121 Recruitment Services: Equal Opportunities Policy

Purpose and Scope
The purpose of this Equal Opportunities Policy is to communicate 121 Recruitment Services Ltd’s commitment to equality of opportunity in employment. The aim is to ensure that all employees and job applicants are treated fairly and equally, supporting the Company's objective of providing a working environment free from all forms of discrimination.

This policy applies to all staff within 121 Recruitment Services, including employees and other workers such as agency workers, temporary workers, and contractors. All staff are expected to put this policy into practice and to support the values outlined within it.

A copy of this policy will be distributed to all employees and will be made available to other workers on their engagement. Jobseekers will also be sent a copy of this policy on request.

Any questions about the policy should be directed to the designated team member, Louise Humphrey.

This policy does not form part of employees' contracts of employment, and the Company reserves the right to amend it at any time. The policy will be regularly reviewed and may be updated as necessary.

Policy Statement
121 Recruitment Services is fully committed to providing equality in the workplace. We believe that all opportunities for and during employment should be afforded to individuals fairly, irrespective of age, disability, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, race (including color, ethnic or national origins, and nationality), religion or belief, or sexual orientation. These are known as the "protected characteristics." We aim to create a working environment that is free from discrimination and harassment in any form, where all staff, candidates, customers, and suppliers are treated with dignity and respect.

The Company will not unlawfully discriminate in the arrangements made for recruitment and selection, nor in the opportunities provided for employment, training, or other benefits. All decisions regarding employment will be made fairly and objectively. We aim to apply our working practices in a way that ensures fairness and consistency, and, where necessary, we will take reasonable steps to avoid or overcome any particular disadvantage that may affect individuals with protected characteristics. Our recruitment services will also seek to promote equality and diversity across all staffing levels.

Specific Responsibilities
The Company has overall responsibility for the effective operation of this policy and for ensuring compliance with the Equality Act 2010 and other associated legislation. Management is responsible for monitoring and reviewing the policy, ensuring that all employment-related policies, procedures, and practices adhere to the guidelines set forth in this policy.

All staff members have a responsibility not to discriminate against or harass other staff, candidates, clients, customers, and suppliers. They should also report any such behavior to Management as soon as possible. Managers and supervisors are responsible for implementing this Equal Opportunities Policy and ensuring that it is applied consistently as part of the day-to-day management of 121 Recruitment Services. Managers and supervisors will receive specific training to support the effective implementation of this policy.

Forms of Discrimination
The following are forms of discrimination that this policy aims to avoid:

Direct Discrimination – This occurs when a person is treated less favorably because of a protected characteristic they either have or are perceived to have. Direct discrimination may also occur by association, where a person is treated less favorably because their spouse, partner, or relative has a protected characteristic.
Indirect Discrimination – This occurs when a provision, criterion, or practice is applied equally to everyone but has a disproportionately adverse effect on people who share a particular protected characteristic. If someone with a protected characteristic is disadvantaged by this, they have the right to complain. To be justified, the practice must be necessary for legitimate business reasons, and no less discriminatory alternatives should be available.
Victimisation – This occurs when a person is treated unfavorably because they have raised a complaint under this policy or taken legal action regarding any alleged act of unlawful discrimination. Victimisation can also happen if a person has supported someone else in taking action regarding discrimination.
Harassment – Harassment involves unwanted conduct that violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. This behavior may involve inappropriate actions, behavior, comments, emails, or physical contact that causes offense or is objectionable. Harassment may occur through a single incident or persistent behavior over time. Even if the behavior was not intended to cause offense, it can still constitute harassment if the individual finds it unpleasant or intimidating.
Discrimination Arising from Disability – It is unlawful to treat a person unfavorably because of something that is the result, effect, or outcome of their disability, unless such treatment is necessary and objectively justified. Employers have a duty to make reasonable adjustments to ensure that disabled applicants, employees, or other workers are not substantially disadvantaged by the recruitment services or working environment.

Creating Equal Opportunities in the Workplace
121 Recruitment Services Ltd ensures equal opportunities in the workplace by implementing various practices:

1. Recruitment and Selection
Recruitment procedures within 121 Recruitment Services will be free from bias or discrimination. Recruitment decisions will be based on reasonable, job-related criteria and will be objective. The goal is to ensure that recruitment decisions regarding an individual's suitability for a role are based on merit, aptitude, and ability. We will also consider making appropriate reasonable adjustments to the recruitment process to accommodate disabled applicants and ensure they are not disadvantaged.
Wherever possible, 121 Recruitment Services will promote flexible working options, encouraging applications from individuals seeking part-time or job-share positions. We will also encourage applications from underrepresented groups by considering taking appropriate positive action to enable candidates from these groups to apply.

2. Career Development and Training
All staff will be given appropriate induction training to ensure they can fulfil their role effectively. Employees will also be encouraged to develop their potential through ongoing performance management and career development opportunities. These opportunities will be identified and provided based on objective criteria and available resources. Selection for promotions will be based on merit and objective decisions, ensuring fairness throughout the process.

3. Terms and Conditions
The Company applies fair terms and conditions for all employees. Pay and benefits are based on objective criteria and are designed to reward employees fairly for their contributions. Any staff benefits or facilities will be available to all employees who meet the criteria for accessing them.

4. Employment Policies and Practices
The Company ensures that all employment policies and practices do not indirectly or directly discriminate. Disciplinary decisions and redundancy selections will be made based on objective criteria, ensuring fairness. 121 Recruitment Services will also consider reasonable adjustments to the working environment for disabled staff to ensure they are not disadvantaged.

5. Working Environment
All staff are entitled to be treated with dignity and respect. 121 Recruitment Services takes reasonable steps to protect staff from discrimination, harassment, or bullying, and when incidents occur, we take appropriate action to prevent recurrence. Employees are encouraged to report any unacceptable behavior that may happen on or off the job, including during social events.

Equal Opportunities Monitoring
The Company will monitor the effectiveness of this policy to ensure its objectives are met. This monitoring will include:

The composition of job applicants and the decisions made in recruitment.
The composition of the workforce.
Access to training, promotion, and other opportunities.
The impact of employment policies, including disciplinary and grievance procedures, on employees.
Dismissals and other terminations.
Any information collected during this monitoring process will be confidential and will only be used to assess the policy's effectiveness.

Raising a Complaint of Discrimination
If you believe you have been discriminated against, you should raise the issue through the Company’s Grievance Procedure, which can be found in your Employment Contract.

Any employee found to have committed discrimination or violated this policy in any other way will face disciplinary action, up to and including dismissal. Non-employees may face appropriate action, such as termination of contracts or agreements. The Company will also take any malicious or unwarranted allegations of discrimination seriously and will act appropriately, whether through disciplinary action or otherwise.

By ensuring fairness, equity, and respect for diversity, 121 Recruitment Services Ltd remains committed to providing equal opportunities for all individuals involved in our recruitment services, workforce, and partnerships.