Equality, diversity, and inclusion have become central to modern hiring practices. Many companies and organisations have been aiming toward creating workplaces that are representative of the local community. These efforts have sparked concerns, however, particularly around the exclusion of groups not deemed to identify as a minority group. One example is that diversity hiring practices in the UK have in some cases become Anglophobic by systematically disadvantaging candidates in favour of candidates from ethnic minorities.
Diversity hiring levels the playing field for groups that have been underrepresented. These practices aim to remove barriers that could hinder people from minority backgrounds from accessing equal employment opportunities. The UK is a multicultural society where people from a wide array of ethnic backgrounds live and work together. Ensuring fair representation in the workplace is both a moral and legal imperative.
Policies that aim to increase diversity can involve a range of strategies, such as blind recruitment, setting diversity targets, and implementing equality training. This reduces the impact of personal prejudices on hiring decisions and ensures that any candidate, regardless of background, has an equal chance of being selected based on merit.
While well-intentioned, these practices can create new forms of exclusion. The drive to boost diversity can see the pendulum can be seen to swing too far. This leads to the marginalisation of candidates who are not deemed to be part of a minority group, particularly in organisations where diversity quotas or targets are aggressively pursued. This creates an environment where hiring managers are encouraged to prioritise ethnicity over their skills or individual experiences. This may result in the systematic exclusion of applicants who are ethnically English or native to Britain.
Despite legislation aimed at protecting individuals from discrimination against characteristics including race, there are instances of job vacancies being advertised for specific target racial and ethnic groups without sufficient justification other than to adhere to organisational preference or quota. Hiring practices such as these may not be lawful. The Equality Act 2010 says you must not be discriminated against because of your race. Unlawful hiring practices create barriers for those who might otherwise be suitably qualified as a candidate.
There are several memorable examples of when high-profile cases of discrimination have been identified where internships, workplace training schemes and other paid roles have been open only to those who are not of an ethnically English background, or specifically of an ethnic minority background.
The British Broadcasting Corporation (BBC) is a public service broadcaster. The BBC has on more than one occasion defended itself over accusations of exclusionary hiring practices. An advert was posted on an external recruitment specialists website stating that their vacancies were open to “UK nationals from a black, Asian or non-white ethnic minority.” In defence, the BBC responded saying that offering minority ethnic schemes was the right thing to do.
Similarly, Transport for London, a local government body, were reported to have been advertising paid internships, one advert allegedly stating “You must be of Black, Asian and minority ethnic background, defined as having African, Afro-Caribbean, Asian or other non-white heritage.” Internships of this nature are often targeted at underrepresented communities inadvertently result in positive discrimination. These are just some instances where white and ethnically English citizens were prevented from accessing opportunities otherwise available to other ethnic or racial groups.
It is a challenge to strike the right balance between promoting diversity and ensuring fairness for all candidates. Diversity hiring should not be about enforcing quotas or creating a hierarchy of identities. Instead, it should focus on removing barriers that prevent equally qualified candidates from different backgrounds from accessing the same opportunities.
Employers should ensure that their diversity initiatives are transparent and inclusive. They should clearly communicate that the goal is not to exclude anyone but to ensure fair treatment for all. By implementing skills-based hiring practices and continuously reviewing the impact of diversity policies, organisations can avoid Anglophobic discrimination. The goal of diversity hiring is not to disadvantage one group to benefit another. Instead, they should create a fair job market where everyone can succeed based on their merits.