1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection process Legal constraints
The Kingston University abides by the UK laws in recruiting and selecting new staff.
Sex Discrimination Act 1975 (as amended by the Sex Discrimination Act 1986 and the Employment Act 1989)
This Act outlaws discrimination on the grounds of sex.
Sex discrimination by employers is defined as:
• Direct Discrimination: this means treating a man or a woman less favourably on grounds of their sex, or a married person less favourably than a single person.
• Indirect Discrimination: this means applying an unjustifiable condition that effectively limits the opportunities of a particular sex or of married people.
Discrimination can also arise from victimisation, which is discrimination against a person who has brought proceedings, given evidence or information or even alleged a breach of the discrimination legislation.
Kingston University will select personnel to be involved in recruitment and selection only if they are trained or aware of the equality and diversity policies in Kinston University and the UK law.
Disability Discrimination Act
• Kingston University follows The Disability Discrimination Act 1995. It is unlawful for Kingston University to discriminate against an applicant with a disability,
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Additionally, a religion must have a clear structure and belief system. Belief means any religious or philosophical belief, including no belief. To be protected, a belief must satisfy various criteria, including that it is a weighty and substantial aspect of human life and behaviour. Denominations or sects within a religion can be considered a protected religion or religious belief. Discrimination because of religion or belief can occur even where both the discriminator and recipient are of the same religion or