4.2 Explain how the strategy is reasonably intended, and is necessary, to ensure equal opportunity or meet the special needs identified The targeted recruitment strategy must be ‘reasonably intended’ and necessary to achieve the purpose of: Objectively, the suitability of the targeted recruitment strategy adopted to achieve the specified purpose must be evident so that it meets the standard of ‘reasonably intended’.30 It must also be undertaken in good faith for the stated purpose. The necessity of the strategy, including any discriminatory effects, should be clear by reference to that purpose – the strategy must be justified because the members of • ensuring equal opportunity by the identified group have a particular need providing a benefit to the group of for advancement or assistance. people with a particular disability, so that Accordingly, employers need to document they have the same employment opportunities as people without that disability. A targeted recruitment strategy aimed at increasing the employment of a group of people with that disability, who typically face difficulties with gaining employment, is a clear example of a benefit which ensures equal opportunity, or their intention in conducting targeted recruitment strategies for people with a particular disability. Employers can do so by using the template attached at the Appendix to the Guidelines. The documentation should refer to the evidence which demonstrates why the measure is necessary, as mentioned above. A detailed record of the planning and rationale behind • meeting the special needs of the target the measure will serve both as evidence of group. This might involve, in the example its purpose, and of the good faith of the above, addressing particular barriers to employer undertaking it. employment faced by people who are blind or have low vision. Identifying relevant barriers may require consultation with individuals with lived experience of disability and relevant peak bodies to understand their needs and the appropriate responses. A targeted recruitment strategy that seeks to address these needs may, in turn, drive the uptake of more accessible and adaptive technology in service design, While any recruitment strategy will need to take into account the salary or wages paid to prospective employees, section 45(2)(b) of the Disability Discrimination Act provides that discriminatory rates of pay cannot be justified as a special measure. Rates of pay should be set at a non-discriminatory level or otherwise in accordance with sections 47(1)(c) or (d) of the Disability Discrimination Act. procurement and delivery more generally. Guidelines for the targeted recruitment of people with disability | 31