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Equal Opportunities - Code of
Practice
Equality & Diversity
Howard James Recruitment Ltd welcomes
diversity amongst its internal staff and candidates, and
we seeks to ensure that all candidates searching for
employment are treated fairly, and that selection is
based solely on the individual merits of candidates and
on selection criteria relevant to the post. In pursuance
of this aim and of its statutory duties, Howard James
Recruitment Ltd , as an employer is committed to the
principle of equality of opportunity and will adhere to
the following procedure in the conduct of the
recruitment and selection process for all advertised
posts.
Selection criteria
Selection criteria will be clearly
defined and reflected in the further particulars sent to
candidates, which will also include details of the
Howard James Recruitment Ltd’s commitment to equality of
opportunity. Job qualifications or requirements which
would have the effect of inhibiting applications from
members of particular groups, such as those of one
gender, religion or belief, persons of a particular age
or marital status, civil partnership status, or sexual
orientation, persons of a particular racial group, or
those with a disability, will not be demanded or imposed
except where they are justifiable in terms of the job to
be done, and wherever possible, this will be made clear
in the advertisement and/or further particulars.
(For the purposes of this code,
"racial group" means a group of persons defined by
reference to colour, race, nationality, or ethnic or
national origins.)
Advertising
Job advertisements will be widely
publicised so as to encourage applications from a broad
range of suitable candidates from all backgrounds.
Howard James Recruitment Ltd website includes guidance on
how to apply for jobs internally with Howard James
Recruitment Ltd or with clients Howard James Recruitment
Ltd is
recruiting for.
All job advertisements placed on
behalf of Howard James Recruitment Ltd will state Howard
James Recruitment Ltd's commitment to equality of
opportunity by including a footnote or final note
indicating this.
Summary of Howard James Recruitment
Ltd’s Equal
Opportunities Policy
The policy and practice of Howard
James Recruitment Ltd require that all staff are afforded
equal opportunities within employment. Entry into
employment with Howard James Recruitment Ltd and progression
within employment will be determined only by personal
merit and the application of criteria which are related
to the duties of each particular post and the relevant
salary structure. In all cases, ability to perform the
job will be the primary consideration. Subject to
statutory provisions, no applicant or member of staff
will be treated less favourably than another because of
his or her gender, marital or civil partnership status,
sexual orientation, religion or belief, racial group,
age, or disability.
Selection of candidates
The ability of each candidate to
perform the job description will be compared objectively
against the selection criteria for that job, and all
applications for a post will be processed in the same
way. Information sought from candidates and passed to
those responsible for appointments will relate only to
the qualifications for or requirements of the job.
Howard James Recruitment Ltd recognises its statutory
obligation to make such adjustments to the workplace and
to working arrangements as are reasonable to accommodate
suitably qualified disabled applicants.
Interview questions will relate to
the selection criteria. No questions will be based on
assumptions for example about roles in the home and the
family. In particular, questions about private personal
relationships, children, or domestic obligations will
not be asked at interview, although candidates may
request information on relevant staff benefits and
policies. Where it is necessary to obtain information on
personal circumstances (for example, in relation to a
selection criterion such as flexibility to work
irregular hours), questions about this will be asked
equally of all candidates and, like other questions,
will relate only to the job requirements.
In the case of disabled applicants
who identify themselves at the application stage,
appropriate interview arrangements (such as accessible
interview rooms or the assistance of a sign interpreter)
will be offered to enable such candidates to compete on
an equal basis.
Record-keeping
Details of candidates and of
selection decisions (including the rationale for
selection or rejection) will be kept for six months
after an appointment has been made. Howard James
Recruitment Ltd will supply reasonable verbal feedback to
unsuccessful candidates on request during that period.
Records may be used to determine
whether members of one gender or persons of a certain
racial group or those with a disability do not apply for
employment, or apply in smaller numbers than might be
expected, or are shortlisted or appointed in a lower
proportion than their application rate, or are
concentrated for example in certain jobs. Where such
under-representation is identified, positive action
initiatives will be developed in accordance with the
provisions of the Sex Discrimination Act 1975, the Race
Relations Act 1976, and any other relevant national
legislation.
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