There are a few ways that employers can minimise the risk of being accused of discrimination. These include:
1. Ensure arrangements for interviews (for new positions) and appraisals (for current staff) don’t put certain groups at a particular disadvantage – e.g., they need to provide sufficient disabled access.
2. Be careful in job adverts and at interview to use language that might discriminate. For example, avoid saying things like “youthful” or “mature” which gives the impression that applicants may be excluded because of their age.
3. Keep selection criteria objective and ask the same key questions of all candidates no matter their background, including whether they are already an employee of the company.