Start a conversation ↗

Description

Non-Discrimination in Hiring: Securing, Objectifying and Documenting Your Decisions

Build a defensible selection process in which every decision rests on criteria linked to the role

  • 2 days — 14 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

Risk almost never stems from an intention to discriminate. It arises from a poorly worded job advertisement, a question asked out of habit during an interview, a rapid screening decision based on one element of a candidate's background, or a decision that left no written trace. Yet when a decision is challenged, the organisation must be able to explain what it was based on.

Two days to review the recruitment process step by step and make it defensible: criteria derived from the requirements of the role, questions that may legitimately be asked in interview, shared evaluation grids and retention of the evidence behind each decision. Participants' own documents are reviewed during the session.

Learning objectives

  • Identify the decision criteria that expose the organisation to a risk of discrimination
  • Draft job advertisements and selection criteria based on the requirements of the role
  • Conduct an interview that gathers only information relevant to the assessment
  • Build an evaluation grid applied consistently to all candidates
  • Document and retain the evidence supporting a rejection decision
  • Respond to a candidate who asks for an explanation of their rejection

What makes this programme different

Participants' job advertisements and evaluation grids are reviewed and corrected during the session
A filmed interview is used to identify the questions that must be avoided
A decision traceability procedure is drafted and can be adapted to any organisation

Programme

1The non-discrimination framework

What is prohibited and what can be justified

  • Understanding direct and indirect discrimination
  • Protected characteristics and genuine occupational requirements
  • Evidence, burden of proof and the consequences of a challenge
  • Alignment with the organisation's equal-opportunity and diversity commitments

2Securing the upstream stages of recruitment

The decision starts with the advertisement

  • Defining the requirement and setting measurable criteria
  • Drafting the advertisement and wording to be avoided
  • Application screening rules and partial anonymisation
  • Instructions given to partners and recruitment agencies

3Conducting a non-discriminatory interview

Asking the right questions

  • Questions relevant to the assessment and questions to be avoided
  • Handling information disclosed spontaneously by the candidate
  • Spotting assessment bias during the interview
  • Assessing candidates using a single shared evaluation grid

4Document, decide and respond

Being able to explain every choice

  • Formalising the decision and the grounds for rejection
  • Retaining assessment records and supporting documents
  • Responding to a candidate who challenges the decision
  • Monitoring indicators and raising manager awareness

Who is it for

Recruitment officers · HR managers · line managers who recruit · and employee representatives involved in selection processes.

Prerequisites

Practising recruitment or taking part in selection decisions.

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.