The BBC have, this week, released the results of a test carried out where two identical CVs with different names were used to apply for the same jobs. The test found that an applicant using a CV with the English name Adam was invited to twelve interviews from 100 applications whilst an applicant using a CV with the Muslim name Mohamed was invited to four interviews.
These results appear to show that religious discrimination is still taking place in the workplace even though it is illegal under the Equality Act 2010. In addition, it suggests that those with Muslim names are placed at a particular disadvantage when applying for job roles as they are unable to even get through to the interview stage. Some of your clients may not know that job applicants are as equally protected against discrimination as those who are employed. This means that an applicant who is unsuccessful because of their perceived religion, based on details such as their name or home address contained in the CV, can bring a discrimination claim against the business.
Although discrimination should not be taking place, the best way to avoid this situation arising is to recruit on the basis of ‘name-blind’ applications. This allows those making the recruitment decisions to focus on the job-essential information such as qualifications, skills and experience which will be outlined in the application.
It’s also important for businesses to train all members of staff, especially those involved in recruitment or management, of the importance and the advantages of having a diverse workforce. An equal opportunities policy will be useful to do this so long as it is communicated widely within the business. Having a diverse, accepting culture is likely to reduce any instances of discrimination taking place, however, where this does occur, managers need to tackle this promptly and properly to ensure discrimination is not seen as accepted.
