A diverse applicant pool does not automatically mean a fair recruitment outcome.

Recent Ministry of Justice recruitment data gives a useful example. Between July 2024 and June 2026, ethnic minority candidates made up 64.5% of applicants for band 3 prison officer roles, but 56.7% of accepted formal offers. The published analysis found that ethnic minority candidates progressed through the process at a lower rate than white candidates.

For candidates, this matters because the barrier may not be deciding whether to apply. It may appear later, during screening, assessment, interview or the final decision.

For recruiters, application numbers therefore tell only part of the story. Looking at progression between recruitment stages can help identify where outcomes begin to differ. It does not prove discrimination, but it gives employers something specific to examine.

Clear selection criteria, consistent assessment and meaningful review of recruitment data can make that examination more useful. Where employers are actively trying to broaden their reach, they should also know which attraction activity was completed before shortlisting.

The strongest approach combines specialist candidate outreach with careful examination of what happens after people apply.

Explore targeted ethnic minority recruitment through Ethnic Jobsite.