Equality, diversity & inclusion

1. General Statement

GLO Recruitment Partners embraces diversity, equality of opportunity, and inclusion in every aspect of our business. We are committed to creating and sustaining a culture that values differences and promotes fairness.

We will:

• Actively promote equality, diversity, and inclusion (EDI) throughout our recruitment processes and business activities.
• Seek to widen the range of media and recruitment channels we use to ensure access to the broadest possible candidate base.
• Support our clients in meeting their own diversity and inclusion goals, in line with current legislation and best practice.

This policy applies to all staff, flexible workers, contractors, applicants, and candidates.

GLO Recruitment Partners is committed to:

• Treating all individuals fairly and with respect, regardless of protected characteristics under the Equality Act 2010: sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief.
• Avoiding unlawful or undesirable discrimination in all aspects of recruitment, employment and service delivery.
• Providing regular training to all staff on equality, diversity and inclusion.

We will ensure that all candidates are assessed solely on their skills, qualifications and ability to perform the role. We will not accept or act upon discriminatory instructions from clients.

2. Types of Discrimination

Direct Discrimination

Occurs when someone is treated less favourably because of a protected characteristic.
Examples:

• Refusing to consider a candidate based on their age, sex, or race.
• Accepting discriminatory client instructions (e.g., “only male candidates”) unless a genuine occupational requirement (GOR) applies under the Equality Act 2010.

Indirect Discrimination

Occurs when a policy, practice or requirement, although applied equally, disadvantages people with a protected characteristic.
Example: requiring all employees to work full-time may disadvantage women with childcare responsibilities.

We will only accept client instructions where a requirement can be lawfully justified as a genuine occupational requirement or objective justification.

3. Disability and Reasonable Adjustments

Under the Equality Act 2010, employers and recruiters have a duty to make reasonable adjustments for disabled people.

GLO Recruitment Partners will not discriminate against disabled individuals in recruitment, selection or employment terms. We will:

• Make reasonable adjustments to remove barriers during application and interview processes.
• Ensure equal access to opportunities, training, promotion and career development.
• Consider adjustments to premises, equipment, working hours, or role duties, where reasonable.

Direct discrimination on the basis of disability can never be justified.

4. Age Discrimination

GLO Recruitment Partners will not directly or indirectly discriminate, harass or victimise anyone on the basis of age.

We will:

• Encourage clients not to set unjustified age criteria in job specifications.
• Ensure no job adverts state unnecessary age requirements.
• Collect age data only for legal compliance, workforce monitoring, and anonymised EDI reporting.

5. Part-Time and Flexible Workers

Part-time, flexible, and fixed-term workers will be treated no less favourably than comparable full-time or permanent staff, on a pro-rata basis, in relation to pay, leave, benefits, training, promotion, and redundancy.

6. Harassment and Victimisation

GLO Recruitment Partners is committed to a working environment free from harassment, bullying and victimisation.

Harassment is unwanted conduct related to a protected characteristic which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Examples include:

• Offensive jokes, slurs or comments.
• Unwanted physical contact.
• Displaying offensive material (posters, cartoons, images).
• Sexual harassment (unwelcome advances, requests for sexual favours, or conduct of a sexual nature).

Victimisation occurs when a person is treated unfairly because they have made or supported a complaint of discrimination.

Complaints of harassment or victimisation will be treated seriously, investigated promptly, and dealt with under GLO Recruitment Partners’ grievance and disciplinary procedures. Disciplinary action, up to and including dismissal, may be taken against perpetrators.

Note: Under the Protection from Harassment Act 1997, harassment is also a criminal offence, carrying penalties of an unlimited fine and/or imprisonment.

7. Gender Reassignment

GLO Recruitment Partners supports employees and workers undergoing, intending to undergo, or who have undergone gender reassignment.

We will:

• Protect individuals from discrimination, harassment or victimisation relating to gender identity or expression.
• Make reasonable adjustments to ensure a supportive and respectful workplace environment.
• Ensure confidentiality is respected and only relevant individuals are informed, with consent.

8. Complaints and Monitoring

GLO Recruitment Partners has procedures for monitoring compliance with this policy and for handling complaints of discrimination, harassment or victimisation.

Any individual who believes they have been discriminated against or harassed should:

1. Report the matter to a Director or Manager as soon as possible.
2. Submit a written complaint including details of the incident(s), those involved, and any witnesses.

All complaints will be fully investigated, and appropriate remedial or disciplinary action will be taken where necessary.

We will regularly review this policy and our practices to ensure ongoing compliance with the Equality Act 2010, ACAS guidance, and relevant UK employment law.