Equal Opportunities

EQUAL OPPORTUNITIES AND DIVERSITY POLICY

1. GENERAL

1.1. Bigfoot Recruitment Ltd embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse a contractor and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.

Bigfoot Recruitment is committed to diversity and will promote diversity for all contractors, workers and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Bigfoot Recruitment will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. Bigfoot Recruitment is committed to providing training for all contractors in equal opportunities practice.

Bigfoot Recruitment shall avoid stipulating any unnecessary requirements which would exclude a higher proportion of a particular gender, sexual orientation, age, religion or racial group or which would exclude disabled candidates; and will avoid prescribing any requirements as to marital or civil partnership status.

1.2. Bigfoot Recruitment shall not discriminate unlawfully when deciding which contractor is submitted for an assignment. Bigfoot Recruitment will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and abilities to perform the relevant duties required by the role.

1.3. Bigfoot Recruitment will not accept instructions from clients that indicate an intention to discriminate unlawfully.

2. DISCRIMINATION

Unlawful discrimination occurs in the following circumstances:

2.1. Direct discrimination

Direct discrimination occurs where one individual treats or would treat another individual less favourably because of sex, sexual orientation, gender reassignment, marital or civil partnership, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs (“the protected categories”).

It is unlawful for the Company to discriminate against a person on the grounds of a protected category:

  • 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 would also occur if Bigfoot Recruitment accepted and acted upon a job request from a customer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified.

2.2. Indirect Discrimination

Indirect discrimination occurs where the Company applies a provision, criterion or practice generally, which disadvantages a minority group in the community on the basis of a protected category.

Indirect discrimination would also occur if an Agency Partner or Bigfoot Recruitment contractor accepted and acted upon an indirectly discriminatory instruction from a client.

If a position requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, Bigfoot Recruitment will not deal further with the position unless the client provides written confirmation of such genuine occupational requirement, exception or justification.

2.3. DISABLED PERSONS

2.3.1. Discrimination

Direct discrimination against a person occurs where, a person is treated less favourably because of disability, either their own disability or because someone they are associated with has a disability.

Indirect discriminations occurs when a practice, criterion or provision which cannot be objectively justified is applied to everyone but results in person with a disability being placed at a disadvantage.

Disability arising from discrimination occurs when a person is treated unfavourably because of something arising in connection with their disability.

2.3.2. Duty to make reasonable adjustments and to provide auxiliary aids and services

This is a similar protection to indirect discrimination in the other protected categories.

Where a provision, criterion or practice applied by or on behalf of a client, or any physical feature of the client’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of a client to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature.

Bigfoot Recruitment will not discriminate against a disabled person on the grounds of disability:

  • in the arrangements ie application form, interview or arrangements for selection for determining to whom a job should be offered; or
  • in the terms on which engagement of contractors is offered; or
  • by refusing to offer, or deliberately not offering the disabled person a contract 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 him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

Bigfoot Recruitment will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of contractors, candidates and clients.

Wherever possible Bigfoot Recruitment will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled contractors. 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.

3. AGE DISCRIMINATION

Bigfoot Recruitment 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 persuade clients to recruit on the basis of competence and skills and not age.

Bigfoot Recruitment is committed to recruiting and retaining contractors 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.

Bigfoot Recruitment will request age as part of its recruitment process but 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 contractors and as part of its equal opportunities monitoring process.

4. PART-TIME WORKERS

This Diversity Policy also covers the treatment of those contractors who work on a part-time basis, Bigfoot Recruitment recognises that it is an essential part of this policy that part time contractors are treated on the same terms, with no detriment, as full time contractors (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. Bigfoot Recruitment also recognises that part time contractors must be treated the same as full time contractors in relation to training and redundancy situations.

5. HARASSMENT POLICY

5.1. Bigfoot Recruitment is committed to providing a work environment free from unlawful harassment on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or any other basis protected by legislation is unlawful and will not be tolerated by Bigfoot Recruitment.

5.2. This policy prohibits unlawful harassment by any contractor of Bigfoot Recruitment.

5.3. Examples of prohibited harassment are:

5.3.1. verbal or written conduct containing derogatory jokes or comments;

5.3.2. slurs or unwanted sexual advances;

5.3.3. visual conduct such as derogatory or sexually orientated posters;

5.3.4. photographs, cartoons, drawings or gestures which some may find offensive;

5.3.5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected category basis;

5.3.6. 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;

5.3.7. Retaliation for having reported or threatened to report harassment.

5.4. If you believe that you have been unlawfully harassed, you should make an immediate report to Matthew Beresford followed by a written complaint as soon as possible after the incident. Your complaint should include:

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

5.5. Bigfoot Recruitment will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment has occurred, remedial action will be taken.

5.6. Any contractor(s) who Bigfoot Recruitment finds to be responsible for unlawful harassment will be subject to the termination of contract procedure. [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 Bigfoot Recruitment. 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.]

6. GENDER REASSIGNMENT POLICY

6.1. Bigfoot Recruitment recognises that any contractor may wish to change their gender during the course of their contract with the Company.

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6.2. Bigfoot Recruitment will support any contractor through the reassignment.

6.3. Bigfoot Recruitment will make every effort to try to protect a contractor who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.

6.4. All contractors will be expected to comply with Bigfoot Recruitment’s policy on harassment in the workplace. Any breach of such a policy will lead to the termination of contract process.

6.5. Where a contractor is engaged in work where the gender change imposes genuine problems Bigfoot Recruitment will make every effort to reassign the contractor to an alternative role in the Company, if so desired by the contractor.

6.6. Any contractor suffering discrimination on the grounds of gender reassignment should make recourse to the Company’s grievance procedure.

7. COMPLAINTS AND MONITORING PROCEDURES

7.1. Bigfoot Recruitment has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Matthew Beresford and will be made available immediately upon request.

7.2. Any discrimination complaint will be investigated fully refusing or deliberately omitting to provide any of its services;

  • in the way it provides any of its services.

Direct discrimination would also occur if Bigfoot Recruitment accepted and acted upon a job request from a customer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified.

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