{"id":14725,"date":"2025-02-25T11:08:00","date_gmt":"2025-02-25T11:08:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=14725"},"modified":"2026-03-16T15:18:01","modified_gmt":"2026-03-16T15:18:01","slug":"recruiting-on-gut-feeling-racial-bias","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/discrimination\/recruiting-on-gut-feeling-racial-bias\/","title":{"rendered":"Recruiting on “gut feeling” led to unconscious racial bias"},"content":{"rendered":"\n
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appointment process | unconscious bias | race discrimination<\/strong><\/p>\n\n\n\n

In\u00a0James and another v London & Quadrant Housing Trust<\/a><\/em>, an employment tribunal upheld race discrimination claims brought by two housing managers after finding that they had not been appointed to senior roles because of the trust\u2019s unconscious bias. The tribunal was critical of the employer\u2019s reliance on \u201cgut feeling\u201d in the appointment process, highlighting the risks of subjective decision\u2011making where clear criteria and evidence are lacking. The case underlines the importance for employers of structured, transparent recruitment processes and objective assessment when making appointment decisions.<\/p>\n\n\n\n

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