Kind Haven Recruitment embraces diversity and is dedicated to promoting its benefits in all aspects of our business activities. We aim to cultivate a business culture that reflects this commitment. We will broaden the methods by which we recruit to ensure we attract a diverse range of employees and candidates. Additionally, we will work with our clients to support them in meeting their own diversity targets.
Kind Haven Recruitment is committed to promoting diversity and inclusion for all employees, workers, and applicants. We will regularly review our recruitment practices to avoid unlawful discrimination. We ensure that everyone is treated equally and will not discriminate on the basis of any individual’s “protected characteristic” under the Equality Act 2010, which includes age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We will also not discriminate based on an individual's membership or non-membership of a trade union.
All staff members are expected to respect and comply with this policy. Kind Haven Recruitment is committed to providing training on equal opportunities and diversity for all its staff. We will avoid stipulating unnecessary requirements that could exclude a higher proportion of any particular group and will not impose discriminatory requirements for any role.
Kind Haven Recruitment will not discriminate unlawfully when deciding which candidate or temporary worker should be submitted for a vacancy or assignment, or in the terms of employment or engagement for temporary workers. We will ensure that each candidate is assessed based on their merits, qualifications, and ability to perform the relevant duties required for the role.
Under the Act, unlawful discrimination occurs in the following circumstances:
Direct discrimination takes place when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them worse compared to others who 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 its services
By refusing or intentionally omitting to provide any of its services
In the way it provides its services
Direct discrimination can occur even if the individual does not have the protected characteristic but is treated less favourably because it is assumed they have it, or because they are associated with someone who has the protected characteristic.
Direct discrimination would also arise if a recruitment consultancy accepts and acts upon instructions from an employer stating that certain individuals are unacceptable based on a protected characteristic, unless an exception applies. The Act allows for certain occupational requirements, where a particular protected characteristic may be required for a role, provided it is proportionate to achieving a legitimate aim.
Indirect discrimination occurs when a provision, criterion, or practice (PCP) is applied, which puts individuals sharing a protected characteristic at a disadvantage compared to those who do not share that characteristic. Indirect discrimination will not be considered unlawful if the PCP can be objectively justified.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If a vacancy requires a characteristic that amounts to an occupational requirement or an instruction is discriminatory but can be objectively justified, Kind Haven Recruitment will not proceed unless the client provides written confirmation of the occupational requirement, exception, or justification.
Kind Haven Recruitment will ensure compliance with the Act and will not accept instructions from clients that would result in unlawful discrimination.
Under the Act, harassment is defined as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. This includes unwanted conduct of a sexual nature.
Kind Haven Recruitment is committed to providing a work environment free from unlawful harassment and ensuring that consultants do not engage in harassment.
Examples of prohibited harassment include:
Verbal or written conduct containing derogatory jokes or comments
Slurs or unwanted sexual advances
Visual conduct such as derogatory or sexually orientated posters
Photographs, cartoons, drawings, or gestures that some may find offensive
Physical conduct such as assault, unwanted touching, or any interference because of sex, race, or any other protected characteristic
Threats or demands to submit to sexual requests as a condition of continued employment or to avoid some other loss
Retaliation for reporting or threatening to report harassment
If an individual believes they have been unlawfully harassed, they should report it immediately to Alastair Tulloch, followed by a written complaint as soon as possible after the incident. The complaint should include:
Details of the incident
Names of the individuals involved
Names of any witnesses
Kind Haven Recruitment will thoroughly investigate the allegations. If harassment is confirmed, appropriate remedial action will be taken. Any breach of this policy will result in disciplinary action, including possible termination.
Victimisation occurs when an individual is treated unfavourably because they have made a claim for unlawful discrimination, raised a grievance about discrimination, or provided evidence in respect of a discrimination complaint. Kind Haven Recruitment will ensure that consultants do not victimize any individual.
Discrimination against a person because of their disability is unlawful. Direct discrimination occurs when a provision, criterion, or practice is applied by or on behalf of an employer, or when any physical feature of the employer’s premises places a disabled person at a substantial disadvantage compared to those who are not disabled.
Reasonable adjustments may be required in recruitment and selection. For example, it might be necessary to adjust application procedures for partially sighted or blind applicants. Testing and assessment methods should only be used if they are directly related to the required skills for the job. Adjustments could include extra time for tests or a different standard for applicants with learning disabilities.
Reasonable adjustments in recruiting could include:
Modifying testing and assessment procedures
Meeting candidates in accessible locations
Offering flexible interview timings
Modifying application forms
Providing a reader or interpreter
Wherever possible, Kind Haven Recruitment will make reasonable adjustments to ensure improved access for disabled employees and workers. However, such adjustments may not always be feasible.
Kind Haven Recruitment will not discriminate against disabled persons in:
Arrangements for selection, application forms, or interviews
Terms of employment or engagement of temporary workers
Refusal to offer a job due to a disability
Opportunities for training, benefits, or career progression
Under the Act, it is unlawful to discriminate against, harass, or victimise someone because of their age. Age discrimination protection applies to individuals of all ages.
Kind Haven Recruitment will not discriminate on the basis of age. We encourage clients not to include age criteria in job specifications and to focus on competence and skills, rather than age.
If age is requested in the recruitment process, it will only be used for personal data compilation or equal opportunities monitoring, and not as a basis for selection or promotion. Age requirements will only be used if there is an objective justification or occupational requirement confirmed in writing.
Part-time workers will be treated equally to full-time workers in terms of pay, holiday entitlement, maternity leave, parental leave, access to pensions, training, and redundancy situations.
Kind Haven Recruitment recognises that employees or workers may wish to undergo gender reassignment during their employment. We will support individuals undergoing this process and will ensure they are protected from discrimination or harassment in the workplace.
If the gender change imposes difficulties in a role, we will make every effort to reassign the individual to a suitable alternative role.
Where Kind Haven Recruitment is registered with the Disclosure and Barring Service (DBS) and authorised to apply for criminal records checks, we will comply with the DBS’s Code of Practice regarding the recruitment of ex-offenders.
Kind Haven Recruitment has established procedures for monitoring compliance with this policy and addressing complaints of discrimination. These are available from Alastair Tulloch and will be provided upon request. Any discrimination complaints will be fully investigated.