How can an employer draw up a shortlist for a position without discriminating against applicants?

By comparing each application with the employee specification to establish whether, on paper, the person has the type of background that is necessary or desirable for the job, the employer will minimise the risk of bias on grounds of gender, race or age (or any other irrelevant factor). The criteria against which each application can be compared include qualifications, training, type and breadth of work experience, level of responsibility and authority held, level of knowledge and skills, and special skills or aptitudes specific to the job. Personal information such as the applicant's name, sex, marital or civil partnership status, sexual orientation, nationality, country of birth, religion and age should not form part of the process.