Is your pharmacy discriminating when recruiting?
Whether you like to admit it or not, we all have our own bias which can shape our recruitment decisions.
Bias is a problem for your pharmacy because it canÂ meanÂ youÂ missÂ outÂ on some fantastic talent, lead to a less diverse workforce and put you at risk of unlawful discrimination claims.
How could employers expose themselves to risk?
Under the Equality Act, employers cannot discriminate, either directly or indirectly, on the basis of any of the
â€˜protected characteristicsâ€™. These protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion orÂ belief, sex and sexual orientation.
This covers the recruitment process, so includes when drafting job adverts, sifting through CVs and the interview process itself.
When you draft job adverts, you need to take care when using gender-specific terms and refrain from using phrases such as â€˜matureâ€™ unless they are actual requirements for the job role. Otherwise you leave your pharmacy at risk of claims of sex or age discrimination. The NPA Employment Law Advisory Service Team can provide you with guidance.
Sifting through CVs
Direct discrimination covers â€˜discrimination by perceptionâ€™. This occurs when where a person is treated less favourably becauseÂ other people believe they have a protected characteristic, but in fact they do not.
For example, you pick up a CV and read the personâ€™s name. You reject them (a white female) because you think she was black because of her African-sounding name.
Itâ€™s useful toÂ askÂ theÂ sameÂ setÂ of questions to all candidates to probe into their education, experience, skills set, knowledge,Â etc.Â ThisÂ makesÂ theÂ process as fair and objective as possible. It should also help you to recruit the best qualified person for the role.
Itâ€™s also important to refrain from asking any questions that imply you discriminate against people based on the protected characteristics such as their age, disability, marital status, race, religion or sex.
If they provide information without you asking, you should not allow the information to influence your decision.
To discuss this further, contact the NPA Employment Law Advisory Service Team on 0330 123 0558 or firstname.lastname@example.org.
With research suggesting a possible link between COVID-19 and EPs, make sure you’re confident discussing EPs and their treatment with customers