What Positive Action Really Means in the Work Place

Positive action is a method used by some employers to increase diversity in the workplace. This is legalised in the UK under the Equality Act 2020. 

The UK government define Positive action as “allowing additional help to be provided for groups of people who share a ‘protected characteristic’ (for example, race, sex, or sexual orientation) to level the playing field.” 

The combination of companies misusing positive action alongside frustrations with the job market have led to the development of several misconceptions about positive action and a distortion of public perception. When implemented correctly positive action has potential to help individuals and improve equality within the industry.

Let’s debunk some misconceptions about positive action!

“Every Company Has to Use Positive Action.”

Using positive action is not a requirement and is the choice of the company/employer to implement it. Infact the UK government states that if there is no evidence that any groups are experiencing barriers, positive action cannot be used.

“It Only Applies to Recruitment”

Much of the work with positive action principles is involved with other areas such as training, development, mentoring, and outreach activities.

“It Makes It Easier for (insert minority of choice) to Get Jobs.”

Positive action does not mean that minority groups are automatically handed jobs. Positive action is only implemented when it can be proven that the minority group in question has faced real barriers to entry. Candidates are still assessed on their qualifications, experience, and suitability for the role.

“Positive Action Equals Positive Discrimination”

Positive discrimination is not legal for use in hiring or promotions. Positive action is a very different principle and involves encouraging participation or providing extra training or support for underrepresented groups. It does not mean hiring or promoting someone purely based on their group identity without considering merit.

“It Only Benefits Specific Minority Groups”

Positive action can apply to any group underrepresented in a particular field. This could include women in aviation, men in nursing, or people with disabilities across all sectors. Its goal is to target underrepresentation and its flexible in its application.

“It Implies Certain Groups Can’t Succeed Without Extra Help”

Of course, many individuals within these minority groups would be able to succeed without the use of positive action, however, the reality is that some groups face structural or societal barriers that can make certain career paths harder to achieve. By reducing these barriers, positive action simply levels the playing field so that employers can focus on merit.

“It’s No Longer Necessary Because Society Is Fair Now”

While progress has been made, many inequalities still exist, such as pay gaps, barriers to entry in certain fields, and lack of representation in leadership roles. Positive action is one method of addressing these ongoing disparities within the industry.

“It Leads to Further Division and Resentment Towards the Benefiting Groups”

Provided that positive action is implemented correctly it fosters a more inclusive environment by improving diversity and reducing inequality. Transparency and communication from companies on how positive action is implemented is key in preventing misunderstandings and division. 

By addressing the structural barriers that prevent underrepresented groups from reaching their full potential, positive action helps build a truly merit-based system where everyone has a fair chance to succeed. Positive action is not a perfect solution to inequality; however, it has potential to make a positive difference.

It lies in the responsibilities of the individual companies to ensure that positive action is being implemented correctly, and that the methods they use are clearly communicated. By debunking myths and providing clarity around positive action it can serve to create equal opportunity and balance in the workforce.