Recruiting for a Fair Go

24/02/2005

Age, sex and cultural fit can be a barrier to employment, an enquiry conducted by the Equal Opportunity Commission Victoria has found.

Equal Opportunity Commission Victoria Chief Executive Officer Dr Helen Szoke said that the recruitment agency is ideally placed, as a conduit between the job seeker and the employer, to promote equal opportunity and improve access for all people to employment.

"The majority of recruitment agencies surveyed in the enquiry indicated a strong commitment to promoting equal opportunity, however, they claim they are sometimes put under pressure to refer people with certain characteristics," she said.

Dr Szoke said the personal characteristics that presented the biggest challenge were identified as age, sex and to a lesser extent race and disability.

"Another challenge is the idea of 'cultural fit' with some employers expecting the recruitment agencies to put forward candidates with a personality profile that they believe will suit the organisation."

"This not only narrows the field and means that the best person may not get the job, it could be discriminatory and unlawful if 'cultural fit' is based on any of the characteristics such as race, age, religion or sex that are protected under the Equal Opportunity Act."

As a result of the enquiry, the Equal Opportunity Commission Victoria, in collaboration with the recruitment industry and the Victorian Employers Chamber of Industry and Commerce (VECCI), has produced 'A fair go for jobseekers', a set of best practice guidelines for the recruitment industry and employers.

"The best practice guidelines are designed to assist professionals involved in recruiting staff to not only comply with equal opportunity legislation, but to achieve the highest standards of equal opportunity practices in recruitment," Dr Szoke said.

"The benefits to recruitment professionals and employers are numerous as opening up jobs to a wider pool of candidates ultimately leads to a more productive, creative and multi-skilled workforce."

"The downside to ignoring equal opportunity in recruitment can include potentially damaging court action, legal costs, loss of reputation and lower morale among existing workers."

Dr Szoke emphasised that discriminatory practices were not always obvious or straightforward.

"Most people would be aware that you shouldn't ask people about their marital status or childcare arrangements in an interview, however, there are less direct forms of discrimination which may also be unlawful."

"Take psychometric testing for example. These are currently quite popular, but they should be used with care and should only be developed and interpreted by somebody with appropriate expertise and experience."

"The tests should only be used to assess an applicant's aptitude or suitability for a position based on the key selection criteria. Other information about a person's private life or personality should not be used when making a decision about an applicant's suitability."

"It's about focusing on the requirements of the position, avoiding stereotypes, disregarding assumptions and irrelevant personal characteristics and achieving a fair outcome, that is selecting the best person for the job."

Recruiting and Consulting Services Association Policy Advisor Charles Cameron welcomed the inquiry.

"We're not surprised by the findings as they reflect the eagerness of the industry to uphold the spirit of the law and to act as conduit of best practice into client operations," he said.

"This is a very good example of where the recruitment industry can value-add to clients in service as well as compliance."

VECCI Manager Training and Consulting Jacqui Boughton said that "the best practice guidelines would provide a useful tool in guiding employers through their legal requirements."

Copies of "A fair go for job seekers: Best Practice Guidelines for the Recruitment Industry and Employers" can be obtained by calling the Equal Opportunity Commission on 9281 7111 or via www.eoc.vic.gov.au.