Protected characteristics: a guide when hiring

Employers are increasingly recognising the substantial benefits that a diverse healthcare workforce brings, not only in innovation and creativity but also in representing a wider array of perspectives that reflect a global population. At the heart of fostering such an inclusive ethos is the understanding and respect for protected characteristics, which serve as legal and ethical keystones in crafting an equitable hiring process.

Protected characteristics stem from the principle that all individuals should have the right to work in an environment free from discrimination and prejudice. Anchored in the UK's legal structure, these characteristics provide a framework to ensure fairness and equality. By adhering to these legal standards, employers not only mitigate the risk of legal repercussions but also promote a just organisational culture.

The foundation of this framework lies in the Equality Act 2010, a landmark piece of legislation in the UK that consolidates and strengthens previous anti-discrimination laws. The Act is a definitive guide for employers, defining protected characteristics and outlining the obligations of employers to prevent discrimination in the workplace.

The nine protected characteristics identified by the Act are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Exploring these characteristics in more detail can facilitate an understanding of fair hiring practices that align with modern ethical standards – crucial for any employer. In implementing these practices, a safe space can be created not only for employees, but for patients and visitors alike.

Age

Consider age, for instance, a characteristic that often suffers from entrenched stereotypes. Age discrimination, although legally prohibited, can subtly manifest in hiring biases or assumptions about a candidate’s capabilities based on age. However, when embraced, age diversity can enrich the healthcare workplace with a plethora of perspectives and experiences. Strategies such as focusing on skills and potential rather than age can aid employers in tapping into the vast benefits of a multi-generational workforce.

Disability

Similarly, disability is another critical area where employers must exercise due diligence to foster an inclusive hiring process. Under the Equality Act 2010, disability is broadly defined, encompassing physical, mental, and sensory disabilities. Employers are required to make reasonable adjustments to accommodate disabled candidates during recruitment. This might include providing accessible formats of job descriptions or ensuring that interview locations are accessible, thereby opening the doors for candidates who might otherwise be overlooked.

Gender reassignment

Gender reassignment stands as a protected characteristic that underscores the importance of supporting transgender candidates through respectful and inclusive hiring practices. Organisations are encouraged to adopt inclusive language and create environments where individuals feel safe presenting their authentic selves. These efforts not only prevent discrimination but also foster a culture of acceptance and respect.

Marriage and civil partnership

While marriage and civil partnership may often be overlooked in discussions of workplace equality, they carry specific protections under the law. An inclusive hiring process recognises these relationships and ensures they do not bias recruitment decisions. Valuing diverse family structures within the workplace is not only a legal necessity but also enhances employee engagement and loyalty.

Pregnancy and maternity

The dimension of pregnancy and maternity comes with its set of legal protections designed to prevent discrimination against individuals who are pregnant or on maternity leave. Employers benefit from supporting parents and caregivers, creating more loyal and productive workforces by facilitating return-to-work programmes and flexible work schedules.

Race

Race, as an undeniably significant characteristic, requires an initiative-taking approach from employers to foster racial diversity in recruitment. This entails going beyond surface-level initiatives to embed cultural competency and awareness deeply into the organisational fabric. Employing diverse hiring panels and implementing blind recruitment can help dismantle biases, ensuring that the best talent shines through.

Religion or belief

Religion or belief also command protection under workforce equality measures. An accommodating approach to religious practices and beliefs can boost employee morale and retention. Employers who embrace diverse beliefs within the workplace not only adhere to legal standards but also cultivate a rich tapestry of ideas and perspectives.

Sex

The domain of sex discrimination requires continuous efforts to ensure gender equality in hiring. By implementing equitable recruitment practices and ensuring representation across roles, employers can unlock the many benefits of gender diversity, including enhanced decision-making and performance.

Sexual orientation

Lastly, sexual orientation as a protected characteristic necessitates creating workplaces where LGBTIQ+ candidates feel valued and secure. Employers can prevent discrimination by fostering inclusivity and promoting policies that affirm the rights and identities of all individuals, thus drawing on a broader talent pool.

To effectively implement inclusive hiring practices, it is crucial for organisations to address unconscious biases that inevitably influence recruitment decisions. This incorporates strategies such as diverse hiring panels and blind recruitment processes that focus purely on skills and qualifications. Training and awareness programmes are equally vital in equipping hiring managers with the tools to recognise and mitigate these biases.

Monitoring and reviewing recruitment practices are essential components of an inclusive hiring strategy. By regularly assessing compliance with the Equality Act and analysing diversity data, organisations can guide continuous improvement, ensuring their practices are both inclusive and reflective of the wider community.

In conclusion, comprehending and respecting protected characteristics is not just about legal compliance; it is about setting the groundwork for a thriving, diverse healthcare workforce. This commitment should be a core organisational value, driving a culture of inclusion that benefits everyone. Employers are called to action to review, adapt, and enhance their recruitment practices, thereby promoting workplace diversity and embedding inclusivity into the fabric of everyday operation.

Further Hiring Manager and Recruiter advice can be found through accessing Stroud Resourcing services or calling us on 01904 239910.