Name-blind recruitment to be rolled out across the public sector
  • 9th Feb 2016
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Whilst this is not currently intended to apply to private sector employers, the reasoning behind these proposals, in particular the “name-blind” application process, which is intended to prevent discrimination because of race (either unintentional or deliberate), does highlight an area of concern that will apply to all employers.

Protection against discrimination applies not only during an employee’s employment, but also during the recruitment process. Employers have a duty to ensure that they do not discriminate against or victimise a person in the format and content of application forms; the physical arrangements, location and timing of interviews; and the job and person specifications for a new role.