Employment Seminar

Everyone involved in HR knows that discrimination in the workplace is illegal.  Race, beliefs, gender, age, sexual orientation or disability discrimination can land an employer in front of a tribunal facing an open ended liability.

However, employers run the serious risk of falling foul of anti-discrimination legislation even before a prospective employee is offered a job.  The interview process is a minefield for the unwary interviewer who may, quite by accident find themselves on a charge of discrimination.

This was the topic of a seminar that over forty HR professionals and managers attended in Cambridge and Peterborough that was jointly hosted by Barr Ellison and people solutions business The One Group.

Liz Whitehead, our employment expert led the legal aspects of the seminars and told the participants that while you may feel that the following examples are perfectly fair game in helping you come to a fair and balanced view of a candidate’s suitability, they are not.  In fact each one represents a ‘no-go’ area and should be completely avoided.

• How many days have you had off sick in the last twelve months?
• You don’t have children, are you planning a family?
• Do you always wear that headscarf?
  
• Which political party do you support?
  
• Will you be asking for prayer breaks?
  
• Do you belong to a trade union?

According to Liz, many employers are still asking inappropriate questions.

“There is a great deal of pressure on employers to make the right recruitment decision,” said Liz adding: “And that pressure can lead to asking questions on topics that are discriminatory.

“Even if the question is asked in all innocence, you could find yourself called before a tribunal. If that happens then the cost in terms of liability, legal fees, time and damage to your reputation can be enormous.”

Topics covered included:  What are the no-go areas?  How can you safely go ‘off’ CV?  How do you conduct a competency based interview?  How can you bring out the best in a candidate?  How should you coach your team and brief directors on the dos and don’ts?

For further information contact Liz Whitehead.

The information given in this article is of a general nature only and should not be considered as advice applicable to any particular situation for which specific request should be made to us.

"I would like to thank Sarah Payne for her patient and professional approach. It took away a lot of the stress knowing that my case was in more than capable hands."
Caroline Turner, Checkendon

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