Equality, Diversity & Inclusion policy
Amicus Search & Recruitment is committed to encouraging equity, 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.
The organisation – in providing services is also committed against unlawful discrimination of customers or the public. In providing our service to our clients, we strictly adhere to our own equity, diversity and inclusion policy along whilst also adhering to our clients policies and practices.
Our employee handbook expands on our diversity, inclusivity and equity and include guidance for staff members in relation to their interactions with job seekers, applicants and our clients.
Our equity, diversity and inclusivity officer is Robert Connolly, Director.
Policy Goals & Commitments
Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time. This includes contractors and contract staff along with applicants and job seekers.
Not unlawfully discriminate because of the Employment Equality Acts 1998–2015 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality legislation).
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The equality, diversity and inclusion policy is fully supported by the Directors of Amicus and is agreed with employee’s or their representatives.
Details of the our grievance and disciplinary policies and procedures can be found within both employee contracts and our employee handbook.
This includes with whom an employee should raise a grievance – usually their line manager.
If you have any queries in relation to our policy please contact us without hesitation.
Thank you for taking the time to read our equality, diversity and inclusivity policy.