Diversity Policy
Employment & Candidate Applicants
Wells Tobias Recruitment is committed to ensuring equality of opportunity for all job applicants, potential applicants, and full, part-time and fixed-term employees of the firm. Our policies and procedures comply with statutory obligations and Codes of Practice.
We value diversity and aim to maintain a working environment, terms and conditions of service and employment practices which ensure that all employees of the firm, job applicants and potential job applicants receive equal and consistent treatment in terms of selection, training, appraisal and promotion regardless of their race, religion or belief, colour, ethnic or national origins, sex, age, pregnancy, marital status, disability, sexual orientation and gender reassignment.
We will promote equality of opportunity for people with disabilities, adjusting working arrangements where reasonable. We recognise the value of an age diverse workforce.
Clients & Suppliers
Clients: Wells Tobias is generally free to decide whether to accept instructions from any particular client, but any refusal to act will not be based upon the race, religion or belief, colour, ethnic or national origins, sex, age, marital status, disability, sexual orientation and gender reassignment of the prospective client.
Other suppliers and business partners: Wells Tobias will deal with all persons with the same attention, courtesy and consideration regardless of the race, religion or belief, colour, ethnic or national origins, sex, age, marital status, disability, sexual orientation and gender reassignment of the supplier or business partner.
Discrimination
Wells Tobias recognises that discrimination can take many forms (including the below) and as a firm we take steps to avoid to ensure this is avoided.
Direct Discrimination; where a person is less favourably treated because of race, religion or belief, colour, ethnic or national origins, sex, age, pregnancy, marital status, disability, sexual orientation, gender reassignment, part-time, fixed-term or flexible working.
Indirect Discrimination; where an apparently neutral provision, criterion or practice which cannot be justified is applied equally to all employees but has a disproportionately adverse effect on one employee, or a group of employees.
Victimisation; where someone is treated less favourably than others because that person has in good faith either made a complaint or allegation of unlawful discrimination or is assisting in any complaint or proceedings connected with unlawful discrimination
Harassment; which can include any behaviour which is offensive or intimidating, or which violates a person’s dignity, interferes with a person’s professional or working life or social environment. Its main feature is that the behaviour is perceived as unwanted, offensive or intimidating by the recipient
We aim to recruit, develop and promote staff whose skills and abilities are most suited to the job. We aim to achieve this by ensuring that;
Our advertisements do not discriminate and are free from unjustifiable bias;
Job descriptions and person specifications, (i.e. the experience, abilities, qualifications and other characteristics upon which applicants are assessed) whether explicit or implicit, are based on the skills or requirements necessary for the effective performance of the job;
All job applicants are considered on merit by reference to consistent, fair and objective criteria;
Interviews are free from unjustifiable bias and based on job requirements and reasonable selection criteria;
If it is known that an applicant has a disability and is likely to be at a substantial disadvantage because of the recruitment or employment arrangements or the physical features of the premises, consideration will be given to whether any reasonable adjustment would prevent or reduce that disadvantage and applicants will be compared on the assumption that the adjustment has been made;
The successful applicant will be the person who is most appropriate in terms of experience, abilities, qualifications and other characteristics required to carry out the job to the highest possible standard;
Those involved in recruitment and selection are provided with a copy of this policy so that they can ensure compliance with our approach to equal opportunities;
Employees of Wells Tobias have a responsibility to ensure that this policy is adhered to in practice. This includes behaving in accordance with the terms of this policy and generally establishing an environment in which equality and diversity are promoted, and discriminatory behaviour is actively discouraged. Contravention of this policy is a disciplinary offence which, in serious cases, is likely to result in dismissal.
If the above policies are breached, the Directors will ensure that any incident is dealt with as effectively and efficiently as possible.