In today’s competitive talent landscape, building a fair, inclusive, and accessible recruitment process is more than a legal requirement — it’s a strategic imperative. A well-designed hiring strategy not only attracts a broader pool of candidates but also safeguards against discrimination claims and strengthens your employer brand.
Here’s what HR professionals need to know to align recruitment practices with the latest legal guidance and best practice in 2025.
Tackling recruitment bias head-on
Bias — whether conscious or unconscious — can severely undermine the integrity of the hiring process. Under the Equality Act 2010, employers must not discriminate based on protected characteristics, including age, race, sex, disability, or religion.
To mitigate bias, organisations should adopt structured interviews, standardized scoring criteria, and blind CV screening. Diversity training for hiring managers is another effective tool in reducing the influence of assumptions and stereotypes.
Writing inclusive job adverts
The language and tone of a job advert can determine who applies — and who doesn’t. Inclusive adverts avoid gender-coded terms and phrases that imply preferences based on age or background. Instead, they focus on the competencies needed for the role.
Employers should also cast a wide net when advertising roles. Publishing opportunities across multiple platforms — including job boards, community networks, and print — increases the likelihood of reaching a diverse candidate pool.
Running fair and consistent interviews
Interviews are a key stage where unintentional bias can creep in. Fairness is improved by using a panel of interviewers, sticking to structured questions, and applying consistent scoring. All questions should relate directly to the job description and person specification.
Avoid personal questions, and make reasonable adjustments for candidates with disabilities — such as accessible interview venues or additional time for assessments — to ensure equal opportunity.
Lawful use of positive action
Positive action remains a powerful, lawful tool for improving diversity — provided it’s implemented correctly. For example, employers may target outreach to underrepresented groups or use positive action as a tiebreaker when two candidates are equally qualified. However, this must be carefully documented and not stray into unlawful positive discrimination.
Staying compliant
Legal compliance is non-negotiable. Beyond the Equality Act 2010, employers must also adhere to data protection requirements under UK GDPR — particularly when storing applicant data or using automated tools during selection.
Regular audits of recruitment materials and processes help ensure compliance and reduce exposure to legal risk.
Leveraging technology responsibly
AI and applicant tracking systems are increasingly central to modern recruitment. While these tools can streamline processes and reduce human bias, they also carry risk. If poorly managed, algorithms can replicate and amplify existing inequalities.
HR teams should review recruitment technologies regularly, provide appropriate training, and ensure systems are transparent, fair, and compliant.
The bottom line
Creating a recruitment process that is fair, inclusive, and accessible is no longer optional — it’s essential. HR professionals who embed these principles will not only meet their legal obligations but also position their organisations as employers of choice.
By reducing bias, embracing positive action, and leveraging technology responsibly, employers can build a workforce that reflects the richness and diversity of modern society — and unlock the full potential of every candidate.
This article was created with insights from Lex HR - your always-on HR legal assistant. Lex HR helps HR professionals navigate complex employment law with confidence, providing real-time, reliable advice tailored to your needs. Try it free today and see how much easier compliance can be.
