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Diversity

Diversity/Disability Policy

1. GENERAL

1.1 Dutton Recruitment Limited 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 mediums in which we recruit to ensure as diverse as possible employee and candidate base. We will strive to make sure that our clients meet their own diversity targets.

1.2 Dutton Recruitment Limited is committed to diversity and will promote diversity for all employees, 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. Dutton Recruitment Limited will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, martial 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. Dutton Recruitment Limited is committed to providing training for its entire staff in equal opportunities practise.

1.3 Dutton Recruitment Limited shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Dutton Recruitment Limited will ensure that each candidate is assessed only in accordance with the candidate's merits, qualifications and abilities to perform the relevant duties requires by the particular vacancy.

1.4 Dutton Recruitment Limited 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 on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership, status, disability, colour, race, nationality, ethnic, or national origin, religion, or belief, political beliefs ("the protected categories").

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds that they are members 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 a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable because they are members of a protected category, unless one of the exceptions applies, for instances, the job demands a genuine occupational requirement.
 

2.2 Indirect Discrimination

A claim of indirect discrimination arises when an employer applies a provision, criterion or practice generally, but which is such that a proportion of persons in a protected category who can comply with it are considerably smaller than the proportion of persons who are not in that protected category.

Indirect discrimination would also occur if a recruitment consultancy accepted and acted upon an indirectly discriminatory instruction from an employer.

If the vacancy falls within the definition of a genuine occupational requirement or any other statutory exception Dutton Recruitment Limited will not deal further with the vacancy unless the client provides written confirmation of the genuine occupational requirement.

2.3 DISABLED PERSONS

2.3.1 Direct Discrimination

Direct discrimination against a person occurs where, if for a person which relates to the disabled person's disability, an individual:

- treats him less favourably than he treats, or would treat others t whom that reason does not or would not apply, and.

- the employer cannot show that the treatment in question is justified,

OR

- If on the ground of a disabled person less favourably than he treats or would treat a person not having that particular disability, whose relevant circumstances, including his abilities, are the same as, or not materially different from, those of the disabled person. This type of direct discrimination can never be justified.

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

Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter.

Dutton Recruitment Limited will not discriminate against job applicants or employees on the grounds of disability -

- in the arrangements i.e. application form, interview and arrangements for selection for determining to whom a job should be offered; or

- in the terms on which employment or engagement of temporary workers is offered; or

- by refusing to offer, or deliberately not offering the disabled person a job 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 and her any such opportunity; or

- by subjecting him or her to any other detriment (detriment will include refusal of training, transfer, demotion reduction of wage, or harassment).

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

Wherever possible, Dutton Recruitment Limited will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers, however, this may not always be feasible.

3. AGE DISCRIMINATION

Dutton Recruitment Limited 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.

Dutton Recruitment Limited is committed to recruiting and retraining employes 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.

Dutton Recruitment Limited will request age as part of its recruitment process but such as 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 employees and workers and as part of its equal opportunities monitoring process.