Most of the time, you’ll use a special measure when you hire to:
- define who can apply for a role
- deliver work that needs lived experience, cultural and/or religious expertise
- increase the number of employees from a specific group of people
- prioritise a group of people in a selection process
- work with people from a specific group
You don’t tie a special measure to a person or a role in an ongoing way. If the role becomes vacant, you can consider if you still need a special measure.
You can use a special measure when you hire for any role.
If you have a role that will work with a specific group, you don’t need to use a special measure when you hire.
If you need candidates who share a lived experience of that group, you may want to use a special measure.
If you use a special measure in your hiring process, try to have a person with lived experience on the selection panel.