The HR Forum

Hi

I have been asked to pull together a policy on disadvantaged workers and looking for advice on what I can include.

For candidates that sit within the following categories, how would be track this information from a reporting perspective. For example, would we rely on our recruitment system to track what information we have or is there another approach. I am mindful there is legislation to take into account. Bit of a tricky one as we need to be careful about correct wording around this.

I look forward to hearing your thoughts. Extract taken from the Scottish Enterprise website.

Disadvantaged workers

“Disadvantaged worker” means any person who:

(a) Has not been in regular paid employment for the previous 6 months; or

(b) Is between 15 and 24 years of age; or

(c) Has not attained an upper secondary educational or vocational qualification (International Standard Classification of Education 3) or is within two years after completing full-time education and who has not previously obtained his or her first regular paid employment; or

(d) Is over the age of 50 years; or

(e) Lives as a single adult with one or more dependents; or

(f) Works in a sector or profession in a Member State where the gender imbalance is at least 25 % higher than the average gender imbalance across all economic sectors in that Member State, and belongs to that underrepresented gender group; or

(g) Is a member of an ethnic minority within a Member State and who requires development of his or her linguistic, vocational training or work experience profile to enhance prospects of gaining access to stable employment.

“Severely disadvantaged worker” means any person who:

(a) Has not been in regular paid employment for at least 24 months; or

(b) Has not been in regular paid employment for at least 12 months and belongs to one of the categories (b) to (g) mentioned under the definition of ‘disadvantaged worker’.