An employment tribunal claim has recently been brought against a well-known multinational on the grounds that it allegedly discriminated against a job applicant by rejecting his application because of his African name. The applicant states that when he reapplied under a typically British name, he was invited to an interview.
This comes on the heels of a study published at the end of 2012 by an all-party parliamentary group on race and community which showed evidence that women who anglicised their names on job applications had to send half as many job applications before being invited to interview. The secretariat for this all-party parliamentary group is now calling on the government to develop an action plan to encourage blank-name application forms.
This serves as a reminder to employers that discrimination claims can arise even before an offer of employment has been made. Employers should therefore ensure that they have appropriate recruitment procedures in place which serve to eliminate discrimination in the recruitment process, and that these procedures are understood and complied with by all those who are involved in recruitment. For advice and guidance on these issues, please contact Just Employment Law.
Further details can be found here: http://m.guardian.co.uk/money/work-blog/2013/apr/11/can-anonymous-cvs-help-beat-job-discrimination and http://www.bbc.co.uk/news/uk-wales-22163776