The Equality and Human Rights Commission’s 10 step guide gives public bodies a clear message. Equality should be considered early, supported by evidence and monitored throughout the life of a policy.

This matters to employers reviewing recruitment and attraction activity.

The Public Sector Equality Duty requires public bodies to have due regard to eliminating unlawful discrimination, advancing equality of opportunity and fostering good relations. The guidance also stresses the importance of gathering robust evidence, consulting affected groups, monitoring actual impact and keeping appropriate records.

For Ethnic Jobsite employers, this provides a useful framework for reviewing how recruitment campaigns reach ethnic minority candidates.

Where workforce evidence shows underrepresentation or disadvantage, employers can consider whether their attraction strategy is reaching relevant communities effectively. Targeted outreach may form part of a broader, proportionate recruitment response, alongside existing job boards, ATS processes and recruitment suppliers.

Crucially, activity should be capable of being reviewed. Employers need to know what was done, which audiences were targeted and what evidence is available when recruitment decisions or equality activity are later assessed.

Ethnic Jobsite supports this attraction stage by helping employers extend vacancy visibility to ethnic minority candidates while maintaining a dated record of targeted outreach.

The wider lesson is simple. Inclusive recruitment becomes more credible when activity can be evidenced, monitored and reviewed.