diversitynews

Many people in today’s job market have criminal records. Some of these people have committed
serious crimes. Others have committed only minor offenses. A few have not committed any crime at
all; they were found not guilty of the charge for which they were arrested or are victims of
identity theft. But disqualifying every applicant with a criminal record for every job is unnecessary. This is especially true because of profound changes in the criminal justice system. Refusing to hire anyone with a record is not only unnecessary; it takes a huge bite out of the applicant pool.

A growing number of companies are facing discrimination claims. As a result, hundreds of millions of pounds have been lost over the years by massive discrimination settlements. But the fallout from this kind of litigation isn’t measured simply in cash settlements.

Outside consultants are impartial, performing company or department wide assessments without worrying about the territorial or emotional issues staff members may have. What’s more, diversity specialists can use their expertise to implement organisational programs or to assist the professional responsible for them.

The proportion of teachers from minority ethnic communities is below the proportion of the minority ethnic population of the country. As the Institute for Policy Studies in Education (IPSE) at London Metropolitan University said:

“There are particular concerns about the low proportion of minority ethnic teachers in the profession.”

Professor John Howson from the Education and Skills Committee (House of Commons) summed up the judgement that has to be made when assessing whether there is a problem with the retention of teachers.

“No employer would expect their entire workforce to remain in the same post forever. However, too much turbulence in the Education workforce can also be a problem, especially if it a_ects continuity to such a degree that children’s education is impaired.”

It is clear that there is a need for more teachers from minority ethnic communities, and a need to ensure that they are able to make equitable progress in the profession.

The Disability Jobsite team have simplified the compliance journey through the online portal for customers who are Disability Confident and to draw from the widest possible pool of talent.

This section analyses your existing work
force and recruitment at all levels.

How well is your company recruiting diverse talent?

Talent Development

Leadership Commitment

Supplier Diversity

Best Practices

Depending on the subscription service level chosen, recruiters can choose to
advertise vacancies across our networks, including Ethnic Jobsite, Disability
Jobsite, LGBT Media, Asian Jobsite, Diversity Jobsite, Overlooked Talent,
Disability Network, or take a lower priced option and simply advertise to
Diversity Jobsite applicants alone.