What is 'Positive action'?

We have a strong commitment to equality and diversity both within the organisation and in the service we provide. We aim to employ a representative workforce that reflects the communities we serve.

In order to provide a high level of service, we encourage applications from under-represented groups and we are proud to pursue a policy of 'positive action' in an attempt to achieve this.

'Positive action' refers to a range of measures and initiatives that employers can lawfully take to actively encourage individuals from under-represented groups to apply - as well as supporting them through the selection process.

The selection procedure itself is no different, and must be based solely on merit. 'Positive action' does not seek to remove competition for jobs and any initiative undertaken as 'positive action' stops before any part of the selection process.

Who does it apply to?

'Positive action' initiatives can be used whenever an under-represented group is identified. Legislation enables 'positive action' to work around issues of gender, disability, race, sexual orientation and religion.

This is not a legal requirement but provisions have been made under the Sex Discrimination Act 1975, the Race Relations Act 1976, Disability Discrimination Act 1995, Religion and Belief Regulations and Sexual Orientation Regulations 2003 to support this area. Under-represented groups may therefore also include, women, Black and Minority Ethnic (BME) individuals, and people with disabilities.

'Positive action' is often confused with positive discrimination. Positive discrimination, which generally means employing someone because they come from an under-represented group in spite of whether they have the relevant skills and qualifications, is unlawful. We treat all applicants equally.