Equality, Diversity and Inclusion Policy<\/h2>\n
\n OK Recruitment Consultancy Ltd is committed to encouraging equality,\n diversity and inclusion among our workforce and eliminating unlawful\n discrimination.\n <\/p>\n
\n The aim is for our workforce to be truly representative of all sections of\n society and our customers and for each employee to feel respected and able\n to give their best.\n <\/p>\n
\n Our company is also committed against unlawful discrimination of customers\n or the public.\n <\/p>\n
The policy\u2019s purpose is to:<\/p>\n
\n
\n Provide equality, fairness and respect for all in our employment,\n whether temporary, part-time or full-time;\n <\/li>\n
\n Not unlawfully discriminate because the Equality Act 2010 protected\n characteristics of age, disability, gender reassignment, marriage and\n civil partnership, pregnancy and maternity, race (including colour,\n nationality, and ethnic or national origin), religion or belief, sex and\n sexual orientation;\n <\/li>\n
\n Oppose and avoid all forms of unlawful discrimination. This includes pay\n and benefits, terms and conditions of employment, dealing with\n grievances and discipline, dismissal, redundancy, leave for parents,\n requests for flexible working, and selection for employment, promotion,\n training or other developmental opportunities.\n <\/li>\n <\/ul>\n
Our company commits to:<\/p>\n
\n Encourage equality, diversity and inclusion in the workplace as they are\n good practices and make business sense.\n <\/p>\n
\n Create a working environment free of bullying, harassment, victimisation\n and unlawful discrimination, promoting dignity and respect for all, where\n individual differences and the contributions of all staff are recognised\n and valued. This commitment includes training managers and all other\n employees about their rights and responsibilities under the equality,\n diversity and inclusion policy. Responsibilities include staff conducting\n themselves to help the organisation provide equal opportunities in\n employment, and prevent bullying, harassment, victimisation and unlawful\n discrimination. All staff should understand they, as well as their\n employer, can be held liable for acts of bullying, harassment,\n victimisation and unlawful discrimination, in the course of their\n employment, against fellow employees, customers, suppliers and the public.\n <\/p>\n
\n Take complaints of bullying, harassment, victimisation and unlawful\n discrimination by fellow employees, customers, suppliers, visitors, the\n public and any others seriously in the course of the organisation\u2019s work\n activities. Such acts will be dealt with as misconduct under the\n organisation\u2019s grievance and\/or disciplinary procedures, and appropriate\n action will be taken. Severe complaints could amount to gross misconduct\n and lead to dismissal without notice. Further, sexual harassment may\n amount to both an employment rights matter and a criminal matter, such as\n sexual assault allegations. In addition, harassment under the Protection\n from Harassment Act 1997 \u2013 not limited to circumstances where harassment\n relates to a protected characteristic \u2013 is a criminal offence.\n <\/p>\n
\n Make opportunities for training, development and progress available to all\n staff, who will be helped and encouraged to develop their full potential,\n so their talents and resources can be fully utilised to maximise the\n organisation\u2019s efficiency.\n <\/p>\n
\n Decisions concerning staff are based on merit (apart from any necessary\n and limited exemptions and exceptions allowed under the Equality Act).\n Review employment practices and procedures when necessary to ensure\n fairness, and also update them and the policy to take account of changes\n in the law.\n <\/p>\n
\n Monitor the make-up of the workforce regarding information such as age,\n sex, ethnic background, sexual orientation, religion or belief, and\n disability in encouraging equality, diversity and inclusion and meeting\n the aims and commitments set out in the equality, diversity and inclusion\n policy.\n <\/p>\n
\n Monitoring will also include assessing how the equality, diversity and\n inclusion policy, and any supporting action plan, are working in practice,\n reviewing them annually, and considering and taking action to address any\n issues.\n <\/p>\n
\n The equality, diversity and inclusion policy is fully supported by OK\n Recruitment Consultancy Ltd\u2019 senior management and has been agreed upon\n with all employees and HR.\n <\/p>\n
\n Details of the organisation\u2019s grievance and disciplinary policies and\n procedures can be found in Worker Handbook. This includes with whom an\n employee should raise a grievance \u2013 usually their line manager.\n <\/p>\n
\n Use of the organisation\u2019s grievance and\/or disciplinary procedures does\n not affect an employee\u2019s right to claim an employment tribunal within\n three months of the alleged discrimination.\n <\/p>\n
Last Updated: January 2025<\/em><\/p>\n <\/body>\n<\/html>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"
Equality, Diversity and Inclusion Policy OK Recruitment Consultancy Ltd is committed to encouraging equality, diversity and inclusion among our workforce and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers and for each employee to feel respected and able to give their best. […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-1517","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/pages\/1517","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/comments?post=1517"}],"version-history":[{"count":4,"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/pages\/1517\/revisions"}],"predecessor-version":[{"id":1522,"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/pages\/1517\/revisions\/1522"}],"wp:attachment":[{"href":"https:\/\/okrecruitmentconsultancy.co.uk\/index.php\/wp-json\/wp\/v2\/media?parent=1517"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}