Diversity Policy

How To Job embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities. We will further develop our business culture to encourage, value and manage that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own equality and diversity targets.

We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.


How To Job does not discriminate against its employees on the basis of their gender, sexual orientation, marital or civil partner status, gender identity, race, colour, nationality, ethnic or national origin, religion or belief, pregnancy, disability or age (the protected characteristics).
This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.


The Directors are responsible for this policy and any necessary training on equal opportunities. Managers must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities.
This policy covers all employees, officers, consultants, contractors, casual and agency workers. It does not form part of your contract of employment and we may amend it at any time.
 

What is discrimination?

You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, candidates, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with clients, candidates, suppliers or other work-related contacts), and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:

  • Direct discrimination: treating someone less      favourably because of a protected characteristic. For example, rejecting a      job applicant because of their race, gender or age because they would not      ‘fit in’ would be direct discrimination.
  • Indirect discrimination: a provision,      criterion or practice that applies to everyone but adversely affects      people with a particular protected characteristic more than others, and is      not justified.
  • Harassment: this includes sexual harassment      and other unwanted conduct related to a protected characteristic, which      has the purpose or effect of violating someone’s dignity or creating an      intimidating, hostile, degrading, humiliating or offensive environment for      them. Harassment is dealt with further in our Anti-harassment and Bullying      Policy.
  • Victimisation: retaliation against someone who      has complained or has supported someone else’s complaint about      discrimination or harassment.
  • Disability discrimination: this includes      direct and indirect discrimination, any unjustified less favourable      treatment because of the effects of a disability, and failure to make      reasonable adjustments to alleviate disadvantages caused by a      disability.Direct discrimination can also be committed where the treatment      is “because of” a protected characteristic the individual is      perceived to have or because of the characteristic of another person, such      as someone with whom the claimant associates (e.g. discrimination against      a colleague because he/she has a disabled child or because you perceive      that individual has a particular sexual orientation or gender preference).

How will this policy be implemented?

  • Advertising – Job advertisements should avoid      stereotyping or using wording that may discourage particular groups from      applying.
  • Monitoring – to ensure the policy is working      effectively with respect to recruitment and selection the Company may      monitor job applicants’ racial group, gender, disability, and age as part      of the recruitment procedure. Provision of this information is voluntary      and will not adversely affect an individual’s chances of recruitment or      any other decision related to their employment. We will maintain records      of this data (in an anonymised format) as part of the HR system solely for      the purposes stated in this policy.
  • Recruitment and selection – we aim to recruit      the best person for the job. Candidates will be sourced and the      interviewing processes will be conducted fairly, objectively and without      bias.
  • Questions about health and disability –      Applicants should not be asked about health or disability before a job      offer is made. There are limited exceptions, for example where questions      are necessary to establish if an applicant can perform an intrinsic part      of the job (subject to reasonable adjustments) or to establish if an      applicant is fit to attend an assessment or needs adjustments to be made      during the interview process. If in doubt seek advice before relying on an      exception.
  • Terms and conditions of employment – our      conditions of service, benefits and facilities are reviewed regularly to      ensure that they are available to all employees who should have access to      them and that there are no unlawful obstacles to accessing them.
  • Promotion and career development – we seek to      give all employees the opportunity for planned training and development.      Career progression decisions will be made on the basis of merit and      capability.
  • Grievance and disciplinary policies – we aim      to apply these policies consistently to all employees, any individual      differences that could lead to misunderstanding in considering incidents      under these policies will be recognised.
  • Disability – the requirements of candidates      and employees who are disabled or develop a disability (as defined under      the relevant legislation) will be reviewed to ensure that whenever      possible reasonable adjustments are made to enable them to enter into or      remain in employment with Barclay Simpson. Promotion opportunities,      benefits and facilities for disabled employees will not be unreasonably      limited and every reasonable effort will be made to ensure that disabled      employees participate fully in the workplace. Where there are      circumstances which mean that it will not be reasonable for us to      accommodate suggested adjustments we will explain our reasons and try and      find an alternative solution where possible.
  • Part-time workers – we will monitor the      conditions of service of part-time employees and their progression within      the Company to ensure that they are being offered appropriate access to      benefits, training and promotion opportunities.
  • Requests to alter working hours will be given      serious consideration by the Company.
  • Training – training and resources will be      provided to enable managers, supervisors and other employees to implement      and uphold the provisions of this policy.

     

What happens if this policy is breached?

  • If you believe that you have been discriminated      against, or you have witnessed behaviour, which you believe amounts to      discrimination; you should first bring this to the attention of your line      manager or the HR Manager. You may also raise the matter through the      grievance procedure.
  • If you believe that you may have been harassed      related to a protected characteristic you should consult the Anti-      Harassment & Bullying Policy on the intranet.
  • Anyone who makes such an allegation in good      faith will not be treated less favourably or victimised as a result. False      allegations of a breach of this policy which are found to have been made      in bad faith will be dealt with under our
        disciplinary procedure.
  • Any employee who is found to have committed an      act of discrimination or harassment will be subject to disciplinary      action. Such behaviour may constitute gross misconduct and may result in      summary dismissal. The Company will always take a strict approach to      serious breaches of this policy.
  • This policy will be monitored and reviewed at      least every 2 years or following changes in relevant legislation.