Purpose

Wicker Hamilton values and treats all people with dignity and respect. The business aims to encourage, value and manage Equality, Diversity and Inclusion (EDI). All forms of unlawful and unfair discrimination, harassment or victimisation are opposed. Wicker Hamilton seeks to attain a workforce representative of society in order to secure the widest possible pool of talent.

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 or gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).

This policy, and other associated arrangements and policies, operates in accordance with statutory requirements, including the Equality Act 2010. Full account is also taken of guidance and Codes of Practice issued by the Equality and Human Rights Commission, Government Departments and other relevant statutory bodies.

Our Commitment

• To create an inclusive culture where everyone is valued for who they are, and where individual differences and contributions are recognised and respected.
• Recruitment, selection and assessment processes are based entirely on skills and competencies relevant to the role, with appointments made transparently and on merit alone.
• Every employee is entitled to a working environment that promotes dignity and respect. Intimidation, bullying or harassment will not be tolerated.
• Training, development and progression opportunities are available to all staff and are based on objective criteria.
• To promote EDI in the workplace, which is regarded as good management practice and sound business sense.
• Employment practices and procedures are regularly reviewed to ensure fairness.
• Reasonable adjustments will be made, where advised and appropriate, to ensure services and offices are accessible.
• Breaches of this policy will be treated as misconduct and may result in disciplinary action.
• Third-party harassment relating to a protected characteristic will not be tolerated. Any concerns should be reported immediately to a line manager and will be fully investigated.
• This policy is fully supported by the Leadership Team and is reviewed annually by the Managing Directors and HR Manager.

For Candidates and Clients

• Staff will not discriminate directly or indirectly, or harass candidates or clients, on any protected characteristic in the provision of Wicker Hamilton’s goods and services.
• Job advertisements will be non-discriminatory, and both online and offline advertising will be inclusive and diverse.
• Selection criteria are based solely on merit and the ability to perform the role.
• No job applicant or employee will receive less favourable treatment on discriminatory grounds.

Leadership Responsibilities

• Overall responsibility for the effective implementation of this policy rests with the Wicker Hamilton Managing Directors.
• Directors and Managers are responsible for ensuring compliance with this policy and for taking practical steps to prevent discrimination.
• HR is responsible for monitoring the operation of this policy, including ad hoc audits.
• All staff involved in recruitment, selection, performance management, training and promotion are required to understand and comply with this policy.
• Training is provided to increase awareness of this policy and associated arrangements. The policy forms part of the company induction process.