Course Profile

Course Profile: Equality & Diversity for Interviewers (1 Day)
Lack of awareness of the law, ethics and good practice can not only lead to unfairness for the interviewee but may indeed result in poor appointments being made and the loss of talent available to the employing organisation. It could also be very expensive for organisations; not only in terms of more frequent recruitment costs, but also due to large financial penalties should a case of discrimination be proven. This course aims to help learners prepare themselves for professional anti discriminatory interviewing practice.
The course is informed by The Equality Act, ACAS best practice and the Chartered Institute for Personnel & Development. It is set in the context of the Care Act (2014), supports the Social Care Commitment and will help organisations meet the CQC Fundamental Standards.
The course provides some knowledge for
NHS KSF:  Core 1.4, Core 6.4, G6.4
QCF: SHC53, O16
MIS: 6.4.1, 6.4.2, 7.1
The course is designed for all senior staff and managers working in a variety of roles and diverse settings.

Learning outcomes

By the end of the course learners should understand:
  • The key legislation (other than discrimination legislation) in the recruitment and selection process:

         - The Rehabilitation of Offenders Act (1974)
         - The Asylum and Immigration Act (1996)
         - The Data Protection Act (1998)

  • The Equality Act 2010 and the protected characteristics
  • The difference between Direct and Indirect Discrimination and how each applies to Discrimination on the grounds of ‘Protected Characteristics’
  • When it is lawful to discriminate
  • The impact of the above on the recruitment and selection process
  • Stages of recruitment and learners’ role in drafting the Advert, Job Description & Person Specification
  • Fair short listing process
  • How to ensure anti-discriminatory practices in all of the above
  • How to set up the interview; incl. the environment and different adjustments according to need
  • How to ensure that the interview is fair. The Do’s and Don’ts
  • How to formulate interview questions in an anti-discriminatory fashion
  • How to reach an appointment decision based on objective analysis of the interviewee’s performance
  • Recording
  • The benefits of good practice/effects of poor practice
  • How to involve service users in the process
Training methods include: Tutor presentations, Small group work, Debate and reflection, Word shower method, Simulation exercises, Talk and chalk, PowerPoint presentations, Role Play