It is sometimes possible to rely on an occupational requirement to recruit someone with a particular protected characteristic. For example, a changing room attendant might need to be of the same sex as those using it.
You may want to take positive action when recruiting but you do not have to. Positive action is where, when two candidates are as qualified as each other, you choose to recruit the one who is disadvantaged because of a protected characteristic. For example, you may decide to increase the number of workers from ethnic minority backgrounds.
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