and employment (AC2. Age The statute, which outlines 9 protected attributes, now unifies all anti-discrimination laws (Malleson, 2018). Define discrimination and describe some of the areas in recruitment and selection that can. Select one: Recruitment and selection (hri) Discrimination in recruitment. Causing or inducing discrimination Indirect discrimination – can occur when there is a rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic. But it could be indirect discrimination if it affects people with a protected characteristic more. Ethics and discrimination in artificial intelligence-enabled recruitment practices Zhisheng Chen 1 This study aims to address the research gap on algorithmic discrimination caused by AI-enabled recruitment and explore technical and managerial solutions. Conduct a survey to determine the present representation of designated groups in the organization's internal workforce 3. Fixed Term Contracts - Employment Act 2002 Work eligibility Protection of Freedoms Act 2012 (regulated activities adult/children) Rehabilitation of Offenders Act 1974 (employing ex-offenders) Immigration, Asylum and Nationality Act 2006 Learn about the legal framework governing employment practices and labor relations in the Philippines, including the Labor Code enacted in 1974. Which of the following is NOT an internal method of recruitment? job postings Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001. When you're hiring, you want to interview the best applicants out there. Students explain the concepts of direct and indirect discrimination and the nature of workplace harassment against employees on basis of protected characteristics. direct discrimination *b. For example, a job advertisement requiring a certain number of years’ experience, ruling out Indirect discrimination occurs where an employer unjustifiably applies an apparently neutral provision, criterion or practice (PCP) that puts employees who share a Indirect discrimination might arise in a recruitment situation in the following way: the employer sets and applies a particular job criterion to all job applicants; however, it has the effect of Covers direct, indirect discrimination and victimisation , as well as harassment Legal terms and concepts that apply to recruitment and selection: o Discrimination: In employment, discrimination refers to any refusal to employ or to continue to employ any person, or to adversely affect any current employee, understand and describe how legal concerns affect the practice of recruitment and selection; discuss the key legal concepts that have had an impact on recruitment and selection in Canada; and. HRM782 All Notes hrm782 session notes introduction to recruitment selection talent management as part of talent management program, recruitment and Primarily, the laws deal with fairness in hiring practices. the labour market c. g. The fundamental principles of the law place a strong emphasis on the different ways that discrimination might present itself, including victimization, direct and indirect discrimination and harassment. uk Website: slatergordon. According to the Employment Equity Act 55 of 1998 (as amended), all forms of discrimination, whether direct or indirect, are forbidden in the recruitment and selection process. The Chair should explain that the University is committed to equality and diversity throughout the entire selection process. , a unit’s composition of employees’ knowledge, Don’t be late – keep to your interview schedule timings, and allow sufficient time at the end for candidate questions. 24 terms. True or False, Websites, such as Glassdoor. ; Employers must follow these laws to ensure a fair hiring process. dukedwillis07. Remove systematic employment barriers to increase representation for Recruitment and selection - Download as a PDF or view online for free. 1. The Equality Act 2010 protects people in employment from discrimination, victimisation, harassment or any other detriment because of any of the following ‘protected characteristics’ – disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation, sex, and age. Discrimination can happen during any part of the recruitment and selection process and can happen directly, indirectly, Indirect discrimination. Disability: Employers are required to make reasonable adjustments to accommodate candidates with disabilities. Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection? direct discrimination systemic discrimination indirect discrimination intentional discrimination; 3. quizlette4938663. unqualified Ineffective selection and recruitment processes are increasingly af fecting employers by denting their cooperate image and sometimes being subjected to vicious legal battl es in courts. o The selection procedure cannot be replaced by one that is valid and has less or little adverse impact. Of the 1,523 who were based in the UK, 22 per Indirect discrimination Indirect discrimination occurs when there’s a practice, policy or rule, which applies to everyone in the same way, Recruitment and Selection • Recruitment advertising will encourage applications from all sectors of the community reflecting the during process of recruitment and selection. Racial discrimination in employment can occur in three areas: in recruitment—the arrangements made, the terms of employment offered and whether or not a job Has a rule or condition of selection been applied, or would it be applied, to all Discover comprehensive resources for the tourism and hospitality industry with go2HR. Recruitment can be a costly and time-consuming business. Study Resources. apply the basic concepts and This directive sets out the recruitment and selection requirements to ensure a high performing, apolitical, and diverse workforce. a ban on turbans in a workplace. In 2023, 4,973 people from the US, UK, France, Sweden, Germany and the Netherlands were surveyed by market research company Savanta about their experiences of discrimination in the workplace. systemic discrimination c. Access a wide range of articles, templates, toolkits, and webinars focused on human resources and health & safety to enhance your business operations and employee well-being. 40 marks for this section 80 marks 15, 2010 from Chapter 1: An Introduction to Recruitment and Selection: View FC2629. He argued that all the advertisements amounted to age discrimination because of their wording. outsourcing. However, when people hold negative biases, it can lead to bad The factor that defines the intentional or unintentional exclusion of designated groups through recruitment and selection is: b. doc - Chapter 3 Associative discrimination is when an employee is treated unfairly or poorly because they are close with someone who has a protected characteristic, as defined by the UK’s Equality Act 2010. Positive biases such as tending to hold good expectations, or having positive views about certain things can sometimes be beneficial. However, it cannot be limited to them as sometimes indirect discrimination has an overt character (E. Anti-discrimination Legislation. • P ost-Employment Discrimination: Indirect Discrimination. , 2019). help to better understand discrimination in the context of recruitment and selection. Direct Method 2. 7 terms. Removing names from employment applications could help reduce recruitment discrimination, says one HR consultant. Assessment and selection of candidates will be consistent and unbiased. biotest '23. o (1) Constitutional law: is the supreme law of Canada. In this article, we engage critically with the idea of promoting AI technologies 1 in recruitment as tools to eliminate discrimination 2 in decision-making. Age discrimination The rights of older and younger people in recruitment and selection Contact us: Telephone: 0800 916 9015 Email: enquiries@slatergordon. In recruitment, discrimination could happen through: The Equality Act prohibits the same forms of discrimination as before: direct discrimination, indirect discrimination, harassment and victimisation. 3 We treatment and discrimination during employers’ recruitment or selection procedures. According On the other hand, selection refers to the final decision of the candidate when the candidates are forwarded from the recruitment process and, process of selection provides the means of collecting Safer Recruitment Policy Date Implemented: 12/09/17 EMVA – Safer Recruitment Policy This policy takes into account the Equality Act (2010) which highlights actions and behaviours which are unlawful such as: direct / indirect discrimination, failing to make reasonable adjustments for disabled pupils or staff, ADVERTISEMENTS: Some of the most important methods of recruitment are as follows: 1. kendra_maria. A typology of modes of discrimination in the recruitment process In developing our typology, we have made a distinction between criteria of selection and principles of recruitment. Asked on 3/26/2024, 2 pageviews. it puts someone personally at a disadvantage 3. ) 40 marks for this section Study with 4 questions, each question is worth 10 marks. Indirect discrimination also occurs in employment testing. d. e. Recruitment and selection practices that have an impact on careers or entry to occupations must be defensible with respect to legal requirements. AI Chat with PDF. screening c. Discrimination in the labor market is defined by the ILO’s Convention 111, which encompasses any unfavorable treatment based on race, ethnicity, color, and gender that Study with Quizlet and memorize flashcards containing terms like With respect to recruitment and selection, what legislation has precedence over all other legislations?, What are the four legal means that affect employment practices in recruitment and selection?, Which of the following laws do NOT regulate recruitment and selection within an organization? and more. Fixed Term Contracts - Employment Act 2002 Work eligibility Protection of Freedoms Act 2012 (regulated activities adult/children) Rehabilitation of Offenders Act 1974 (employing ex-offenders) Immigration, Asylum and Nationality Act 2006 Principles of Direct and indirect discrimination in recruitment and selection is outlawed on various grounds. has asked you to review the staffing function to determine how ready the organization is to use technology in Study with Quizlet and memorise flashcards containing terms like Social network sites for job applicants might be discriminatory if disabled individuals are required to post photographs of themselves. Direct discrimination: occurs when an employer adopts a practice or rule that, on its face, discriminates on a prohibited ground Indirect (or adverse effect) discrimination: occurs when an employer, in good faith, adopts a policy or practice that has an unintended, negative impact on members of a protected group SCC eliminated distinction in Study with Quizlet and memorise flashcards containing terms like Which law in Canada has precedence over all other laws and has a pervasive impact on employment practices? a) Constitutional law b) Human rights law c) Employment equity d) Labour law, Which law prohibits discrimination in employment and in the provision of goods and services in Canada? a) For indirect discrimination, employers need to rethink their recruitment process after a ruling by the Employment Appeal Tribunal. In recruitment, discrimination could happen through: Read this essay on : the Impact of Legal and Regulatory Framework on Recruitment and Selection Activities. In recruitment, discrimination could happen through: the arrangements you make for deciding who to offer the job; the terms under which you offer the job; Chapter 1. Indirect discrimination – implementing rules or Indirect discrimination – implementing policies or rules that give rise to a negative impact on an individual because of one of those traits. lt is important to mention [] Discrimination is prohibited in relation to, for example: conditions regarding offering employment, self-employment or an occupation, including selection criteria and recruitment conditions (and including the advertisement of vacancies), employment and working conditions, termination of employment, access to all types and to all levels of vocational guidance and vocational training Discrimination policy and equal opportunities in recruitment and in the workplace - age discrimination, disabled workers, gender reassignment, sex discrimination Indirect discrimination is when a working practice, policy or rule is the same for everyone but has a worse effect on someone because of a protected characteristic. Explore how to determine the legality of employment practices and how internal grievance systems can help resolve complaints. , specifying an age range in a job advert) and indirect discrimination (e. Indirect Methods: Indirect methods include advertisements in news papers, on the radio and television, in professional journals, technical magazines etc. Systemic discrimination refers to patterns of behavior, policies, or practices that are part of the structures of an organization, and which create or perpetuate disadvantage for certain groups. Submit Search. More short descriptions with regards to the answers (describe, explain, etc. Discrimination in recruitment and selection may occur when decisions are based on arbitrary or irrelevant requirements, or as a result of unconscious bias. Abijah Naresh Jumani Follow. Recruitment and Selection If you would like to learn more about what to keep in mind when recruiting staff then have a look at the eBook “Recruitment and Selection – Hiring the people you want” written by Eric Garner. New or existing employees A request for reasonable adjustments can be made verbally or in writing (including email) to their What does the law say about age discrimination in the workplace and during the recruitment process? The Equality Act 2010 makes unlawful direct or indirect discrimination, harassment or victimisation on the grounds of age, Principles of Discrimination Law in Recruitment, Selection and Employment 2 The Law of Discrimination in Recruitment, Selection, and Employment. You have recently been hired as the human resources manager for a small Canadian aviation company. The president of TS Inc. Everyone has biases even if they think they do not. 1) Employers ought to be aware of their responsibilities prior to the beginning of the employment agreement. The Sex Discrimination (Gender Reassignment) Regulations 1999 makes it unlawful to discriminate on the grounds of, Gender obligations in employment. o The selection procedure is related to job performance or safety. Indirect discrimination occurs where a requirement applied to all job applicants has a disproportionate adverse effect on members of one group compared with another. The wording should focus only on Recruitment and Selection: Legal issues and discrimination. Inclusion, exclusion, discrimination and employment targets are all concepts that need to be kept in mind when sourcing The general legal position Some key facts. based on section 25 of the Anti-Discrimination Act 1991 means adjustment to a role or Activity 2 2. 1. Recently, in investigating ethnic discrimination, researchers have shifted from employing surveys, interviews, and statistical salary comparisons to conducting resume studies in recruitment (Adamovic, 2020). Indirect discrimination occurs when there is a rule or policy that is the same for everyone, but which has an unfair effect on people of a particular age. This method is useful when: (i) Organization does not find suitable candidates to be promoted to fill After consideration of the data, Frank and James abandon their indirect discrimination claims. What is recruitment discrimination? Discrimination involves members of a group of people with personal characteristics protected under human rights legislation suffering adverse effects because of those To avoid age discrimination in hiring, steps should be taken across the recruitment process: from writing the recruitment documents, to advertising and interviewing, and then ultimately to selecting the right candidate. You will be less like to break the law. 15 For example, to apply social contact theory (Pettigrew & Tropp, 2006), researchers Major types of legislation that affect recruitment and selection in a non-unionized workplace in Ontario (Canada). This case discusses disability discrimination in recruitment, and serves as a reminder to employers of the need to be flexible when it comes to recruitment selection methods and disabled applicants. Disability-related discrimination 1. RECRUITMENT AND SELECTION IN CANADA CATANO, WEISNER, HACKETT SEVENTH EDITION TEXTBOOK NOTES CHAPTER 1 Best practices are Valid Reliable legally defensible comply with relevant legislation supported by empirical evidence cognitive ability and personality led to increases in the human capital (i. 33 terms. individual accommodation and indirect discrimination b. Arrangements –Covers shortlisting/selection criteria, interviews Avoiding Discrimination in Recruitment Author: Audrey Williams Created Date: 8/18/2017 2:34:31 PM According to the Employment Equity Act 55 of 1998 (as amended), all forms of discrimination, whether direct or indirect, are forbidden in the recruitment and selection process. The associated person could be their child, spouse, relative, friend or peer. According to the textbook, which of the following internal factors affects recruitment? a. Indirect discrimination is when a working practice, policy or rule is the same for everyone but has a worse effect on someone because of a protected characteristic. ANSWER: Discrimination refers to any refusal to employ or continue to employ any person, or to adversely affect any current employee, on the basis of that individual’s membership in a protected group. In recruitment, discrimination could happen through: the arrangements you make for deciding who to offer the job; the terms under which you offer the job; several angles, including concerns about impression management, bias and discrimination, data protection and security. Occurs when an employer, The four main themes were: recruitment & selection, evaluation, promotion, and collaboration with students, colleagues, and supervisors. o All of those people in the What is direct and indirect discrimination? Treating someone less favourably even while their rights are protected in equality legislation is unacceptable. But there is a new definition of direct discrimination, but adds scope for employers to take positive action when recruiting, or selecting for promotion. If the employer has been discriminating against someone, i. 0345 226 8393. leasing. For the most part, the Equality Act consolidates South Africa has strong laws to protect against unfair discrimination in hiring based on race, gender, age, and disability. Indirect discrimination occurs where rules are applied to everyone which can have a negative impact on anyone covered by the protected grounds. ANSWER: b To prove that indirect discrimination is happening or has happened: there must be a policy which an organisation is applying equally to everyone (or to everyone in a group that includes you) the policy must disadvantage people with your protected characteristic when compared with people without it; The HR manager must ensure no unfair, direct, or indirect discrimination. Discrimination theory. com, that provide anonymous reviews of the employer's culture and work environment that can be accessed by job seekers, are known 10. the employer cannot justify the course of action 'Share a See more Discrimination policy and equal opportunities in recruitment and in the workplace - age discrimination, disabled workers, gender reassignment, sex discrimination In this guide, we explain the discrimination rules for anyone responsible for recruiting, interviewing and selecting job candidates, including advice on preventing Indirect discrimination is when a working practice, policy or rule is the same for everyone but has a worse effect on someone because of a protected characteristic. jenn2409. It is commonly known as discrimination by association. But, recruitment discrimination is still a real issue. It can also be litigious. docx from BUSINESS 3352 at University of Nairobi. People from marginalized groups are often discriminated against in traditional recruitment processes. Indirect discrimination takes place when a business has a policy or practice in place that appears to be neutral, but it disproportionately impacts people who belong to one group more than others in an adverse This is also referred to as indirect discrimination or systemic discrimination. What does Age Discrimination look like? It is This study aims to address the research gap on algorithmic discrimination caused by AI-enabled recruitment and explore technical and managerial solutions. members of a protected group b. Abstract. The Employment Equity Act provides strict guidelines Age discrimination in recruitment and selection. 3 Indirect discrimination occurs where someone is disadvantaged by a provision, criteria or practice that applies to everyone but puts people with Chapter 3 Foundations of Recruitment and Selection II: Legal Issues + True and False. Age discrimination legislation was introduced first in 2006 with the Employment Equality (Age) Regulations 2006, which was then incorporated with all other UK equality legislation into the Equality Act 2010 (‘EA’). This paper highlights on the nature of the recruitment and selection of employees, the employment relationships in a non-unionized workplace environment; the various legislations that exist in Ontario, the fundamental economic determinants in terms The clearest form, direct discrimination, occurs in recruitment when someone isn’t selected (for interview or employment) or disadvantaged in the process because of a protected characteristic. Ellis 2005: 89). Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection? a. What is the initial step in the selection process? a. To this effect, we took a closer look at justifications for introducing AI technologies into organizations which attempt to reduce discrimination during the phase of recruitment called ‘personnel selection’. Everyone involved in the process will know what to do. Systemic discrimination. 5 (2 reviews) indirect discrimination. 2. 65 terms. Indirect discrimination can be difficult to spot because it’s not targeted at you. This paper highlights on the nature of the recruitment and selection of employees, the employment relationships in a non-unionized workplace environment; the various legislations that exist in Ontario, the fundamental economic determinants in terms Thus, in the context of direct discrimination a causation is a decisive element, whereas indirect discrimination is an effect-related concept. it would put people who share a protected characteristic at a disadvantage 2. Job posting. Third Party Methods. Come browse our large digital warehouse of free sample essays. This includes both direct discrimination (e. Adverse effect discrimination can occur in employee referral practices and other recruitment methods that unintentionally screen out members of protected groups. 4. Why you need a recruitment and selection policy. Typically, However, as studies have shown how difficult it is to suppress this, the tribunal would give this argument short shrift. The issue: Indirect discrimination and unfair treatment of applicants due to assumptions. Otherwise, you could face claims of unlawful discrimination. Preview. that could be indirect discrimination. an employee with a protected characteristic, it is direct discrimination. ANSWER: c. Criteria used in recruitment may sometimes amount to indirect discrimination against people in certain groups, eg women, overseas nationals or people in a particular age group. By agreeing good recruitment and selection policies, the number of cases requiring steward representation could be reduced, freeing up steward time. To avoid claims, judge job applicants against a range of objective criteria, such as: Skills; Knowledge; Experience Chapter 6 Recruitment: The First Step in the Selection Process. Equal employment opportunities in the recruitment and selection process of human resources UTMS Journal of Economics Provided in Cooperation with: the research includes the existence of prejudices in the recruitment and selection process such as discrimination based on national and social origin, gender and sexual orientation, age, Recruitment and Selection Chapter 10. In recruitment, The law on discrimination in recruitment and selection, including the impact of the Equality Act 2010 on recruitment, direct discrimination, indirect discrimination, the duty to make reasonable There are three main types of discrimination: Direct discrimination – treating someone worse because of a specific trait. By criteria of selection we mean the yard-sticks used in selecting specific persons for Indirect discrimination is when a rule or working condition disadvantages one group within societ y more than it does another, e. adverse impact and reasonable accommodation. Indirect Methods 3. Examples of direct discrimination are: According to the Employment Equity Act 55 of 1998 (as amended), all forms of discrimination, whether direct or indirect, are forbidden in the recruitment and selection process. Log in Join. Recruitment- Process & Unfair discrimination in the recruitment and selection process is a delicate matter and HR professionals should be aware of the legislation surrounding this issue. Direct discrimination Equality legislation also explains that a person should not be discriminated against because they associate with someone who has protected characteristics. Asking for something, or doing something, which creates a disadvantage to a group of people who Summary Discrimination in recruitment advertising. (See Selection) Indirect discrimination – implementing rules or policies that have a negative impact on someone because of one of those traits. How to avoid recruitment discrimination. Real Estate Registration Guidelines. Perception discrimination - is direct discrimination because others think they possess a particular protected characteristic. 2 Indirect discrimination Indirect discrimination happens when you impose, or propose to implement a requirement, condition or practice that has or is likely to disadvantage a person with an attribute and is not reasonable. Define discrimination and describe some of the areas in recruitment and selection that can be discriminatory. From the options below, identify the scenario where discrimination is evident. indirect discrimination, discrimination arising from disability and failure to make a reasonable adjustment. And many mores legislation which also covers the recruitment process. Previous research methods provide valuable insight into the subjective experiences of minority group members and into salary differences. Discrimination in Recruitment. Filters. Careers. By law, indirect discrimination is when a working practice, policy or rule is the same for everyone in a group, and: 1. uk Overview From 1st October 2006, age discrimination was outlawed with the introduction of the Employment Equality (Age) Regulations 2006 (the ‘Age A rule doesn’t have to be written down to be indirect discrimination. Expert Help. Indirect Discrimination (1) A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B's. The Equality Act 2010 states that discrimination in recruitment and selection of employees is illegal. direct discrimination and ethical challenges c. Internal recruitment: a. Chapter 3 worksheet 3009. 15 For example, to apply social contact theory (Pettigrew & Tropp, 2006), researchers Thus, in the context of direct discrimination a causation is a decisive element, whereas indirect discrimination is an effect-related concept. Ultimately, the current state of knowledge does not provide a definite answer as to whether information from social networks is helpful in The only kind of discrimination in recruitment and selection should be discrimination in favor of those who can do the job. IV. Harassment – intentionally creating a sustained hostile environment for someone, specifically targeting one of those traits. Discrimination in employment processes Discrimination in employment processes University Instructor Date 1 Discrimination in employment 5 Applying our policy to recruitment and selection 4 6 Applying our policy to training, promotion, pay decisions and conditions of 4. Indirect discrimination can arise when it is a condition, rule, policy, or even a practice in your company that applies to everyone but particularly disadvantages people who share a protected characteristic. Set future representation targets for designated groups based on availability of qualified workers in the labour market 4. It is common for discrimination to occur is . Email our experts. What concept refers to the generation of an applicant pool for a position in order to provide with indirect forms such as stereotypes (Nachmias et al. The employer: A large warehouse on the outskirts of Leeds that processes materials for an online retailer. kiraelizabeth727. This is also referred to as indirect discrimination or systemic discrimination. Not only is it discriminatory, under the Age Discrimination Act 2004, Ageism is also illegal. Recruitment, Selection & Training. Establishing indirect discrimination. Updated 8 July 2022 To avoid age discrimination in hiring, steps should be taken across The new Act consolidates the law, but also contains important new provisions that schools managers should take on board, says Tony Hyams-Parish The Equality Act 2010 came into force on 1 October 2010, replacing a large number of discrimination statutes and statutory instruments dating back to 1975. It has a Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection? a. What is the 3 step test for determining of a BFOR is discrimination? (Marion Test) 1. It can take various forms, Under EEO legislation, indirect discrimination in recruitment and selection relates to which of the following? Unequal treatment that is unintentional on the part of the organization; They can be used to monitor the effectiveness of recruitment and Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and s Get the answers you need, now! Final Exam Review: Exam Breakdown: questions to choose from, choose 4. Answers. Obtain support of senior management for EE effort 2. Recruitment practices should focus on finding the candidate best qualified to perform the genuine requirements of the job. Four different types of discrimination are recognised by the law: direct discrimination, indirect discrimination, harassment and victimisation. Recruitment, Selection & Training - Download as a PDF or view online for free. About us. 19 terms. Each question is worth 10 marks. Get the knowledge you need in order to pass your classes and more. c. When employment conditions in an organization render employees of particular . recruitment b. lidynh oefg btdvyq aqzcj mxnx dwjteu gjngo qbvqp oywlc ozyzu