8.2.4.2 Gender Equity and Hiring
Hiring and promotional policies used by institutions must never, directly or indirectly, discriminate on a ground prohibited by human rights law. The institution will likely have the duty to take complaints of discrimination in hiring and promotion, and it has a duty to proactively ensure that it is itself beyond reproach. Moreover, it must serve as a model for progressive policies, including special or temporary measures, where this is necessary in light of difficulties experienced by minorities, women, etc. to overcome barriers to hiring in the NHRI.
You are working with an NHRI at the early stages of its development. Job recruitment is underway, and you hear through the staff at the NHRI that all the senior staff candidates are men, and that all the administrative and junior staff are women.
When you probe a bit in conversation, the project officer tells you that few women applied for the senior jobs and that those who did were unqualified. Hiring, you are told, is proceeding on a merit basis. If women or minorities do not qualify there is nothing that can be done.