DEALING WITH DISCRIMINATION IN RECRUITMENT
Discrimination is the act of treating someone (or a group of persons) unfairly or unequally because of their characteristics or anything that makes them different from others. Some people are unfairly treated in many places because they are not as rich as others, not of the same skin colour with others and other reasons. In fact, reports have shown that people believe taller people are smarter than shorter people and are more likely to ask tall people for directions when lost in a city.
There are Victorian and federal anti-discrimination laws that prevent.
So, discrimination is everywhere and you should expect it to happen to you at some point in your life (many point in fact), but what do you do when it happens during a recruitment process.
Understanding your rights
According to many laws and acts against discrimination, if you are the most qualified for a job position, then you have a right to be appointed. There must be no barriers set up to prevent you from getting the job, and no process should be kept hidden. The entire process must be open and fair, and nothing should be done to discourage you from applying with ease. If these conditions are not met in an interview or recruitment process, you have a right to ask why.
All advertisements concerning the job must be open to all and not use discouraging words (words that drive a particular set of people away). The advertisement should be focused on the required skills, professional qualifications and other things relevant to the job directly, not irrelevant attributes that tend to favour one set of people over another. If you run into bias adverts crafted to favour a certain group of people over another for their personal background, then you should not apply for it.
In conjunction with his vast know-how, our company leverages the robust legal expertise of working in different courts. Sometimes you may find yourself in difficult situations and not be able to defuse the situation without going to court.
The interview questions should not border around your personal background and other personal questions about your life. The interview should be more focused on your skills, personality, professional qualifications and potential to add and develop the company. If the interviewer asks you questions about your personal background, he shouldn’t turn around and use that to decide whether you are worth getting the job or not.
You have a right to be interviewed the same way others are getting interviewed. Your process should not be different and it shouldn’t involve them taking you to a different location except it has something to do with a skill requirement being tested. If all these are not followed, you have a right to ask why.
You need to be wary about discriminatory interviews and recruitment processes. You must decide if it is worth your time, getting discriminated by a group of ignorant people who will judge you by your personal background without thinking twice. It is advisable to stay away from these companies and focus more on accommodating companies, companies that will hire or fire you not based on your color or status but based on your value and worth to their company. You know your worth. Go for what you’re worth.