Hiring People Fairly
Fair recruitment is based on the principle that candidates are judged on their ability to do the job rather than influenced by factors such as an applicant’s gender, religion, ethnicity, or any other quality unrelated to their skills and expertise. As the Founder of Rock Learning and the Co-Founder of the ‘Count me In’ DEIB Conference, I have developed a deep understanding of the topic and how small businesses can implement inclusive hiring practices.
Candidates are Protected from Discrimination
In Gibraltar, it is essential for businesses to ensure that their hiring process is free from bias and inclusive of all applicants. Local candidates are protected from discrimination specifically through the Equal Opportunities Act (2006) which lists a range of “protected characteristics” including those previously mentioned as well as pregnancy/maternity, gender reassignment, age and disability.
It is worth noting that job applicants are protected against discrimination throughout the employment lifecycle, including from the time vacancies are advertised all the way through the recruitment process to employment, termination and beyond to include references.
In addition to fair recruitment being a legal obligation, there are many benefits to having a diverse workforce. Recently, Forbes Magazine noted, “Embracing diversity fosters innovation and creativity within an organisation. For smaller businesses with fewer employees, adding diversity makes a more significant short-term impact than it often can at larger organisations that already have large, non-diverse populations. Diversity and inclusion work also has proven business results, with strong correlations to higher employee satisfaction, retention and productivity. Small businesses have the ability to build and sustain inclusive cultures more swiftly and feel these benefits more quickly.”
How To Minimise Bias
We all have unconscious biases, the most common of which is affinity (or “like me”) bias. This means we are more likely to offer a job or promotion to someone who we can relate to because we share something in common. Maybe we went to school together, or we’re from the same religious group or we’re both members of the LGBTQ+ community. If we are consistently hiring people “like us” then we will lack diversity of thought amongst our teams which will eventually impact business performance, creativity and employee satisfaction. We can’t rid ourselves of these biases but we can learn to manage them better and ensure a fairer recruitment process by taking the following steps:
1. Job Advertisements:
When advertising a job, you cannot ask for or exclude anyone with a certain protected characteristic otherwise it could be discriminatory.
Examples of words and phrases in a job advert that could be discriminatory include:
‘recent graduate’ or ‘highly experienced’ – these can discriminate against age and you must be able to prove you have a good reason for any job requirement in your advert
‘barmaid’ or ‘handyman’ – because they include gender-specific words that can discriminate against people’s sex and gender reassignment. You should make clear that people of any gender can apply, and use gender-neutral language like ‘bar staff’.*
clothing requirements, for example wearing a hairnet in a kitchen could discriminate against someone who for religious reasons covers their head in other ways. The employer could agree for the employee to use their usual hair covering
You could also specifically use more inclusive language. For example, you might say that applications from qualified candidates with disabilities are welcome.
It’s also a good idea to advertise a job vacancy in at least 2 different places (as well as at the ETB) to reach a wide range of people from different backgrounds.
2. Blind Recruitment:
It is increasingly common practice for recruiters to remove personal information (e.g. name, age, gender) from CVs during the initial selection stages to focus on skills and qualifications and avoid bias. During this stage, you should select candidates for an interview that best match the person specification and job description. One way of doing this is by having a scoring system whereby the candidate gets one point for each attribute they match on the job description. You could then decide to only interview candidates matching 10+ of the 15 requirements.
TOP TIP: Avoid using information from someone’s personal social media profile to decide whether you interview or hire them.
3. Structured Interviews:
To ensure fair interviews for all applicants, it is best to use the same set of interview questions for everyone and ensure the questions themselves do not discriminate. I have sat in interviews in Gibraltar, often in smaller businesses, where questions around marital status, children and childcare arrangements are still asked. These are the types of questions that could lead you into an unwanted Employment Tribunal case and should be avoided at all costs.
4. Diverse Hiring Panels:
To reduce the risk of discriminating it is recommended to have at least 2 people conducting the interviews. For small businesses this may not always be possible, but you could consider bringing in a consultant to support this process. Diverse hiring panels ensure different perspectives during the recruitment process.
When inviting candidates for an interview you should check whether they have any accessibility requirements. For example, a sign language interpreter, or extra time if they are required to complete a written test.
TOP TIP: Keep records of your hiring decisions and why you felt certain candidates were unsuitable.
5. Training for Unconscious Bias:
Finally, business owners and hiring managers can undergo training to understand and mitigate their own biases. Local courses are available such as Rock Learning’s Managing Diversity in the Workplace course or the Hiring Manager course.
Gibraltar is a unique place and presents a prime opportunity for local businesses to benefit from the multinational workforce, leveraging the diverse local talent pool to drive greater productivity and creativity.
Fair recruitment can start you on your journey to long-term inclusion. By fostering an inclusive workplace culture which includes initiatives such as mentorship programmes, employee resource groups, or regular diversity reviews your small business will be well prepared to embrace the wealth of opportunity created by diverse teams.
*There are certain circumstances under the Law where you might be able to ask for a specific protected characteristic, such as advertising for a female care worker at a women’s refuge where personal care is required.
SHARE THIS
OTHER
In the latest edition of Thrive, regular contributor John Hayes reflects on the uncertainty facing small and medium-sized businesses in Gibraltar. From Brexit fallout to ever-changing frontier delays, he unpacks why the border remains a top concern—and how local firms are adapting. While resolving post-Brexit cross-border issues is beyond the scope of this correspondent, there are practical steps business owners can take to mitigate and manage the challenges of this uncertainty.
Thrive Editor's Letter |
Editor’s Welcome
Welcome to the fifth edition of Thrive magazine. Too often the narrative around business focuses on success and, in my view, we forget to talk about failure. That’s why we lead this edition with EPIC FAILS by Katie Buller—because understanding what doesn’t work is just as important as what does.
Imposter syndrome is a psychological behaviour where individuals, including many high achievers, struggle with persistent feelings of self-doubt, inadequacy, or the fear of being exposed as a fraud. Despite their achievements, those experiencing imposter syndrome believe they are undeserving of their success or worry that they've misled others into overestimating their abilities.
There’s something slightly uncomfortable about sending a contract to a client when you run a small business. Especially in Gibraltar, where relationships matter and business often begins with a conversation over un cafelito rather than a legal document. When you know someone personally, or you’ve been introduced by a mutual contact, it can feel unnecessary to formalise everything. You tell yourself that an email thread is enough. Or that you’ll sort the paperwork later. I used to think like that. Over time, and through a few situations that were more stressful than they needed to be, I’ve realised that putting things in writing isn’t about distrust. It’s about creating guardrails for growth. The clearer the boundaries, the freer you are to focus on doing good work.
Introducing the Thrive Catalog - A curated collection of goodies selected by our editorial team each quarter. Everything featured is available right here, right now at prices that are better than or compete with the internet.
Finding time to sit down with a book can feel like a luxury sometimes. We seem to be pulled in all sorts of directions, yet many of us still want to learn and stay exposed to new ideas. Podcasts have filled part of that gap. They’re accessible, conversational and easy to consume while commuting or […]
Forget everything you know about online shopping—eCommerce is evolving fast. While giants like Amazon and eBay once ruled, a new wave of platforms such as TikTok Shop, Shein, and Temu are reshaping the industry. But beneath the flashy deals and viral trends lies a growing conversation about sustainability, waste, and the hidden costs of convenience.
Gibraltar has long been home to many international businesses. Gaming giants, UK-based insurance companies and far-flung fintech firms are all drawn here thanks to our strategic location and business-friendly environment. Carl Clavering moved his insurance business to Gibraltar, and it’s safe to say, it’s transformed his life. When I caught up with Carl, it was clear that his decision to relocate wasn't just about tax advantages or access to the UK market —it was about finding a place that felt like home, both for his business and his family.
When you’ve been running your own business for a while, you know what works, and it’s easy to rely on the skills that got you to where you are. Chances are, you’re comfortable doing things in a certain way, and your team knows what to expect from your leadership style.
We all have bad days, right? In business, that can mean we don’t bring our A-game to work and perhaps our service slips. Maybe a dish takes too long to reach a table or a staff member sounds distracted at the till. This could lead to negative Google Reviews or on ‘that’ Facebook group that […]
Since 2007, Earth Hour has been known as the biggest hour for the planet as millions of people switch their “lights off” as a symbolic action for the environment
Running a small business is an exciting journey, but without proper bookkeeping, it can quickly become overwhelming. Imagine trying to make critical business decisions without knowing how much money is in your account or being caught off guard by a hefty tax bill because records weren’t kept up to date. Good bookkeeping isn’t just about staying compliant; it’s about gaining control over your business, planning for growth, and avoiding costly mistakes.
We recently provided a large local organisation with their uniforms. Once the order was delivered, I felt compelled to send them guidelines on how to take care of their uniform. Spending money on clothes and footwear is not a guarantee on making the right impression, either to yourself, nor anyone else- it’s attention to detail that seals the deal.
If you’re looking to grow your business, expand your reach post Treaty or simply try something new, collaboration can be one of the most effective ways to do it. The key is approaching it with a bit of structure. And resisting the urge to say yes to everything just because someone seemed nice over a […]
Whether you’re an ebook tapper or traditional page turner, there are thousands of books that can make you better at business. Áine Panter, Head of the School of Business at the University of Gibraltar has curated a list of must-reads that will inspire, inform, and equip you for success.
Mental health issues affect us all. How we manage our daily stresses and anxieties have an impact on our relationships, how we perform in our job and the workplace environment, and our outlook on life. Becoming self-aware of what affects us, managing how we respond to triggers and using tools to help us work through them, are all part of our journey towards MENTAL FITNESS, which is how we should be positively defining it.
When it comes to ideation in business, there’s no one-size-fits-all approach. Every business, team, and leader has their own way of generating and refining ideas. Whether it’s through structured brainstorming sessions, casual conversations, or solo reflection, the goal is to unlock creativity and find solutions. We’ve asked four GFSB members to share how they approach ideation in their fields. As you read, think about how you generate ideas and remember that sometimes, the best results come from trying something new.
Over the past 18 years, I've had the privilege of working with a diverse range of businesses and industries, gaining insights into the challenges they face in implementing effective diversity and inclusion strategies. Often, DEI&B is viewed as a 'nice to have' rather than an essential component of business success. With this in mind, I'm excited to share valuable insights and practical steps to help you create environments where everyone can thrive. You've probably heard of DEI&B, but what do these letters really mean, and why do they matter for you and your organisation? Diversity includes differences like race, gender, age, neurodiversity, disability, LGBTQ+, culture, and more; Equity ensures equal opportunities for all; Inclusion values everyone's contributions; and Belonging means individuals feel accepted and integral to the organisation.
Whilst Brexit hasn’t exactly been a positive event, we can’t deny that it’s also been the catalyst for diversification and change. It was a true ‘before and after’ moment that made businesses rethink their strategies and, in many cases, change their direction of travel. Gibraltar’s newest bank, justbank, is born from this process. As well as heralding the arrival of a new bank, this fresh start gave the team at IDT Finance the opportunity to create innovative and tailored banking solutions from the ground up. I met with Managing Director, Damian Asquez, and Head of Corporate Banking, Nikolai Gafan, to find out more.
Building a personal brand isn't just about showcasing your professional accomplishments; it's about weaving your unique narrative, passions, and values into a cohesive identity that resonates with others. Here's how you can bring your personal brand to life, with practical examples to guide you at every step.