There are arguments for having a balance of genders as teachers in terms of acting as role models for example. Ultimately, however, the school will have a choice as to whether to employ a male or female based on who is best for the role. Gender and discrimination has been a hot topic in the news of late and what has come across is that the right person for the job must be employed regardless of gender. There are strong opinions as to why this is so important in the teaching sector, particularly during the formative years of primary schooling.
A quarter of primary schools in England still have no registered male teachers, despite a rise in the number of men entering the profession. There are a limited set of circumstances when employers can target specific groups when advertising a role; such as where the job has a genuine occupational requirement for someone from a particular community. An example would be having the role of a rabbi filled by someone who is Jewish. Where a specific community is under-represented in an area of work they might be specifically targeted also.
Taking such 'positive' action is allowed by law in order to help redress any imbalances that may have arisen in the workplace as a result of past discrimination or disadvantage. The aim of positive action should be to ensure that people from previously excluded groups have the opportunity to compete on equal terms with other applicants. It is therefore a remedial measure only.
Employers must be aware that positive action is not the same as positive discrimination or affirmative action. Both of these are unlawful in Britain and could result in discrimination claims. A persons gender cannot be the reason for employing them even if you are trying to change the balance of the workforce for whatever reason.
It is most important to remember that, at the point of selection, all applicants must be judged equally in respect of the skills and experience necessary to qualify for the particular role. Discrimination at the point of selection is unlawful.