Diversity Management in Recruitment and Selection Practices

DIVERSITY
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Discrimination..............................................................................................................................3
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Diversity management is about to manage multiple personalities belong to different
cultures, religious values and beliefs and other such elements in an organisation. This report will
discuss the diversity management at the organisation level. Henceforth, report will emphasis over
differentiation between recruitment and selection practices entertained at work place. Discussion
will also frame over direct and indirect discrimination. Impacts will also address related to
equality legislation over UK In context to recruitment and selection practices. Furthermore,
discrimination will understand in this project. Illegal practices associated with recruitment and
selection will highlight in this project. Importance created by equality law to tackle down
discrimination. Also the ways to avoid the unfair recruitment and selection decisions.
MAIN BODY
Discrimination
Discrimination is defined as unfair treatment in respect to any practice. Different aspects
related to discrimination can be projected in the respective manner.
Differentiate between recruitment and selection
Recruitment is more like a process where interviews are conducted so that business entity
can meet up its human resource related need and requirements. The word recruitment itself
indicate about the campaign run to hire the best level of talent at different designated position
role in organisation. In usual circumstances recruitment practice involve different stages like
aptitude test, group discussion round, personal interview, job offer letter and other such practices
(González, 2018). All these different stages allow the business entity to analysis the efficiency of
the candidate involved under the recruitment round. Recruitment is conducted based on the need
and requirements of business entity associated with a certain position role. All the different
stages allowed business entity to analysis the individual capabilities of the candidate presented in
the interview round.
Selection on the other hand is different from the recruitment. This involves final selection
Discrimination is defined as unfair treatment in respect to any practice. Different aspects related
to discrimination can be projected in the respective manner.
Differentiate between recruitment and selection
Recruitment is more like a process where interviews are conducted so that business entity
can meet up its human resource related need and requirements. The word recruitment itself

indicate about the campaign run to hire the best level of talent at different designated position
role in organisation. In usual circumstances recruitment practice involve different stages like
aptitude test, group discussion round, personal interview, job offer letter and other such
practices. All these different stages allow the business entity to analysis the efficiency of the
candidate involved under the recruitment round. Recruitment is conducted based on the need and
requirements of business entity associated with a certain position role (Cohn, 2019). All the
different stages allowed business entity to analysis the individual capabilities of the candidate
presented in the interview of candidate. In academic or literature term it can present that
selection is the by product of recruitment practice. In case of big organisations and companies
interview process that formerly demonstrated as recruitment approaches comprises into multiple
stages. After competition of each process or stage selection is conducted of the best performing
individuals presented in such specific round. This favour the organisation to analysis of the
individual capabilities and qualities of the candidate based on need and requirements of the
individual designated position role in the organisation.
Chavan (2020), in its study has also demonstrated that selection is just an outcome
against the recruitment practice deliver by business entity. ON the basis of individual need and
demand of designated position in organisation employee recruitment and selection is conducted.
The main difference between recruitment and selection is that both practices are associated with
different outcomes. Recruitment is denoted as the entire practice but the selection is only the
outcome against the recruitment rounds channelises by business entity. Both the practices is
attached with each other as the aim is to hire the best potential candidate over different
designated position role in the organisation. Selection do not contain multiple stages as based on
best performance selection is conducted at each stage in recruitment round. The stages of
recruitment is multiple so that all areas of the candidate and job requirements could have been
analysed.
Differentiation between direct and indirect discrimination
Direct discrimination is about to discriminate at any situation over a direct basis. This is
about when an individual carry protective characteristics towards an individual. This
discrimination is channelises when an individual want to safe the other individual just because
they are interred related with each other in some professional context and also due to any other
reason. Many times an individual feel connected with other individual out of love and any other