Equality and Diversity Policy

Equality and Diversity Policy
1. Introduction
a. Society is committed to advancing equality and diversity as key features within all its
activities, as it believes this to be ethically right and socially responsible. Equality and
diversity are essential factors that contribute to the strengths and future success of the
company and its clients.
d. Society’s Equality and Diversity Policy provides for a company-wide strategic and
integrated approach to equality and diversity, both internally and throughout our executive
search and recruitment process.
e. As a baseline, we will obviously comply with all equality and diversity-related legislation
within the countries where we operate (currently the United Kingdom and the United
States of America), however we believe in also going above and beyond these
requirements, for example through our adoption of the Voluntary Code of Conduct for
Executive Search Firms.
2. Employees
a. Society believes that excellence will be achieved through recognising the value of every
individual. We aim to create an environment that respects the diversity of staff and
enables them to achieve their full potential: to contribute fully, and to derive maximum
benefit and enjoyment from their involvement in the life of the company.
b. To this end, Society acknowledges the following basic rights for all members and
prospective members of its community:
i. to be treated with respect and dignity;
ii.
iii.
to be treated fairly with regard to all procedures, assessments and choices;
to receive encouragement to reach their full potential.
c. These rights carry with them responsibilities and Society requires all members of the
community to recognise these rights and to act in accordance with them in all dealings
with fellow members of the company. The company will comply with all relevant
legislation and good practice.
d. No individual will be unjustifiably discriminated against. This includes on the basis of age,
disability, gender reassignment, marital or civil partner status, pregnancy or maternity,
race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual
orientation (the protected characteristics).
e. Attention is drawn to the company’s separate Anti-Harassment and Bullying Policy.
3. Forms of discrimination
a. The following are examples of discrimination that are against our policy.
i. Direct discrimination occurs where someone is treated less favourably because
of one or more of the protected characteristics set out above. This includes
discrimination by association or perception. For example, members of staff must
not treat colleagues less favourably because they perceive them to be disabled
(even if they are not), or because they are associated with a person who has a
particular protected characteristic (say, a partner with a different nationality).
ii.
Indirect discrimination occurs where someone is disadvantaged by an unjustified
rule or practice that applies to all members of stuff, but which puts people with the
same protected characteristic at a particular disadvantage.
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iii.
iv.
Harassment related to any of the protected characteristics is prohibited.
Harassment is dealt with further in the Anti-Harassment and Bullying Policy.
Victimisation is also prohibited. This is less favourable treatment of someone who
has complained or given information about discrimination or harassment, or
supported someone else’s complaint, or disclosed his/her pay to a colleague for
the purposes of that person seeking to establish whether there is a connection
between pay and having/not having a protected characteristic.
4. Responsibility and Implementation
a. The Directors of Society have overall responsibility for ensuring that the company
operates within a framework of equality of opportunity.
b. All managers and others in charge of groups of staff are responsible for ensuring that
discrimination (including harassment) does not occur in their work area. In particular,
managers must ensure that:
i. they fully understand the Equity and Diversity Policy and Anti-Harassment and
Bullying Policy and are able to offer advice on them, if asked to do so;
ii.
iii.
iv.
their teams are aware of and understand the Equity and Diversity Policy and Anti-
Harassment and Bullying Policy;
their teams’ work environments are free of visual harassment;
they are alert to physical and verbal harassment or discrimination in their work
areas and deal with it immediately, whether or not it is brought formally to their
attention;
v. they are supportive of individuals who state that they have been harassed or
discriminated against; and
vi.
they maintain confidentiality in all cases of harassment or discrimination.
c. Society recognises that all of its staff have a personal duty to support and uphold the
principles contained in its Equality and Diversity Policy and supporting policies. The
commitment of all members of the company is required to make the policy a success.
Members of staff should notify their line manager of any incidents of which they become
aware which they consider might be in breach of this policy.
5. Communication
a. The Equality and Diversity Policy is available to all staff of the company, on the company
hard drive and in hard copy as required. If alternative formats of the Policy are required
(eg. braille), please contact the Managing Director.
b. Managers may, from time to time, supplement approved company policy with codes of
practice or guidelines on behaviour and these will be disseminated to the relevant
members of staff.
6. Complaints
Any complaint will be taken seriously and dealt with in a timely and sensitive manner, in
accordance with the appropriate grievance and disciplinary procedure. Copies of the staff
Grievance Procedure are in the Staff Handbook and on the company hard drive. Staff
who make such allegations in good faith will not be victimised or treated less favourably
as a result. If any employee is found to have committed an act of discrimination or
harassment, he/she will be subject to disciplinary action under the Disciplinary
Procedure. Such behaviour may constitute gross misconduct and, as such, may result in
the immediate termination of your employment without notice. Society takes a very strict
approach to serious breaches of this policy.
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7. Executive Search and Recruitment Process
a. In the course of our work we are required to advise organisations on the recruitment of
senior-level staff to their organisations. We will always fall into line with our clients’
policies on equal opportunities throughout the process, including the monitoring of data in
application and selection processes and providing reports to clients on this information.
b. Society undertakes to advise clients on equal opportunities throughout their selection
process and to monitor the process from an equal opportunities perspective.
c. Where a client does not have an equal opportunities policy in place, we will observe the
same policies as would apply within our own organisation.
8. Commitments
a. In order to promote and maintain this code of good practice, Society will:
i. subject its policies to continuous assessment, taking into account any new
legislation affecting equal opportunities in the workplace;
ii.
iii.
iv.
monitor the recruitment and progress of all colleagues;
ensure that all applicants for employment are treated fairly and that selection is
based solely on the individual’s abilities and qualifications. In particular, the
selection criteria, selection methods and interview process used will be carried
out consistently for all jobs;
monitor the recruitment through our work of candidates into client firms, paying
particular attention to the recruitment of ethnic minorities, women, disabled and
LGBT candidates;
v. when considering candidates for promotion, general ability will be the main
requirement and no-one will be discriminated against because of any of the
protected characteristics;
vi.
vii.
viii.
ix.
not discriminate on the basis of any protected characteristics in respect of the
general terms and conditions of employment, employee facilities and benefits;
ensure that the Disciplinary Procedure and any penalty is applied without
discrimination, whether this results in warnings, dismissal or other action;
promote an inclusive culture within Society through both policies and training;
publicise this policy as widely as possible throughout the firm, and take positive
action wherever necessary or possible to support the aims of this policy.
9. Colleagues with Disabilities
Society encourages all members of staff who are disabled, or who become disabled, to
tell us, so that we can provide appropriate support. If any member of staff experiences
difficulties at work because of a disability he/she should inform his/her line manager in
the first instance to discuss any reasonable adjustments that would help overcome or
minimise the difficulty. We will consider the matter carefully and will try to accommodate
employees’ needs within reason. If we consider that a particular adjustment would not be
reasonable, we will explain the reasons for this and try to find an alternative solution
where possible.
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