The Law and Distrimination

Drew Kinston is responsible for the recruitment of all staff into ReSolve call centres.   Drew would like you to write a brief Data Protection Policy outlining how ReSolve will sue personal data.  This policy will be placed on the recruitment website and applicants will also be sent a copy.  This policy should include the following;

• Explain how candidate information will be kept
• Explain who will have access to the data
• How long personal data will be stored for
• What purposed the data will be used for
• Explain candidates’ rights

See the links for example policies.  Please complete your policy as either a word document or PDF and upload your answer.  

Drew would also like you to write a brief summary to identify what the law is in terms of direct and indirect discrimination and how it relates to recruitment and selection.  This information is to be clear and to used by HR professionals in ReSolve. 

Your summary must include the following:

• What the protected characteristics in UK Law are when recruiting
• Explain what direct and indirect discrimination is (these must include clear examples).

Please use either a word document or PDF and upload your response. 

Drew wants to add the following question to the application form. 

Do you have any disabilities that will make doing the job difficult ?

What would your advice be to Drew in terms of the law?  Please explain your answer.  

Drew has been thinking about another one of his call centres and wants to diversify his workforce and is currently thinking about a large recruitment exercise. His goal is to create a large pool of ‘qualified’ people from which he can ‘cherry-pick’ those with the relevant protected characteristics to make his workforce more diverse.  He is thinking about setting a very low pass mark for the assessment to make sure that a lot of people pass.  Picking someone with a particular protected characteristic from the pool in preference to someone who achieved a higher score and was clearly better qualified for the job. 

Is this Lawful  (please explain your answer). 

Julie has applied for the position of receptionist at a large hotel chain. Julie is dyslexic and her particular difficulty is with processing written information.  She needs extra time to be able to understand what written information is conveying.  As a part of this assessment Julie must complete a Role Play to demonstrate how she would interact with an angry customer.  For this assessment there is a written brief which explains the scenario and gives the candidate information regarding the role play.  All candidates have 5 minutes to read the information before the role play starts. 

This is not lawful or fair to Julie, please explain why.

With reference to the previous question where Julie has applied for the position of receptionist at a large hotel chain. She is dyslexic and has difficulty processing written information.  She needs extra time to be able to understand what written information is conveying.  As a part of this assessment Julie must complete a Role Play to demonstrate how she would interact with an angry customer.  For this assessment there is a written brief which explains the scenario and gives the candidate information regarding the role play.  All candidates have 5 minutes to read the information before the role play starts. 

What adjustments could be made that would be reasonable to make this situation lawful and fair to Julie?

Imagine that Julie must also take a written verbal reasoning test.  What would you do to accommodate Julie’s disability?