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
After teaching in schools for 18 years I decided to take the plunge and embark on a self-employed life. Driven by my passion for teaching children with special educational needs I set out to discover alternative ways to make education accessible to all. My vision was to have the individual in mind, with their own strengths and challenges, and with that came the birth of ‘edYOUcation Clare Francis’; bringing the YOU into learning.
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.
In an increasingly digital work environment where we have more emails, WhatsApp messages & interruptions than ever before, many business leaders started looking at ways of alleviating the stress that comes with this increased workload. Relaxing the dress code and letting your team dress down and wear in more casual clothing is one way of doing this….Or is it?
Over the past few years, I’ve noticed the same logo cropping up more and more often. On coffee cups. On consultancy websites. In email signatures and pitch decks. The familiar B Corp badge, quietly signalling that a business is trying to do things differently. With our horizons widening post-treaty, could this globally-relevant badge could become a way of promoting your CSR values to an international market?
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
Did you know that what you eat directly affects your energy levels, brain function, and stress resilience? Poor dietary habits—such as skipping meals, consuming too much caffeine, or relying on processed foods—can lead to energy crashes, brain fog, and reduced efficiency. On the other hand, a well-balanced diet stabilises blood sugar, enhances cognitive function, and keeps stress levels in check.
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 […]
“People want to know the stories behind the products they buy. It’s not just about what’s on the shelf, but the journey it took to get there.” – Stella, Spirit of The Rock As consumer habits shift towards mindfulness and sustainability, the concept of slow shopping has emerged, offering both challenges and opportunities for small businesses. Slow shopping encourages consumers to take their time, make more thoughtful purchases, and focus on quality over quantity.
Two decades is a long time for any business - with all the strife that businesses large and small have had to endure these past four years, it seems that anxiety among business owners has never been higher. I recently had the pleasure of chatting with Garren Thompson, co-owner and co-founder of Gibraltar hair & beauty salon Miss Shapes, based on Bishop Rapallo’s Ramp. As the business recently hit the 20-year milestone, we discussed the highs and lows of creating a successful salon in a saturated market, how he and his team created their new range of Miss Shapes branded Hair & Beauty products and how this will help build success for another 20 years.
Starting and running a small business is rewarding but comes with its fair share of challenges. The path of entrepreneurship is often characterised by immense dedication, long hours, and tough decisions. As a small business owner, you're not just responsible for the operations and growth of your company and team, but also for your own wellbeing.
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.
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.
Finding someone who listens, understands, and guides you can make all the difference. For women in Gibraltar, the Women’s Mentorship Programme offers just that – honest conversations and valuable support from people with lived experience who understand. Now in its sixth cycle, the programme pairs women with mentors to help them navigate work, life, and everything in between. Ok, full disclosure: as a recently appointed mentor, that last sentence somewhat triggers the old imposter syndrome and self-doubt, but I am honoured to be part of this scheme and look forward to doing my very best in the months ahead.
Stepping into a leadership role can be exciting. It’s a chance to shape the future and lead a team to success. But with a leadership role comes a new level of responsibility. You’re suddenly the person others look to for direction and answers, and it’s your role to create a workplace where they can thrive - while also being accountable for their work. And that isn’t always an easy balancing act. Leadership is a learning curve - an eternal one at that. By focusing on a few key behaviours and techniques, you can set yourself on the right path to lead well, build a great high performing team and help your business grow.
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.
In an age where small businesses must adapt to stay in business, outsourcing has long been a way to enhance efficiency and streamline operations. Derived from the simple philosophy of delegating certain non-core tasks to external experts, outsourcing allows businesses to concentrate on their primary objectives and strengths. For the uninitiated, it's about seeking external expertise for tasks outside your comfort zone, skills base or business's main expertise.
Who doesn’t love a good office gossip? Hushed conversations by the coffee machine, knowing glances across the office, colleagues who "just thought you should know" – it’s all just harmless banter, right? Not quite. While gossip might seem like an inevitable part of office life, the reality is much less entertaining. Workplace backbiting can destroy trust, drain morale, and impact team productivity. Few people understand this better than Norwegian psychotherapist Glenn Rolfsen. With over two decades of experience in psychotherapy, Glenn has dedicated his career to helping businesses tackle workplace negativity head-on. His innovative "Gozzip" method has been transforming office cultures worldwide, earning him recognition at TEDx talks and WHO conferences.
For many businesses, standing out from the crowd in an already crowded marketplace is a mammoth task. But for Fresquita one of the ways they tackled this issue was with highly creative packaging.
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.
One of the most dangerous things anyone can say in business is, "We've always done it this way." This phrase doesn't age well and puts businesses at risk. "We've always done it this way" can quickly look like "flogging a dead horse." This doesn't always mean that businesses need to change everything. Some things, like great service, never go out of fashion. But when sales start to slow down, it's always a good idea to consider taking a new approach. Rebranding a product, service, or entire enterprise can be part of this process. But rebranding should never be taken lightly.