Equal Opportunities & Diversity Policy
1. Purpose
Class People is committed to promoting equality, diversity and inclusion throughout its business and ensuring that all individuals are treated fairly, consistently and with dignity and respect. Recruitment decisions are based solely on merit, suitability, qualifications and experience, free from unlawful discrimination.
2. Scope
This policy applies to recruitment and selection, candidate registration, client instructions, temporary assignments, permanent recruitment, training, promotion, transfers, performance management, disciplinary procedures, dismissal, termination of assignments and all other work-related activities.
3. Our Commitment
Class People will not unlawfully discriminate on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex or sexual orientation in accordance with the Equality Act 2010.
4. Recruitment and Selection
Candidates will be assessed solely on qualifications, experience, skills, competence, safeguarding requirements, legal eligibility to work and any genuine occupational requirement permitted by law.
5. Client Instructions
Class People will not knowingly accept discriminatory instructions from clients. Where unlawful requests are made, Class People will explain its legal obligations, refuse to comply and, where appropriate, terminate the assignment or client relationship.
6. Temporary Workers and Employees
All workers supplied by Class People will be treated fairly. Workers are expected to treat colleagues, clients and candidates with dignity and respect and to report discriminatory behaviour, harassment or victimisation.
7. Reasonable Adjustments
Where appropriate, Class People will make reasonable adjustments for disabled applicants, workers and employees.
8. Harassment, Bullying and Victimisation
Class People has zero tolerance for harassment, bullying, victimisation or other discriminatory behaviour. Complaints will be investigated promptly and confidentially.
9. Reporting Concerns
Concerns should be reported to the Managing Director or Compliance Team. Complaints will be investigated fairly and without retaliation.
10. Monitoring
Class People may monitor recruitment activity to ensure compliance with equality legislation and this policy.
11. Responsibilities
Directors, managers, employees and consultants are responsible for implementing and complying with this policy.
12. Breach of Policy
Breaches may result in disciplinary action, termination of assignments, termination of employment or other appropriate action.
13. Recruitment of Ex-Offenders
Where Class People is registered with the Disclosure and Barring Service (DBS) and is authorised to apply for criminal record checks because an individual will be working with children or vulnerable adults, or both, Class People will comply with the DBS Code of Practice, including maintaining and applying a written policy on the recruitment of ex-offenders. Applicants with criminal records will be treated fairly and assessed on an individual basis, having regard to the relevance of any disclosed information to the role and applicable safeguarding and legal requirements.
14. Review
This policy will be reviewed annually or sooner if legislation, REC guidance or business practices change.