A: The bulk of the Equality Act came into force on 1st October 2010. This Act consolidates all of the previous anti-discrimination laws, reconciles most of the differences between them, and adds some new provisions.
Job applicants in particular are now protected throughout the entire process of recruitment and selection against any form of unfair discrimination. This includes requirements noted in job descriptions and person specifications, selection tests, short-listing policies and practices, interviewing techniques and questions - or indeed anything else which could be regarded as part of the recruitment process.
For example, it is potentially discriminatory on the grounds of disability for an employer to ask a job applicant health related questions before a job offer has been made.
The Act ensures that recruitment decisions made by employers may only be based on objective and fair criteria relevant for success in the job - such as competencies, experience, qualifications and skills.
To ensure that your selection process meets the requirements of the new Act, make sure it is practical, rigorous, objective, fair and fully transparent.
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