7 Equitable working conditions and practices 7.1 Mechanisms for equity in workplaces internationally In terms of effective strategies for achieving equity in workplaces, most of the examples in this section come from international research, particularly from the UK, and are summarised below. 7.1.1. Recruitment Poor recruitment processes can be a barrier of entry into the workplace for people of colour. For instance, a lack of international qualification recognition and language differences can create difficulty for migrants of colour. As a result, migrants of colour are often led to take on work that does not reflect their level of skill and experience. The use of outdated and/or incomprehensible language in job advertisements and deciding where to advertise jobs can also pose barriers and impact the pool of candidates it attracts. To address this, bias and discrimination must be eliminated at the point of recruitment.332 332 McGregor-Smith, Race in the Workplace. 333 McGregor-Smith, Race in the Workplace. The McGregor-Smith review identified a number of changes employers could make in both public and private sectors to improve diversity within their organisations from recruiting to retaining a more representative workforce.333 One proposed change was for employers to reject non-diverse lists when recruiting through a third party or recruitment agency. The McGregor-Smith review also recommended having diverse interview panels to ensure that the selection and interview process is undertaken by more than one person. Wherever possible, this panel should include individuals from different backgrounds to help eliminate any lingering unconscious bias. Pacific Pay Gap Inquiry Literature Review 47