Diversity Management: Recruitment, Selection, and Equality Legislation

This report provides a comprehensive overview of diversity management within organizations, focusing on recruitment and selection practices. It differentiates between direct and indirect discrimination, exploring the impact of equality legislation in the UK on these practices. The report highlights illegal practices associated with recruitment and selection, emphasizing the importance of equality laws in combating discrimination. It examines the effects of discrimination, such as the recruitment of less efficient employees, low work efficiency, and a negative work culture. The report also discusses ways to avoid unfair recruitment and selection decisions, providing valuable insights into promoting fair and equitable employment practices. The report covers topics such as direct and indirect discrimination, equality legislation, and the impacts of discrimination in recruitment and selection.

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

element. In such a situation direct determination is conducted just to save the other person or to
provide any undue advantage which is unethical in nature. Direct discrimination always occur
due to some individual self or reason.
On the other side indirect discrimination is the activity that is occurred due to some
policy reason. In context to indirect discrimination it occurs but due to some policy that provide
an undue advantage to some group of individual. Many times in company there are policies
which provide a significant advantage to a specific group of people irrespective of the fact that
such policy is applicable over all parts of organization (Villanueva-Flores and et.al., 2017).
Under the indirect discrimination thee must be a policy that unanimously applied over all areas
of business entity. The policy must create a certain level of disadvantage for some specific
people of the business entity. There must be a fundamental fact or proofs which show that the
policy could disadvantage in the group of people with conclusive evidence.
The key difference between direct and indirect discrimination is that one is occurred due
to some individual effort or self but the indirect is occurred due to some policy issue. In case of
direct discrimination rules or formalized just for one particular person but in case of indirect the
rule is applicable unanimously over the entire organisation. Majority of case direct
discrimination create negative environment but in short run but in case of indirect discrimination
the negative environment sustain for longer time frame. Direct determination further affect to
one or two people at once but in case of indirect it affects to bunch of people or group due to
policy failure. Direct discrimination cannot be denoted as technical failure but indirect could
have been demonstrated as a technical glitch or failure (Atkinson and et.al., 2021). With support
of legislative authority direct discrimination can be controlled but in context to indirect it can bot
be controlled through legislative action. Human resource that could suffer through direct
discrimination can report its complaint in human resource department but to avoid the indirect
discrimination complaint can not be fetched with the human resource team.
Effect of equality legislation on recruitment and selection practice
In order to overcome discrimination government in United Kingdom has launched
equality act. This involves anti discrimination law and equality that could offer a massive
support to business entities for overcoming discrimination issue at work place. Earlier there are
majority of cases have been reported related to discrimination in recruitment and selection
practice. To overcome these issues' government has implemented all these laws and rules or

regulation. The key impacts this equality legislation could create is that equal opportunities have
been granted to all individual. On the basis of individual capabilities individuals and
professionals get hired in organisations. Assari and Bazargan (2019), in its study also reflected
that equality policy could create different positive impacts over recruitment and selection
situation in United Kingdom. More professional employees started getting opportunities to
entertain position role at the organisation level. Companies also ensure the proper application of
employment legislation so that equal opportunities can be granted to all employees to grow in the
business entity. Earlier companies used to prefer to recruit such individuals that can match up
with the need and requirements associated with the designated position role at work place. This
issue could have been resolved by the government.
The major impacts of equality policy created over selection rounds. In context to
recruitment the impacts are not major but in selection process only the candidate that can match
up with the need and requirements of the specific designated position role get the opportunity to
hire at the organisation. Equality policy could also support the overall growth of business entities
as it allowed companies to hire only the potential candidate over different designated position
role that could allow business entity to achieve the best level of work efficiency. Employee
satisfaction and diversity could also improve through implementation of equality act over
recruitment and selection practice under business entity.
Highlighting discrimination in recruitment and selection
Discrimination the term indicate the unfair practices or the unethical behaviour at the
time of recruitment and selection practice undertaken. Discrimination in recruitment and
selection practice undertake on the ground of race, ethnicity, age, gender, class, religion and
many other social aspects. There are plenty of cases have been reported even in big multinational
companies where discrimination has been addressed when it comes to recruiting and selecting
candidates over different designated position role in company (Daniels and Thornton, 2019). The
practice of discrimination is especially conducted at the time of selecting the best potential
candidate over different designated position role in organisation. Discrimination is usually based
on some common factors like age, gender, culture, religion, race, traditional values and other
common elements. Due to the implication of discrimination at work place less efficient people
get selection over different position role in the company.

In majority of cases when discrimination occurs at organisation level partial treatment is
conducted with candidates. Human resource team under the pressure of top management
pressurises the professionals to recruit the known individuals over different designated position
role in company. Many graduates and professionals go abroad in search of a specific job role due
to the massive growth opportunities in the respective location. Due to the individual belong to
different cultural and traditional values company do not offer any position in the organisation
structure. In usual circumstances lower level positions are offer to such individual. Certain
characteristics like race, ethnicity, age, gender and class are the common elements and basis to
discriminate between peoples and individuals (Di Napoli and et.al., 2021). These elements and
factors are common ground to deliver partial treatment with people in the interview round.
Every time if at any selection and recruitment process discrimination occurs the entire
process follow the usual schedule set to deliver the practice. Human resource team also take
interview of candidate like other people. The basic characteristic of discrimination is that it will
not conduct at a direct level rather based on the indirect elements this practice has been followed.
Impact of discrimination in recruitment and selection
Discrimination under the recruitment and selection round can cause to following impacts.
These are the general impacts the practice of discrimination create on the overall outcomes of
recruitment and selection practice channelises at the organisation level.
Recruitment of less efficient employee: This is the key disadvantage associated with the
discrimination is that it causes the result where business entity ended up recruiting the wrong or
less deserving professionals or graduates over the position role offer by the entity (Gehrke and
Feuerstein, 2017). This is the major disadvantage associated with this practice. As in
discrimination the individual or graduate get selection based on the reference and influence so
the professionals under human resource team. This could restrict the organisation to appoint
productive employees at different designated position role in the entity.
Low work efficiency: Discrimination under the recruitment and selection motivate human
resource team to appoint employees based on the influence. Less productive employees at
different designated position role in organisation further restrict the entity to achieve the best
level of work efficiency. Low work efficiency is among the key disadvantage associated with the
discrimination.

Negative work culture: Negative work culture is among the major effect against the
discrimination practice at work place. Recruitment and selection is about to hire employees over
different designated position role at work place. Employees get appointment based on
discrimination and influence further motivate to ineffective work culture at the organisation.
Negative work culture completely harm the growth possibilities of business entity (Sharma and
Mann, 2018). In context to any entity work culture is the most prominent factor that completely
guide the entity to achieve objectives behind the business operations entertained. Discrimination
further restrict the entity to appoint efficient human resources at different designated position
role which further demolish the overall culture of business entity.
Less deserving employees at top positions: The result of discrimination affect the business
entity on form of availability of less deserving people at different designated positions at work
place. Less deserving individual demonstrate as appointing less productive and less efficiency
people at top-level positions in organisation. This could completely affect the company's work
culture and ability to entertain growth in market (Choi and et.al., 2018). Discrimination
contained as among the major barrier for the entity as it completely demolish the significance of
the recruitment practices. Only the influence individual and known person get selection under the
recruitment practice deliver by the entity. This is directly associated with both internal and
external recruitment practices. In case of internal practices due to availability of discrimination
less efficient and productive employees use their personal influence to get selection.
Low growth rate: Discrimination directly create negative impacts over the work efficiency and
productivity of the business entity. Due to less productivity company do not feel empowered to
achieve the best level of quality products and services. This further ended up in face of
delivering less productive products and services to end customers in respective market. IF the
customers getting less productive services and products than the customer satisfaction level will
also be low. All these are interconnected elements with each other that further reduce the growth
ability of company in market (Lee and et.al., 2017). Customers are only convinced to buy
products and services offer by the entity if the customer satisfaction level of entity is good. If the
product quality is low and customer satisfaction is not effective than irrespective of the scale and
level of marketing and promotion campaigns of the business entity it will never be able to
convince customers to procure products and services offered by the business entity. Low growth

rate of entity is among the major side effects associated with the discrimination practice under
the recruitment and selection campaigns address by the entity.
The above mentioned points are the key side effects associated with the discrimination
practice at work place. It can be stated that discrimination is causes to the failure of many
business models irrespective of the quality of idea and the well establishes brand value. Market is
very competitive in nature as there are plenty of stakeholders especially the investors are
available in market. In such a situation it becomes essential for the business entity to offer
quality products and services so that best level of customer satisfaction could have been achieved
against the business practices entertained. Discrimination effects the product and service quality
that further reduces the overall productivity of the business entity to deliver the requirements of
end customers. This all complete demolish the business success and growth in respective market.
Illegal practices in recruitment and selection
Illegal practices are considered as all such functions that is considered as some kind of
illegal act in the face of laws and legislations. Illegal practices under the recruitment and
selection at work place can be demonstrated in the following points.
Discrimination: Discrimination is denoted as offering job to someone that is less deserving as
compare to other candidate available due to some influence of top authority. This is completely
illegal act in face of anti discrimination law. Discrimination practice completely demolish the
entire practice of hiring employees at work place.
Inequality in recruitment round: Many cases have been reported where professional did not
offer the equal opportunity to all candidate on the ground of some social factors like age, gender,
race, nationality, religion and other such factors. This is completely an illegal act or function that
is operated at work place (Ryan and et.al., 2020). Inequality has been opposed through equality
act that demonstrate that all individual smuts get the equal chance and opportunity to grow at the
work place. Inequality completely restricted with the implication of law and in case at any work
place under the recruitment and selection round unequal behaviour has been coordinated it must
be imposed a legal action against such a behaviour.
Gender bias: This is another illegal practice that is most commonly occurred under the
recruitment and selection rounds. Under this based on the gender bias entertained under the
recruitment and selection round. Gender bias is very common and occur at a global level. Today
the world has seen a paradigm shift which causes to huge control over the gender bias but still

this function or practice occur at the organisation level. Under this process only a specific gender
is prefers for recruitment or selection practice irrespective of the level of potential and ability the
professionals and graduate belong to other gender do not get selection over the position role
(Keeler and et.al., 2020). Gender bias is usually entertained with the female professional or
graduates. This is the most common illegal practice occurred at the organisation level that causes
to some legal implication.
The above mentioned practices are considered as the most common illegal functions act
at the time of recruitment and selection practice used by the business entity. Illegal practices
demolish the significance of the entire recruitment and selection practice channelises by the
business entity. Illegal practices causes in form of appointment of inefficient candidate at
different designated positions at work place. This further causes the business entity suffering
from low organisation growth in the respective market. Illegal practices are opposed with the
implication of some kind of legal behaviour or action. Legislation completely oppose the use of
this practice.
Importance of equality law to tackle discrimination
Equality law has been applicable in Saudi Arabia that could play a huge role in
controlling discrimination at work place. Especially the practices related to recruitment and
selection was immensely influenced with the discrimination. Following are the points
demonstrate the significance of the equality act in control of the discrimination at the work place.
Make recruitment bias free: Equality act was imposed at work place to make the recruitment
bias free. Earlier there were huge discrimination occurred in the recruitment and selection
practices entertained by the business entity. Implication of inequality act in Saudi Arabia could
make the recruitment and selection practices free from gender biasses (Heilman and Caleo,
2018). Equality act implemented in Saudi Arabia so that there are not any discrimination case
reported based on the specific gender.
Improve efficiency of recruitment and selection round: Implication of equality act could
improve the recruitment and selection practices under the Saudi Arabia more effective. It
becomes more effective for the entity to achieve the best level of outcomes against the
recruitment and selection round channelises. This legislation could support business entity to
deal with the discrimination based on gender and appoint the best level of candidate at different
designated position role in organisation.

Improve growth of company: Implication of equality act could support in appointing all
genders and candidate. This could make the recruitment and selection process fair that could end
up appointing best level of candidates at different designated positions in organisation. This
entire process could improve the overall growth of company as it could motivate the entity to
appoint bets potential or the candidate on the basis of individual potential ability. All these create
a best level of influence over organisation growth.
Improve work culture: Implication of the equality act could improve the work culture of the
entity. This practice could motivate the organisation to appoint the best level of candidate at
different designated positions role in organisation. All this could support the entity to achieve the
best level of working culture. This is the major benefits against the implementation of equality
act at work place. Equality act could motivate the human resource team to allocate equal growth
and development opportunity at the organisation level to all the employees irrespective of the
individual gender of such candidates.
The above mentioned points are the key advantages business entities could gain against
the implementation of the equity act. There are plenty of other benefits which entire could gain
to improve the strategic development of the entity based on legislative treatments.
Ways to avoid unfair recruitment and selection practice
Recruitment and selection that are not biased are denoted as the fair practice and in case
of any unfair treatment with candidates present in interview round than such process is called as
unfair recruitment and selection round. Following are the approaches can be taken to make the
process more feasible and productive by overcoming different impacts of discrimination.
Follow legislations: This is among the major steps can be taken to overcome the issue of
discrimination under the recruitment and selection rounds. Following different legislations like
equality act, anti discrimination and many such acts will support the entity to gain the best level
of strategic advantages against the recruitment and selection practices used (Tolbert and Castilla,
2017). Implication of legislative practices allow the entity to overcome the issue of
discrimination. All different legislations are directly associated to overcome the issue of
discrimination.
Creating job advertisement: Follow the practice of job advertisement is the best way to
overcome the issue of discrimination. This will clarify the human resource professionals to
identify what skills candidate must hold against getting the job.

Formation of interview team: To overcome the issue of discrimination practices like formation
of interview team is best. Under this a proper team of human resource professionals is formed by
the entity who will take interview of all the candidate. This will completely demolish the practice
of discrimination at work place.
The above mentioned practices are strategic approaches can be taken to overcome the
issue of discrimination in recruitment and selection round. There are other practices also like
selecting suitable range of candidates, preparation of interview, recording decisions, offering job
objectives and such related practices could have been implemented to recruit and select the best
potential candidate at different designated positions in organisation.
CONCLUSION
Diversity at work place can be established only if the practices of business entity is free
from discrimination. The practice of discrimination is legal defined as the actin denote unfair
treatment with any individual on the basis of any social and economic ground. Discrimination
completely demolish the significance of the recruitment and selection round, growth possibility
of the business entities and also there are other disadvantages associated with the discrimination.
This practice of discrimination is further segregated into direct discrimination and indirect
discrimination. Equality legislation played a huge role in overcoming the effect of discrimination
at work place. The practice of discrimination consume factors like age, gender, race, religion,
nationality, class and other such elements. There are the elements that become a base behind
implementation of discrimination at work place. Illegal practices of discrimination will be based
on racism and unequal opportunities at the work place. Equality law could support the entity at
massive level to overcome the issue of discrimination at work place.

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