4.3 Demonstrate that the strategy is otherwise reasonable and proportionate in its intention and effect employ this group in the past without implementing a targeted program, or pointing to the low number of people with disability employed by the organisation. A targeted recruitment strategy must be The test for proportionality will be the same designed to effectively address the actual whether the targeted recruitment strategy disadvantage of the targeted group (in this includes individual or bulk recruitment. Due case, people with disability, or a particular to the inequality in employment outcomes disability). That is, it must be ‘appropriate for people with disability, a bulk recruitment and adapted’ to its purpose. At a high level, an employer needs to show there is a rational connection between the strategy targeting people with a particular disability is likely to be proportionate. the strategy will be successful. 4.4 Plan for the strategy to be regularly reviewed to ensure that it remains necessary A special measure must also be The targeted recruitment strategy must be planned strategy and its stated objective in such a way that it is reasonably likely that proportionate to the degree of disadvantage experienced by the target population. The principle of proportionality requires that the means adopted to address the disadvantage must not go beyond what is necessary to do so. ‘necessary’ to achieve the stated purpose. Should the purpose later be achieved (for example, substantive equality has been achieved and rates of employment of the target group are equal to or better than rates of employment outside the target To demonstrate that a targeted recruitment strategy meets these requirements, an group), then the strategy will no longer be necessary, and it will not be a special employer should: measure. • refer to the evidence of the disadvantage This means that employers should review or special need which needs to be addressed – for example, the statistics any regularly conducted targeted recruitment strategy periodically to ensure which show that people with the that it: particular disability are under-employed. • continues to address workforce • consider why a targeted recruitment campaign is an appropriate way of increasing employment of people with disability – for example, by explaining previous unsuccessful attempts to disadvantage, or meets a special need • is effective in doing so. Employers should cease pursuing strategies that are no longer necessary. Guidelines for the targeted recruitment of people with disability | 32