Our Job Seekers feel supported by the Team at DJM because it’s true that people favour people who they feel they have a connection or similarity to. For example, attending the same type of school, growing up in a part of town with recognisablesocioeconomics, or reminding us of ourselves or someone we know and like. This affinity can have a big impact during recruitment.
While the Equality Act 2010 offers no definition of positive discrimination, it essentially refers to the automatic favouring, without proper consideration of merit, of under-represented individuals from minority groups over individuals in majority groups. Put another way, it refers to the preferential treatment of a group of people over another because they possess a protected characteristic.
The nine protected characteristics as defined under the 2010 Act are as follows: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; or sexual orientation. Treating one person more favourably than another purely because of a protected characteristic is generally prohibited, unless a strict occupational requirement applies, for example, where a women’s refuge requires all members of staff to be female. Positive discrimination because of a person’s disability is also permitted, where an employer is required to make reasonable adjustments to remove any disadvantage that a disabled job applicant or employee may be facing.