Equal Opportunities and Diversity policy

 

 

Company Name:

[Gregory-Martin International Limited] (‘the Company’)

 

Company Contact details:

 

Sue Allen – Data Controller

Centaur House

Ancells Business Park

Ancells Road, Fleet

Hampshire

GU51 2UJ

01252 710215

sue.allen@gregory-martin.com

Topic:

 

Equal Opportunities and Diversity policy

Date:

 

15/05/2018

Version:

1

 

 

 

OUR POLICY

Gregory-Martin International Limited embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets. 

Gregory-Martin International Limited is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. Gregory-Martin International Limited will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual's membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Gregory-Martin International Limited is committed to providing training for its entire staff in equal opportunities and diversity. Gregory-Martin International Limited will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.

Gregory-Martin International Limited will not discriminate unlawfully when deciding which candidate is submitted for a vacancy. Gregory-Martin International Limited will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications, and ability to perform the relevant duties for the role. 

DISCRIMINATION

Under the Act unlawful discrimination occurs in the following circumstances: 

Direct discrimination

Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic: 

  • in the terms on which the recruitment consultancy offers to provide any of its services.
  • by refusing or deliberately omitting to provide any of its services.
  • in the way it provides any of its services.

Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.

Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic to undertake a job. These provisions are referred to as occupational requirements.

Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e., the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement. 

Indirect discrimination 

Indirect discrimination occurs when a provision, criterion, or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified, it will not amount to discrimination.  

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer. 

If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Gregory-Martin International Limited will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception, or justification. 

Gregory-Martin International Limited will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination. 

Harassment  

Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.

Gregory-Martin International Limited is committed to providing a work environment free from unlawful harassment. 

Gregory-Martin International Limited will ensure that the consultants do not harass any individual.

Examples of prohibited harassment are: 

  1. verbal or written conduct containing derogatory jokes or comments.
  2. slurs or unwanted sexual advances.
  3. visual conduct such as derogatory or sexually orientated posters.
  4. photographs, cartoons, drawings or gestures which some may find offensive.
  5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;
  6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss and offers of employment benefits in return for sexual favours.
  7. retaliation for having reported or threatened to report harassment.

If an individual believes that they have been unlawfully harassed, they should make an immediate   report to Sue Allen or Anne Hartley followed by a written complaint as soon as possible after the incident. The details of the complaint should include:  

  • Details of the incident
  • Name(s) of the individual(s) involved
  • Name(s) of any witness(es)

Gregory-Martin International Limited will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken. 

All employees and workers will be expected to comply with Gregory-Martin International Limited’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action. 

Any individual who Gregory-Martin International Limited finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination. [see Note 1]

Victimisation 

Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination. 

Gregory-Martin International Limited will ensure that the consultants do not victimise any individual.

 

DISABLED PERSONS

Discrimination occurs when a person is treated unfavourably because of their disability. 

In direct discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.

In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants. 

Reasonable adjustments in recruiting could include: 

  • modifying testing and assessment procedures. 
  • meeting the candidate at alternative premises which are more easily accessible. 
  • having flexibility in the timing of interviews. 
  • modifying application procedures and application forms. 
  • providing a reader or interpreter. 

Wherever possible Gregory-Martin International Limited will make reasonable adjustments to hallways, passages, and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances. 

Gregory-Martin International Limited will not discriminate against a disabled person:  

  • in the arrangements i.e., application form, interview or arrangements for selection for determining whom a job should be offered; or
  • in the terms on which employment or engagement of temporary workers is offered; or
  • by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or
  • in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or
  • by subjecting the individual to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

Gregory-Martin International Limited will make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates, and clients.  

 

 

AGE DISCRIMINATION 

Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age.  Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.

A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.

Age group can have various references:

Under 21s

People in their 40s

Adults 

Gregory-Martin International Limited will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age. 

Gregory-Martin International Limited is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. No age requirements will be stated in any job advertisements on behalf of the company. 

If Gregory-Martin International Limited requests age as part of its recruitment process such information will not be used as selection, training, or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition, if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.

Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.

PART-TIME WORKERS

This policy also covers the treatment of those employees and workers who work on a part-time basis, Gregory-Martin International Limited recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Gregory-Martin International Limited also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations. [see Note 2]

 

 

GENDER REASSIGNMENT POLICY 

Gregory-Martin International Limited recognises that any employee or worker may wish to change their gender during their employment with the Company. 

Gregory-Martin International Limited will support any employee or worker through the reassignment.   

Gregory-Martin International Limited will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.  

Where an employee is engaged in work where the gender change imposes genuine problems Gregory-Martin International Limited will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee. 

Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure. [see Note 3


 

COMPLAINTS AND MONITORING PROCEDURES  

Gregory-Martin International Limited has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. Any discrimination complaint will be investigated fully.  [see Note 5]

 

 

Note no.

 

Section

Explanation

Harassment

A person who discriminates or harasses may be personally liable for payment of compensation to the person offended, in addition to any compensation payable by Gregory-Martin International Limited. There is no statutory cap on the amount of compensation which may be awarded in discrimination cases. Under the Criminal Justice Act 1994, harassment became a criminal offence, punishable by a fine of up to £5,000 and/or a prison term of up to 6 months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment are an unlimited fine and/or 5 years imprisonment.

Part-time workers

For further information on the Part Time Workers Regulations 2000, please see the link here: https://www.rec.uk.com/legal_guide/legal-guide/temporary-workers/Parttimeworkers

Gender reassignment

For a practical guide to help employers understand how the law applies, and how to deal with issues when a job applicant or member of staff is a transgender person please see the link here: http://www.equalityhumanrights.com/advice-and-guidance/before-the-equality-act/guidance-for-employers-pre-october-10/guidance-on-recruiting-and-supporting-trans-people/

Recruitment of ex-offenders

To assist you with this requirement the DBS has produce a sample policy statement which can be used or adapted and can included within your company’s equal opportunities policy. A sample policy on the recruitment of ex-offenders is available from: www.gov.uk/dbs.

Complaints and monitoring

You should ensure that you have proper written procedures for complaints together with details of your monitoring and reviewing procedures available with this policy.

 

 

 

Gregory Martin International Ltd – Recruitment Consultants

Centaur House, Ancells Business Park, Ancells Road, Fleet, Hampshire GU51 2UJ

Tel:  +44 (0)1252 710215     

Email:  gmi@gregory-martin.com    Website:  www.gregory-martin.com

Registered in England 2236857 Registered Office as above Licensed by the Department of Employment SE7750