Equal Opportunities & Harassment Policy

Policy Statement

i2i Recruitment is dedicated to promoting equality and ensuring that all employees, job applicants, clients, customers, and suppliers are treated equally and fairly. Our commitment extends to preventing discrimination on any grounds, including those outlined as protected characteristics by law.

Principles of Equality

We strictly prohibit unlawful discrimination based on the following protected characteristics:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Discrimination may manifest in various forms:

• Direct Discrimination: Treating someone less favourably due to a protected characteristic.
• Indirect Discrimination: Policies or practices that disadvantage individuals with a particular protected characteristic unless justified by business necessity.
• Associative Discrimination: Discriminating against someone because of their association with a person who has a protected characteristic.
• Discrimination by Perception: Discriminating against someone based on the perception that they possess a protected characteristic, regardless of whether the perception is accurate.

Commitment to Fair Treatment

i2i Recruitment ensures that all aspects of employment, including recruitment, training, development, and promotion, are conducted based on merit and ability. All employees are responsible for upholding this policy in their interactions with colleagues, applicants, clients, and others.

Responsibilities

The practical implementation of this policy is a shared responsibility, particularly for managers and supervisors involved in hiring, promotion, and training processes. Employees are encouraged to utilise the company’s grievance procedure if they believe they have experienced discrimination or harassment. Complaints will be handled confidentially, seriously, and promptly, without fear of victimisation.

Disciplinary Action

Unlawful discrimination or serious harassment can result in disciplinary action, including potential dismissal. False accusations made in bad faith are also subject to disciplinary measures.

Monitoring and Review

The company will regularly review its policies and practices to ensure compliance with equal opportunity principles.

Equal Opportunities Code of Practice

Policy Application

i2i Recruitment’s equal opportunities policy aims to fully utilise the talents of all employees and create a productive, inclusive work environment. This code outlines the practical application of the policy.

Focus Areas

Equality of opportunity is particularly emphasised in the following areas:

• Recruitment and Selection
• Promotion, Transfer, and Training
• Terms of Employment, Benefits, Facilities, and Services
• Grievance and Disciplinary Procedures
• Dismissals and Redundancies

Recruitment and Selection

• Candidates are assessed based on their ability to perform the job.
• No assumptions should be made about certain types of people performing specific work.
• Job qualifications must be justified based on the job’s needs.
• Recruitment by word of mouth should be avoided to ensure broad applicant reach.
• Selection tests should align with job requirements and be reviewed for relevance and fairness.
• All applicants should be treated equally, with documentation of interview processes.
• Reasonable adjustments should be made to accommodate disabled candidates.

Promotion, Transfer, and Training

• Assessment criteria and appraisal systems should not discriminate unlawfully.
• Promotion and training opportunities must be monitored for fairness.
• Traditional requirements such as length of service must be justified.
• Policies should avoid bias and ensure equal access to training and development.

Terms of Employment, Benefits, Facilities, and Services

• Employment terms and benefits must be free from discrimination.
• Part-time workers should receive equivalent benefits to full-time workers, pro-rata.
• Reasonable adjustments should be made for disabled workers to ensure fair access to employment terms and benefits.

Grievances, Disciplinary Procedures, Dismissals, and Redundancies

• Employees raising grievances in good faith are protected from victimization.
• Disciplinary actions, dismissals, and redundancies must not be discriminatory.

Harassment Policy

Policy Statement

i2i Recruitment maintains a zero-tolerance policy towards harassment, ensuring a respectful work environment. Harassment will result in disciplinary action, potentially leading to dismissal.

Definition of Harassment

Harassment involves unwelcome conduct that is offensive to the recipient and can be based on:

• Sex
• Disability
• Gender reassignment
• Race
• Religion or belief
• Sexual orientation

Forms of harassment may include physical contact, offensive language, inappropriate jokes, and exclusionary behaviours. Harassment is unlawful and can lead to legal consequences.