Breaking the Law? The Reverse Racism in Government Hiring Practices

Recently, two government hiring practices caught my attention for all the wrong reasons. Saying nothing wasn't an option for me, as I feel all modern leaders need to make a stand on such important matters.

The Environment Agency has introduced a summer internship scheme explicitly excluding white candidates. Yeah, you heard that right....., Eligibility criteria:??“You are from a Black, Asian or Minority Ethnic background”

?The NHS, meanwhile, is offering a fast-track promotion program solely for BME (Black and Minority Ethnic) and LGBT staff. Yeah, you heard that right too.....,Eligibility criteria: “applicants must belong to one of the target groups….BME, disabled, LGBT staff”

The justification? To promote diversity. The reality? It’s discrimination, plain and simple—and it seems illegal from what I've read.

?The Perversity of Discrimination Disguised as Inclusion

Let’s be clear: diversity is not the problem. Everyone agrees that organizations benefit from a mix of perspectives. But when “diversity” becomes a euphemism for excluding entire demographics, we’ve crossed into dangerous territory. These hiring practices violate UK employment law, specifically the Equality Act 2010, which prohibits discrimination on the following protected characteristics:

• Race: Including color, nationality, and ethnic or national origins.
• Sexual orientation: Including orientation towards the same sex, opposite sex, or both sexes.
• Gender: Including gender reassignment or being transgender.

Why These Practices Are Likely Unlawful

1. Direct Discrimination: The Equality Act 2010 explicitly bans treating someone less favourably because of a protected characteristic. Excluding white applicants or limiting schemes to BME/LGBT candidates constitutes direct discrimination against individuals who do not fall into those groups.
2. Indirect Discrimination: Even if the intention is positive (e.g., promoting diversity), any policy or practice that puts certain groups at a disadvantage without being “proportionate” or “legitimate” breaches the law. These schemes fail to prove they are necessary or balanced.
3. Positive Action Misuse: The law allows limited positive action under sections 158-159 of the Equality Act. Employers can encourage underrepresented groups to apply or take specific measures to overcome barriers—but only if these measures are proportionate and do not outright exclude others. These hiring practices cross that line.
4. Breach of Public Sector Equality Duty (PSED): Public bodies, like the NHS and Environment Agency, have a legal duty under the Equality Act to eliminate discrimination, advance equality, and foster good relations between groups. Exclusionary practices undermine this duty by fostering resentment and division.

Why It’s Perversely Counterproductive

Here’s the kicker: these practices don’t even achieve their intended goals.

1. Tokenism Over Talent: Excluding white candidates fuels resentment and undermines the credibility of diverse hires. Instead of fostering genuine inclusivity, it creates division.
2. Public Backlash: Initiatives like these alienate large swathes of the population (myself included), tarnishing the reputation of public institutions. Inclusivity should unify, not divide.
3. Missed Opportunities: By excluding a broad pool of talented individuals, these schemes hurt everyone—communities, organizations, and taxpayers.

A Better Way Forward

So, how do we genuinely promote diversity without discriminating? Simple: focus on removing barriers, not creating them.

• Mentorship Programs: Pair underrepresented individuals with leaders to help bridge skill gaps.
• Blind Recruitment: Strip identifiers like name, gender, and ethnicity from applications to focus solely on merit.
• Outreach Initiatives: Actively engage underrepresented groups to encourage them to apply—without banning others.

True equality isn’t about excluding one group to uplift another. It’s about creating a system where everyone competes on a level playing field.

Engagement Call

We need to have an honest conversation about these practices. What are your thoughts? Are they a necessary evil to address systemic inequality, or a step too far in the wrong direction? Let’s debate it—respectfully—in the comments. ??

If this resonates with you, like, share, or tag a friend. This article isn’t just a critique—it’s a rallying cry. Let’s push for policies that foster genuine inclusivity without falling into the trap of exclusion. Share your thoughts below and help spread the conversation.

#EqualityForAll #StopDiscrimination #ReverseRacism #DiversityDoneRight #InclusiveHiring #FairnessMatters #EqualityMatters #DiversityWithoutBias