The news this week that David Cameron has signed up private and public sector employers to recruit graduates on a name-blind basis following a speech earlier this month where he cited research showing that people with white-sounding names are nearly twice as likely to get job call-backs than people with ethnic-sounding names.
With the Equality Act (2010) already firmly in place should it be necessary to have this process set up at all? We know that KPMG, HSBC, Deloitte, Virgin Money, BBC, NHS, Learndirect are joining Teach First to commit to deliver name-blind applications for all graduate and apprentice roles, is there a need for smaller businesses to do this?
Many managers in smaller businesses work their way up through the ranks, so how can a business ensure the recruitment process is fair? Becoming a manager is an exciting and scary time for an individual but with the right training they can feel confident in your new role.
Green Shoots Learning offer a selection of fantastic workshops specifically to help the transition to management. We can help with “Successfully Manage Change” along with “Moving to Management”, both are courses which will equip managers with not only the legislation and tools for the role but also with the mind-set to make sure they adhere to the rules and fully understand them.
The Prime Minister said in his speech ““I said in my conference speech that I want us to end discrimination and finish the fight for real equality in our country today.” What do you think? Should employers be required to set up a name-blind recruitment process or should we do our best to eliminate out of date behaviours and prejudices in our recruiters? Tweet us with your views @greenshootsLD
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Thanks for reading - Charlotte