The Equality and Human Rights Commission (EHRC) is working with the Government Equality Office to reform the Pre-Qualification Questionnaire (PQQ) process used within public sector procurement to provide more equality information. This builds on existing equality legislation which places a responsibility on public sector bodies to scrutinise their suppliers for equality compliance.

What does this mean for me?
Public sector organisations will be using more in-depth measures to ensure they choose suppliers who are equality and diversity friendly. This is already happening and some recruiters are using this to gain competitive advantage and win more contracts. What should you do?

1) Capture monitoring statistics
This means capturing employee and candidate statistics. This is a high priority as your public sector clients are required to submit this information as part of their own regulatory process. They are externally audited to ensure compliance. This isn’t just ‘box ticking’; it’s about providing measurable evidence that you are doing what you say in terms of equality.

2) Promote equality within your organisation:

• Train your staff and publish equality policies on your website
• Understand what equality measures your clients are undertaking
• Assess your policies, procedures and activities
• Invite clients to an open day, where equality is on the agenda

3) Promote what you are doing to existing and potential new clients

Let potential and existing clients know what you’re doing; this not only gives you a competitive advantage, it helps clients in the achievement of their own equality aims.

4) Update yourself on the relevant legislation:

• Sex Discrimination Act (1975, amended 2003, 2005, 2008) and the Gender Equality Duty 2007
• Race Relations Act (amended 2003) Race Equality Duty 2001
• Disability Discrimination Act (1995) Disability Equality Duty 2006
• Sexual Orientation Regulations 2003
• Religion/Belief System Regulations 2003
• Age Discrimination Regulations 2006

What about the private sector?
While the private sector is required to comply with equality legislation, their remit is not as rigorous as the public sector. However, for economic and social responsibility reasons many are opting to follow a more in-depth approach which in some cases mirrors the public sector.

What about the future?
The UK and government agenda is driving for greater inclusivity across different equality categories, particularly those in a minority. There are more equality considerations on the political agenda which include topics such as inclusivity for disadvantaged socio-economic groups.
As recruiters, you have a choice. You can either bury your head in the sand or be realistic and embrace a better way of working and increased competitive advantage for your organisation.