2nd December 2005, 05:48 PM
I apologise for the use of the term 'positive discrimination' in my previous mail. It has been pointed out to me, that what I meant to say was 'positive measures' rather than 'positive discrimination'.
Positive discrimination is of course illegal and selection for recruitment or promotion should be based solely on merit.
Positive measures are however a different matter. I post the following quote from the Equality Online web site.
http://www.equality-online.org.uk/equali...ction.html
Although they are not legally required, positive measures are allowed by the law to encourage employees and potential employees who are members of particular groups which are under-represented in particular work. Discrimination at the point of selection for work, however, is not permitted in these circumstances.
Such measures are important of the development of equality and diversity practices. It is therefore recommended that, where there is under representation of particular work, the following process should be taken wherever appropriate and reasonably realistic:
Job advertisements designed to reach members of these groups and to encourage their applications: for example, through the use of the ethnic minority press, as well as other newspapers.
Use of the employment agencies and careers offices in areas where under-represented groups are concentrated.
Recruitment and training schemes for school leavers designed to reach members of these younger aged groups.
Encouragement to employees from under-represented groups to apply for promotion or transfer opportunities.
Training for promotion or skill training for employees of under-represented groups who lack particular expertise but show potential: supervisory training this may include language training.
Positive action is not about giving more favourable treatment to particular groups in the recruitment process. Positive action in training is lawful, provided certain criteria is met.
Positive discrimination is of course illegal and selection for recruitment or promotion should be based solely on merit.
Positive measures are however a different matter. I post the following quote from the Equality Online web site.
http://www.equality-online.org.uk/equali...ction.html
Although they are not legally required, positive measures are allowed by the law to encourage employees and potential employees who are members of particular groups which are under-represented in particular work. Discrimination at the point of selection for work, however, is not permitted in these circumstances.
Such measures are important of the development of equality and diversity practices. It is therefore recommended that, where there is under representation of particular work, the following process should be taken wherever appropriate and reasonably realistic:
Job advertisements designed to reach members of these groups and to encourage their applications: for example, through the use of the ethnic minority press, as well as other newspapers.
Use of the employment agencies and careers offices in areas where under-represented groups are concentrated.
Recruitment and training schemes for school leavers designed to reach members of these younger aged groups.
Encouragement to employees from under-represented groups to apply for promotion or transfer opportunities.
Training for promotion or skill training for employees of under-represented groups who lack particular expertise but show potential: supervisory training this may include language training.
Positive action is not about giving more favourable treatment to particular groups in the recruitment process. Positive action in training is lawful, provided certain criteria is met.