Equality and diversity at Gotcha Recruitment
In our own working environment, we are continually developing our understanding of, and approach to, sustaining an inclusive working environment. We are committed to promoting diversity and inclusion clearly and visibly, ensuring that every person is respected and valued not only for their own contribution as an individual but to Gotcha Recruitment too.
Gotcha Recruitment seek to create the conditions whereby employees, employers, applicants, suppliers, partners and associates are treated solely on the basis of their merits, abilities and potential regardless of “protected characteristics” that include:
- age;
- disability;
- gender reassignment;
- marriage and civil partnership;
- pregnancy and maternity;
- race;
- religion or belief;
- sex;
- sexual orientation
Procedures and Practices
- We have a “No Tolerance” stance towards any acts of unlawful or unfair discrimination in our employment practices or our talent resourcing services.
Further detail can be seen in Note 1
- We have procedures in place for roles within Gotcha Recruitment that are open and accessible based upon aptitude and ability to all that are eligible.
- We support applicants that are sometimes not represented fully and help them to realise their true potential.
Training
- We offer training and encourage the promotion of equality and diversity within Gotcha Recruitment.
- We have built diversity and inclusion content into all training programmes and ensure this is kept up-to-date.
Resources
- Regular updates are provided to employees regarding equality and diversity issues.
- We are also working with outside resources to ensure greater emphasis is placed on ensuring a wider representation of candidates from racial and ethnic minorities and regardless of their sexual orientation or gender identity.
- We want all our potential suppliers to understand how important diversity & inclusion is to Gotcha Recruitment, so we will take into consideration suppliers who can demonstrate that they hold diversity, equality & inclusion in similar regard.
Assessment
Our current monitoring data shows that Gotcha Recruitment consistently attracts an equal gender split and that we place an equal number of male and female candidates. This confidential information is stored separately from our talent management database and provides quantifiable data.
By analysing this important data we are able to review our internal policies and procedures, for example attraction, retention and career progression, ensuring compliance with both our legal obligations and also our company goals. This information is collated and processed separately from the recruitment database so it can play no part in influencing the recruitment process. This means we can see the diversity mix of those applying for roles, as against those shortlisted and eventually placed, without knowing the actual identity of the individuals concerned.
Gotcha Recruitment store and process all data in line with the Data Protection Act 1998. The statistics generated from our surveys are used with the sole purpose of regularly monitoring the diversity of our candidates and employees as well as ensuring consistent and equal opportunity at all levels. With this ongoing review, we are able to make amendments to this policy from time to time and take appreciate steps that will allow us to improve our recruitment process.
This policy applies to all employees (full or part time) on a fixed term contract or employed under another contract of service. It is should be read, understood and compiled to at all times both within the workplace and outside (for example when attending meetings etc.) You will be asked to sign this policy when undertaking your Gotcha Recruitment induction.
NOTE 1:
The main types of discrimination are as follows:
1) Direct discrimination
Direct discrimination is when one person is treated differently and worse than another because of a protected characteristic as detailed in this policy.
Other types of direct discrimination are:
- Associative discrimination
This discrimination is based upon an individual’s association with another person belonging to a relevant protected group. An example, an employee was offered a promotion at work, having learnt about a family member being disabled, the manager withdraws the offer. The employee has been discriminated against because of a family member’s disabled.
- Perceptive discrimination
This discrimination based upon a perception that an individual is a member of a relevant protected group. An example, where an employer believes an employee is gay, of a particular race, treats him or her less favourably as a result.
2) Indirect discrimination
Indirect discrimination is based upon a practice, policy or rule which applies to everyone in the same way. If something only applies to some people who all have the same protected characteristic, it would be direct discrimination. An example, if an employer decided that only UK qualifications would be considered for applicants applying for a new position. So applicants who have gained abroad and outside the UK may be at a particular disadvantage.
3) Victimisation
Victimisation is when someone is treated badly, because a complaint about discrimination has been shared. The employee is disadvantaged of some sort or could be considered to be in a worse position than previously. An example, if an employee made a complaint of sex discrimination and the employer denied promotion.
4) Harassment
Harassment is “unwanted conduct related to a relevant 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.” Examples such as, spoken or written words or abusive and offensive emails, tweets or comments on social networking sites.
