Purpose:
Aspire Executive Search Ltd values and treats all people with dignity and respect.
We aim to encourage, value and manage Equality, Diversity and Inclusion (EDI).
We oppose all forms of unlawful and unfair discrimination, harassment or victimisation.
We wish to attain a workforce representative of society to ensure we secure the widest pool of talent available for the businesses we work with. It is our aim to ensure that no employee, job applicant or candidate receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
This Policy, and other associated arrangements/policies, shall operate in accordance with statutory requirements (including the Equality Act 2010).
In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments and/or any other statutory bodies.
Our Commitment
To create an inclusive culture where everyone can be valued for who they are and in which individual differences and the contributions of all our staff are recognised and valued. ·To help the businesses we work with achieve the same. Our recruitment, selection and assessment process will be based entirely on skills and competencies of the specific roles and appointments will be transparent and based entirely on merit. · Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. · We will ensure that individuals are treated equally and fairly and that decisions on training, development and progression opportunities are available to all staff and based on objective criteria. · To promote EDI in the workplace, internally and within the businesses we recruit for, which we believe is good management practice and makes sound business sense. ·
We will regularly review all our employment practices and procedures to ensure fairness. · Where we are advised, we will make reasonable adjustments (if needed) to ensure that our services and offices can be accessed. Aspire Executive Search Ltd is an EDI employer. EDI is about good employment practices and efficient use of our employees. Every employee has personal responsibility for the implementation of this policy. In particular, all members of staff should: · comply with the policy and arrangements; · not discriminate in their day-to-day activities or induce others to do so; · not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics. · ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic. Our staff will not discriminate directly or indirectly, or harass candidates or clients because of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation in the provision of Aspire Executive Search Ltd’s goods and services
Job advertisements used will be non-discriminatory. Similarly, on and offline advertisements will be diverse and inclusive, targeting all suitable potential job applicants. Any selection criterion is based upon merit and the ability to do the job, regardless of sex, race, disability, age, sexual orientation, religion, or philosophical belief. · No job applicant or employee shall receive less favourable treatment than any another person does, on grounds that are discriminatory, in any form. Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. All managers and staff responsible for or involved in drafting job specifications, job advertisements, application sifting, selection interviewing, confirmation of appointments, completion of the performance management framework, consideration of employees for training and development and promotion opportunities will be made aware of and act in accordance with this policy. Training will be provided for managers and staff to increase their awareness of this policy and the associated arrangements. This policy is covered in the company induction. Discrimination, harassment and victimisation will be treated as disciplinary offences and they will be dealt with under the Aspire Executive Search Ltd Disciplinary Procedure.
