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Creating an inclusive workplace for religion and belief (3): Recruitment and selection

Author: Shelagh Prosser

XpertHR editor: Zuraida Curtis

Summary

  • Employers that wish to attract applicants from as wide a talent pool as possible need to ensure that their recruitment and selection practices and procedures do not unfairly discriminate, directly or indirectly, because of religion or belief. (See The recruitment and selection process)
  • It is important to be clear during the recruitment process about the tasks that a job involves to avoid potential conflict between the needs of the business and an individual's religion or belief. (See Roles and duties)
  • Employers should include religion and belief, alongside other protected characteristics, when monitoring the impact of their actions to advance equality, diversity and inclusion. (See Monitoring)