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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
Do the positive action provisions apply to all protected characteristics?
Given that no two applicants will be identical in terms of their suitability for a post, how can employers show that they are as qualified as each other?
In a recruitment or promotion situation, is an employer obliged to offer the position in question to a candidate with a protected characteristic that is under-represented?
Do employers need to amend their recruitment and equal opportunities policies and procedures in light of the positive action provisions?
At what stage of the recruitment process should employers make the decision to take positive action?
Are there any time limits on the use of positive action?
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