FAQs

All items: Positive action

Do the positive action provisions apply to all protected characteristics?
Given that no two applicants will be identical in terms of their suitability for a post, how can employers show that they are as qualified as each other?
When recruiting, is an employer obliged to offer the position to a candidate with a protected characteristic that is under-represented?
At what stage of the recruitment process should employers make the decision to take positive action?
Are there any time limits on the use of positive action?
What "positive action" is permitted under discrimination legislation?
Are employers obliged to take positive action towards under-represented groups under the Equality Act 2010?
How do the positive action provisions in the Equality Act 2010 that relate to recruitment and promotion work?
In what circumstances do the positive action in recruitment and promotion provisions apply?
What is the main risk for an employer that applies the positive action in recruitment and promotion provisions?

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About this category

Frequently asked questions and answers on positive action.