You may be right, in which case (as an employer) I'd be really interested to know which law you're referring to, and how that prevents an employer taking account of dress, piercings or whatever. As I understand it, the equality legislation (rightly) protects people from being discriminated against (in recruitment and other aspects of employment) on the basis of characteristics that they can't choose or alter (sex, age, ethnic origin, sexual orientation, disability...). As I understand it, an employer can legally discriminate against someone who has chosen to cover their face in tattoos or metalwork, or who shows up for a job interview in "non-standard" clothing. I'm not saying they should, just that I think they can within the law. And I'm not an employment lawyer, so I'd be genuinely interested to know if this is the case
Sorry, you more misunderstood the understated part of my post. In general when I see people of Asian origin for a job they are smarter than their British counterparts but not always. Appearance is part of our assessment as far as being able to meet clients go but I cannot use my generalisation above in my thinking because it factors in their ethnicity.