Equal Opportunities & Diversity Policy
Allied Resource Recruitment Ltd embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.
Allied Resource Recruitment Ltd is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. Allied Resource Recruitment Ltd will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual's membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Allied Resource Recruitment Ltd is committed to providing training for its entire staff in equal opportunities and diversity. Allied Resource Recruitment Ltd will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.
Allied Resource Recruitment Ltd will 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. Allied Resource Recruitment Ltd will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.
Under the Act unlawful discrimination occurs in the following circumstances:
Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:
· 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 can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job. These provisions are referred to as occupational requirements.
Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.
Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Allied Resource Recruitment Ltd will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.
Allied Resource Recruitment Ltd will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.
Under the Act, harassment is defined as unwanted conduct that relates to a 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. This includes unwanted conduct of
a sexual nature.
Allied Resource Recruitment Ltd is committed to providing a work environment free from unlawful harassment.
Allied Resource Recruitment Ltd will ensure that the consultants do not harass any individual.
Examples of prohibited harassment are:
1. verbal or written conduct containing derogatory jokes or comments;
2. slurs or unwanted sexual advances;
3. visual conduct such as derogatory or sexually orientated posters;
4. photographs, cartoons, drawings or gestures which some may find offensive;
5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;
6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;
7. retaliation for having reported or threatened to report harassment.
If an individual believes that they have been unlawfully harassed, they should make an immediate report to Ryan Derry followed by a written complaint as soon as possible after the incident. The details of the complaint should include:
· Details of the incident
· Name(s) of the individual(s) involved
· Name(s) of any witness(es)
Allied Resource Recruitment Ltd will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
All employees and workers will be expected to comply with Allied Resource Recruitment Ltd’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.
Any individual who Allied Resource Recruitment Ltd finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.
Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.
Allied Resource Recruitment Ltd will ensure that the consultants do not victimise any individual.
Discrimination occurs when a person is treated unfavourably as a result of their disability.
In direct discrimination occurs where a provision, criterion or practice is 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.
In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants.
Reasonable adjustments in recruiting could include:
· modifying testing and assessment procedures;
· meeting the candidate at alternative premises which are more easily accessible;
· having flexibility in the timing of interviews;
· modifying application procedures and application forms;
· providing a reader or interpreter.
Wherever possible Allied Resource Recruitment Ltd 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, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.
Allied Resource Recruitment Ltd will not discriminate against a disabled person:
· in the arrangements i.e. application form, interview or arrangements for selection for determining 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 or her any such opportunity; or
· by subjecting the individual to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).
Allied Resource Recruitment Ltd will 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.
Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.
A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.
Age group can have various references:
People in their 40s
Allied Resource Recruitment Ltd 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 encourage clients to recruit on the basis of competence and skills and not age.
Allied Resource Recruitment Ltd is committed to recruiting and retaining employees 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.
If Allied Resource Recruitment Ltd requests age as part of its recruitment process such 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. In addition if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.
Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.
This policy also covers the treatment of those employees and workers who work on a part-time basis, Allied Resource Recruitment Ltd recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Allied Resource Recruitment Ltd also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.
GENDER REASSIGNMENT POLICY
Allied Resource Recruitment Ltd recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.
Allied Resource Recruitment Ltd will support any employee or worker through the reassignment.
Allied Resource Recruitment Ltd will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.
Where an employee is engaged in work where the gender change imposes genuine problems Allied Resource Recruitment Ltd will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.
Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure.
RECRUITMENT OF EX-OFFENDERS
Where Allied Resource Recruitment Ltd has registered with the Disclosure and Barring Service (DBS) and has the authority to apply for criminal records checks on individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.
COMPLAINTS AND MONITORING PROCEDURES
Allied Resource Recruitment Ltd has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Claire Butt and Ryan Derry and will be made available immediately upon request. Any discrimination complaint will be investigated fully.
The objective of Allied Resource Recruitment is to be at the forefront of market trends and provide and deliver quality Recruitment services within the Telecommunications Sector in both Permanent and Contracting roles.
To achieve this objective, the organisation will maintain an effective and efficient Quality Management System based upon the requirements of ISO 9001:2015.
As such, the Directors and Operations Management of Allied Resource Recruitment are committed to the following:
· Establish measurable quality and business objectives that are consistent with the context and strategic direction of the organisation and address risks and opportunities associated with them;
· Ensure quality objectives help the organisation achieve customer requirements by:
A. Providing a high standard of Customer Service for all aspects of the Recruitment Process
B. Continually looking to improve internal performance to enhance profit for the business and earning potential for the Consultants
C. Working with High Standard of Clients and Suppliers which helps all aspects of our business development and internal and external processes.
· Monitor and measure the effectiveness of its business processes and objectives through management reviews and the internal audit process;
· Proactively seek feedback from Clients and Candidates on how well its services meet their requirements and set objectives for continual improvement;
· Analyse the causes of any complaint or problem, and take appropriate action to prevent recurrence;
· Select and work closely with suppliers who enable the organisation to create and deliver a reliable performance;
· Recruit employees who are customer-focused and support them with appropriate training and systems to ensure their competence always meets the organisation’s requirements;
· Provide a work environment that promotes the wellbeing of its employees and encourages positive teamwork;
· Encourage all employees to identify problems and make suggestions to improve all aspects of the organisation’s products/services and business processes;
· Ensure that all employees are aware of the Quality Policy and are committed to the effective implementation of the Quality Management System;
· Ensure that the organisation complies with all necessary regulatory and legal requirements.
The continual improvement of the organisation’s Quality Management System is fundamental to the success of its business and must be supported by all employees as an integral part of their daily work.
Approved by the Directors of Allied Resource Ryan Derry and Artche Harrowell
CUSTOMER SERVICE POLICY
Allied Resource Recruitment Ltd is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.
Allied Resource Recruitment Ltd Customer Service Policy Statement
At Allied Resource Recruitment Ltd we endeavour to provide you with the best possible service at all times. If you would like to make any comments, suggestions, raise a query or make a complaint about the service you have received, please contact us, our contact details are set out below. We will respond to your query within 3 - 5 working days.
This policy will be kept up to date, to reflect changes in the nature and size of the business. To ensure this, the policy and its effectiveness will be reviewed annually.
All recruitment consultants will be trained in customer service standards; will exhibit customer friendly service skills; and be knowledgeable, professional and courteous in meeting the needs of our customers.
We Allied Resource Recruitment Ltd will return all phone calls and emails received from clients and registered candidates and applications in respect of specific vacancies within agreed timescales. Where we are unable to meet this agreement we will inform you of this as soon as possible and agree a new deadline.
As part of our commitment to upholding professional standards, we will review our policies annually to ensure that they continue to meet business needs and the Recruitment and Employment Confederation’s Code of Professional Practice; and that they are consistently applied to all our customers.
Allied Resource Recruitment Ltd seeks fair, just and prompt solutions when possible to any complaints and appeals. All such issues should be directed to the Managing Director, Ryan Derry in the first instance, where they will be acknowledged and directed to the attention of the appropriate person. A complaints process is in place for any disputes; copies are available from our offices or on www.alliedresource.com
Access to Information
We comply fully with the provisions of the Data Protection Act 1998. Any personal or confidential information held by us about a client or work seeker is fully accessible to that person or body for review or editing by contacting the Managing Director, Ryan Derry.
Wherever possible, without compromising our legal requirements and professional standards we strive to reduce the burden of unnecessary paperwork.
How to Contact Us:
Allied Resource Recruitment Ltd
Unit 4, Princes Works,
Tel: 0203 002 2211
COMPLAINTS POLICY & PROCEDURE
Allied Resource Recruitment Ltd is committed to providing a high level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.
If you have a complaint, please contact Claire Butt, Finance & Personell Administrator by phone 0203 974 7336 in the first instance so that we can try to resolve your complaint informally.
At this stage, if you are not satisfied please contact Ryan Derry, Managing Director You can write to him at:
Allied Resource Recruitment Ltd,
Unit 4, Princes Works,
We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 5 days of us receiving your complaint.
We will record your complaint in our central register within a day of having received it.
We will acknowledge your reply to our acknowledgement letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 5 days of your reply.
We will then start to investigate your complaint. This will normally involve the following steps;
We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;
We will then examine the member of staff’s reply and the information you have provided for us. If necessary we may ask you to speak to them. This will take up to 4 days from receiving their reply.
Ryan Derry will then invite you to meet him to discuss and hopefully resolve your complaint. He will do this within 5 days of the end of our investigation.
Within 2 days of the meeting Ryan Derry will write to you to confirm what took place and any solutions he has agreed with you.
If you do not want a meeting or it is not possible, Ryan Derry will send you a detailed reply to your complaint. This will include his suggestions for resolving the matter. He will do this within 5 days of completing his investigation.
At this stage, if you are still not satisfied you can write to us again. Another Director of the company will review Ryan Derry’s decision within 10 days.
We will let you know of the outcome of this review within 5 days of the end of the review. We will write to you confirming our final position on your complaint and explaining our reasons. If you are still not satisfied, you can contact the Employment Agencies Standards Inspectorate at the Department for Business Innovation and Skills or the REC, the industry trade association, of which we are a member by writing to the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 - 45 Stamford Street, London, SE1 9NT.
If we have to change any of the time scales above, we will let you know and explain why.
NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.