WYP - Possible illegal recruitment policy?
Discussion
Non-story?
Must be better ways to increase recruitment from ethnic minority groups
Does it diminish the achievement of getting the job if you have a much smaller group of applicants to compete against?
https://www.telegraph.co.uk/news/2025/04/09/west-y...
Must be better ways to increase recruitment from ethnic minority groups
Does it diminish the achievement of getting the job if you have a much smaller group of applicants to compete against?
https://www.telegraph.co.uk/news/2025/04/09/west-y...
Because government stipulates organisations must provide an annual gender pay gap report, which also includes ethnicity. Efforts are therefore made to close the gap and better represent the public they serve.
In an ideal world, if (for example) 50% of the population were white and male, they would want their workforce to also be 50% white and male. Anything else and it makes them look bad.
In an ideal world, if (for example) 50% of the population were white and male, they would want their workforce to also be 50% white and male. Anything else and it makes them look bad.
Simpo Two said:
Terminator X said:
UK is 86% white. What is it in the current Police force?
TX.
There's no actual reason the two should match. It's not about 'representing the population', you should choose the best/most suitable people for the job regardless of anything else.TX.
Maybe there are reasons why the police ‘representing the population’ is a good thing, especially as UK policing is largely done by consent.
Patio said:
Does it diminish the achievement of getting the job if you have a much smaller group of applicants to compete against?
Yes.Those getting jobs this way have a lesser achievement.
Much like many white men had when they didn't have to really compete against uppity women and those forrin looking/sounding types.
It's racist.
Or at least an anti-white skinned individuals (who aren't likely to be of one race as such) policy.
This won't work either as certain 'races' have a deeply embedded cultural hatred of the Police.
That's why there aren't many applicants from such individuals.
And when there are such applicants, they should be appointed on merit, not skin tone.
Or at least an anti-white skinned individuals (who aren't likely to be of one race as such) policy.
This won't work either as certain 'races' have a deeply embedded cultural hatred of the Police.
That's why there aren't many applicants from such individuals.
And when there are such applicants, they should be appointed on merit, not skin tone.
7mike said:
I live in East Lancashire, no one seems overly bothered about the refuge collectors being all white male. I guess some jobs just don't need to represent the community they serve 
Assuming the refuse collectors are employed by your Local Council then they're likely to have council-wide policies on recruitment and retention. It's unlikely that they will look at specific roles but they probably have an idea of the council statistics represent the population as a whole.OIC said:
This won't work either as certain 'races' have a deeply embedded cultural hatred of the Police.
That's b
ksOIC said:
And when there are such applicants, they should be appointed on merit, not skin tone.
You would hope so but sadly it doesn't always happenhttps://www.ucl.ac.uk/news/2025/mar/uk-employers-l...
It would appear two sides to a story ....
You may have seen some articles in the national media today (Thursday, 10 April), suggesting that West Yorkshire Police is blocking or even rejecting white British applicants in our recruitment process.
This story has originated from a query from The Telegraph regarding the force’s approach to Positive Action recruitment. Our full response, sent earlier this week, is below:
“In West Yorkshire Police, we are committed to improving equality, diversity, and inclusion within the organisation, and strive to be more representative of the communities we serve.
“Our Diversity, Equality and Inclusion team supports and consults with those with different protected characteristics such as sex, disability, sexual orientation, and race to ensure their views can influence and improve the service the force delivers. They also work to improve the wellbeing of everybody in the organisation and inclusivity overall.
“The most recent census found that 23 per cent of people in West Yorkshire identified as being from an ethnic minority background. Our current police officer representation from ethnic minority backgrounds is around nine per cent. To address this under-representation, we use Positive Action under the Equality Act 2010. Our use of this was recently reviewed by His Majesty’s Inspectorate of Constabulary and Fire and Rescue Services in an Activism and Impartiality inspection and no issues were identified.
“Positive Action allows people from under-represented groups who express an interest in joining the force to complete an application, which is then held on file until a recruitment window is opened. No interviews are held until the window is officially opened to all candidates. Enabling people from under-represented groups to apply early does not give them an advantage in the application process, it simply provides us with more opportunity to attract talent from this pool of applicants.”
West Yorkshire Police has contacted media outlets this afternoon to advise of the inaccuracies within their reports and has respectfully asked for these to be amended as soon as possible.
You may have seen some articles in the national media today (Thursday, 10 April), suggesting that West Yorkshire Police is blocking or even rejecting white British applicants in our recruitment process.
This story has originated from a query from The Telegraph regarding the force’s approach to Positive Action recruitment. Our full response, sent earlier this week, is below:
“In West Yorkshire Police, we are committed to improving equality, diversity, and inclusion within the organisation, and strive to be more representative of the communities we serve.
“Our Diversity, Equality and Inclusion team supports and consults with those with different protected characteristics such as sex, disability, sexual orientation, and race to ensure their views can influence and improve the service the force delivers. They also work to improve the wellbeing of everybody in the organisation and inclusivity overall.
“The most recent census found that 23 per cent of people in West Yorkshire identified as being from an ethnic minority background. Our current police officer representation from ethnic minority backgrounds is around nine per cent. To address this under-representation, we use Positive Action under the Equality Act 2010. Our use of this was recently reviewed by His Majesty’s Inspectorate of Constabulary and Fire and Rescue Services in an Activism and Impartiality inspection and no issues were identified.
“Positive Action allows people from under-represented groups who express an interest in joining the force to complete an application, which is then held on file until a recruitment window is opened. No interviews are held until the window is officially opened to all candidates. Enabling people from under-represented groups to apply early does not give them an advantage in the application process, it simply provides us with more opportunity to attract talent from this pool of applicants.”
West Yorkshire Police has contacted media outlets this afternoon to advise of the inaccuracies within their reports and has respectfully asked for these to be amended as soon as possible.
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