Equality and Diversity Policy & Actions

Introduction

Whilst being aware that quality service delivery is paramount, organisations such as Morgan Spencer Recruitment Consultants have both a service-led and moral obligation to respond to the wide social diversity in contemporary society and to reflect this in our own culture. We must ensure that our employment policies and practices achieve this.

Our Company is part of a sector that provides Human Resources to Clients across all business sectors and are therefore able to help drive through change.

We also recognise that we work in a sector where the market for good people is very competitive and that there is a business benefit in ensuring that our approach attracts and retains a diverse workforce.

In addition to fulfilling our statutory responsibility to promote equality of opportunity in all our activities, we are committed to developing a culture which values employees, workers and applicants from all sections of the community and the contribution each individual can make towards achieving our objectives. We are also committed to developing skilled Recruitment Consultants who are able to manage a diverse temporary workforce and applicant base.

Morgan Spencer will not accept instructions from clients that indicate an intention to discriminate unlawfully.

This document covers the policy and actions established to eliminate discrimination and implement good practice. Its objective is to ensure that all our employees are able to participate fully and contribute their best to the work of our Company and that no one feels excluded from being able to do so.

Equality and Diversity Policy

We recognise that our ability to meet our responsibilities is improved by having a diverse workforce which generally reflects populations and has the skills and understanding to achieve our objectives.

Morgan Spencer is committed to:

• ensuring that all employees, workers and applicants are treated fairly and without discrimination;
• treating our employees, workers and applicants with dignity and respect;
• having a workforce generally reflecting the population we serve;
• understanding how valuing diversity can improve our ability to deliver better services;
• providing employees with the training and development they need to achieve organisational goals and providing a supportive, open environment where employees have the opportunity to reach their full potential.

To achieve our commitments we will:

• give full consideration to all job applications;
• require employees responsible for selection decisions to undergo relevant training before taking part in recruitment and selection activities;
• maintain records of recruitment, training and personnel and report and use this information as a means of identifying areas of inequality;
• regularly survey our employees, workers and applicants to obtain feedback on the success of our commitments;
• regularly review our recruitment, selection, training and promotion procedures to ensure they are meeting our commitments
• provide quality training and support to meet our employees' needs in recognising and discharging their work responsibilities;
• provide compulsory diversity awareness training and briefing seminars for all staff
• assist all our employees to realise their full potential by ensuring that they receive guidance and support for their training and career development needs and promotion opportunities;
• wherever possible, modify employment practices and procedures to reduce barriers experienced by members of disadvantaged social groups in their, employment;
• enforce and monitor our harassment/dignity at work policy to ensure employees can work in a safe and supportive environment.

Actions

Race

Morgan Spencer is committed to achieving racial equality within our workforce and we will do this by:

• having a representative workforce that can sensitively address the needs of our clients and community
• creating an environment which is free from racial harassment and racist behaviour
• introducing initiatives to encourage people from minority communities to take up employment and training opportunities in areas and levels where they are under-represented

Religion

We will tackle discrimination and harassment on grounds of religion and belief and promote good relations between people of different religions and beliefs by:

• creating an environment which recognises and respects religion and belief and is free from discrimination or harassment;
• developing employment practices that recognise and respect all religions and beliefs;
• improving the understanding of religions and beliefs among our employees so that they can sensitively address the needs of individuals and of different faith communities;

Gender

Morgan Spencer is committed to achieving gender equality and will:

• create an environment that is free from harassment and sexist language and behaviour;
• introduce action to encourage women to take up employment and training opportunities in areas and levels where they are under-represented;
• create a flexible working environment where work and home balance requirements are recognised and supported in all areas and levels.

Sexuality

We want to create an environment where lesbians, gay men, trans-sexual and bisexual people are free from harassment and feel safe to be open about their sexuality and difference if they choose to do so by:

• ensuring that our policies and procedures do not discriminate against employees based on their sexuality;
• confronting unacceptable treatment of any employee, worker or applicant based upon their sexuality.

Disability

Morgan Spencer is committed to achieving disability equality by eliminating discrimination experienced by people with a disability and will:

• within business constraints, modify our procedures, equipment and facilities to make full use of an individual's ability;
• train managers and employees in working with and managing people with a disability;
• continue employing, whenever practicable, employees who become disabled during their employment, and assist in their re-training;
• guarantee people with a disability an interview for any employment vacancy for which they meet the essential criteria listed in the person specification. This will support an identified area of under-representation.

Age

Morgan Spencer is committed to opposing unjustified age discrimination. We recognise that age discrimination can affect all age groups and both genders, that age is no indicator of effectiveness in most work activities, that employment decisions should not be based on age alone (with the current exception of retirement ages). We will:

• follow the Government's Voluntary Code of Practice for Age Diversity in Employment;
• remove age-related criteria in our employment practices (subject to present statutory retirement ages);
• work to ensure that older workers are enabled to leave the organisation with dignity and flexibility in timing and working arrangements.

HIV Status

Morgan Spencer accepts the current view of informed medical and scientific opinion that the Human Immunodeficiency Virus (HIV) is not transmitted by normal social contact and that the risk of infection at work is therefore virtually eliminated if basic standards of hygiene are adopted.

Morgan Spencer recognises that it is unacceptable to discriminate against employees with HIV status (genuine or perceived) we will therefore:

• create an environment where the needs of employees with HIV status are understood and that is free from ignorance and harassment by providing compulsory training courses and regular briefing for managers and employees
• work with employees with HIV status to develop appropriate arrangements to meet their needs;

Responsibilities

All employees

All employees have a responsibility to ensure that this policy is put into practice and we expect a personal commitment in making it effective and in setting an exemplary standard for others to follow.

All employees have a responsibility to:

• make sure that they understand the values and benefits of equality and diversity;
• familiarise themselves with this policy and follow it;
• attend compulsory diversity training and briefing sessions
• draw to the attention of their line manager any instances of apparent discrimination or any perceived problem in relation to employment.

The Board and senior management

The Board has corporate responsibility for ensuring that this policy underpins all aspects of our work. The Managing Director has responsibility for developing the organisational culture in which this policy can operate effectively and for ensuring that it is implemented. The Managing Director will report annually to the Board on its effectiveness.

Communication

A copy of this document will be made available to all Morgan Spencer employees.

The Equality and Diversity Policy will also be included with tender information and contracts for work undertaken for us by external organisations and individuals and be included in communication regarding our service delivery.

Other Company policies and publications will be monitored to ensure that equality and diversity issues are properly addressed.