Taking positive action

Taking Positive Action

What do you think when you hear the word ‘discrimination’? It’s likely that images of someone being treated unfairly due to their race, gender, or sexuality spring to mind. Of course, this unfortunately does exist in our world but in this post, I want to focus on the ‘positive action’ we can take to combat discrimination. First of all, let’s not confuse ‘positive action’ with ‘positive discrimination’. Positive discrimination in the Oxford Dictionary is defined as ‘the practice or policy of favouring individuals belonging to groups which suffer discrimination’. It is unlawful in the UK as it gives applicants from disadvantaged and under-represented groups preferential treatment in the recruitment process, regardless of their ability to do the job.

Positive action, on the other hand, is lawful and in my opinion, a great thing for us all. It gives all who qualify for a role or all who could be made to qualify an equitable chance. Employers can choose to hire candidates from under-represented groups provided that they are as qualified for the role as other applicants. Many people confuse this with ‘quotas’ – a business setting a target for the percentage of a certain minority group they must employ. In a previous post, I discussed the need for diversity in the workplace and I believe positive action can help achieve this, and can be implemented even in SMEs.

Why is positive action so important?

Positive action allows businesses to actively reach out to minority groups and develop relationships, encouraging those who may be under-represented in the business world to develop their skills and progress their careers. For example, businesses may post vacancy flyers in disadvantaged and targeted areas as well as in specific places online. This also has an impact on the relationship between a business and the surrounding community. It allows businesses to give something back to their community and help develop the local economy.

How else can my business implement positive action?

Many businesses avoid positive action, as they are frightened by the complexity of it. They fear it could be mistaken for positive discrimination, but if you put small steps in place, positive action does not have to be a complicated matter:

• As mentioned above, advertise vacancies in disadvantaged areas. Use employment agencies and careers offices in areas where under-represented groups are concentrated.

• Employees from under-represented groups may have experienced discrimination throughout their life which has knocked their confidence in their ability, so ensure you encourage them to apply for promotions and opportunities.

Examples of positive action

Many businesses have been successful in implementing positive action into their recruitment and development processes. The Metropolitan Police, for example, have often been criticised for their lack of diversity so they’ve incorporated positive action into their recruitment. The Met Diversity Internship selects 19 interns from two underrepresented groups in the Met – women, and people from BME backgrounds – to offer them a greater chance of future employment with the Met. The NHS also use positive action in order to widen their recruitment pool and make the organisation more representative of the diverse UK community.

 Many employers use phrases such as, “We particularly welcome female applicants and those from an ethnic minority, as they are under-represented within our organisation at these levels”. Wording such as this does not discriminate against anyone but reiterates the need for diversity.

 A reminder of why diversity is key

A diverse workforce means a mix of skillsets, career and life experiences, and backgrounds. The combination of these differences makes for an innovative and collaborative business. Whilst discrimination is unlawful, it certainly exists. The proof is in the gender pay gap and the lack of men from BME backgrounds in top jobs, for example. We can help change this through positive action in our business.

I believe I am taking positive action as the Founder of the Asian Apprenticeship Awards which is happening this November. Most of you know the government is aiming for another three million apprenticeship starts by 2020, as well as increasing the proportion of apprenticeships taken up by young people from BME backgrounds by 20% and increasing BME employment by 20%. As an organisation we believe in diversity and equality. The Asian Apprenticeship Awards aim is to showcase the range of talent and hard work within the BME group, this will only be made possible with the contribution of employers and learning providers who share these beliefs. I encourage you to find out more and get involved, please visit: asianapprenticeshipawards.co.uk/.

I’d be keen to hear others’ thoughts on this interesting and complex topic. Please tweet @SafarazAli

Kind regards,

Safaraz