WRS are committed to promoting equal opportunities in employment and creating a workplace culture in which diversity and inclusion is valued and everyone is treated with dignity and respect. As part of our zero-tolerance approach to discrimination in any form, you and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). We are also committed to providing equitable treatment to all those we deal with as an organisation, including customers and suppliers.
- About this policy
This policy sets out our approach to diversity, equity and inclusion. Our aim is to encourage and support equality, diversity, inclusion and belonging and actively promote a culture that values difference and eliminates discrimination in our workplace. It applies to all aspects of employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
1.1 This policy applies to all employees, officers, consultants, contractors, volunteers, interns, casual workers and agency workers.
1.2 Our HR Business Partner is responsible for this policy and will review it every two years, or sooner if required by updates or legislative changes.
1.3 This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time.
2. Equality, Diversity, Inclusion & Belonging Training
All WRS employees will be given appropriate training, both in person and eLearning, on recognising and avoiding discrimination, harassment and victimisation, and promoting equality of opportunity and diversity in the areas of recruitment, development and promotion. The HRBP has overall responsibility for EDIB training, for staff and managers as appropriate.
3. Discrimination
You must not unlawfully discriminate against or harass other people, including current and former staff, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts [or when wearing a work uniform]), and on work-related trips or events, including social events.
The following forms of discrimination are prohibited under this policy and are unlawful:
3.1 Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
3.2 Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
3.3 Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Harassment Policy.
3.4 Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.
3.5 Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
3.6 Discrimination by perception: treating someone unfairly because they are believed to have a protected characteristic, whether or not they actually do.
4. Recruitment & Selection
Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. When recruiting or promoting, we will aim to take steps to improve the diversity of our workforce and provide equality of opportunity. Shortlisting [and interviewing] should be done by more than one person where possible. Our recruitment procedures will be reviewed regularly to ensure that individuals are objectively assessed on the basis of their relevant merits and abilities.
WRS will ensure that all vacancies are advertised appropriately and in line with the skills, qualifications, and experience required for the role. In some cases, roles may need to be targeted towards a particular group where there is a genuine occupational requirement, for example, seeking female support workers for a women’s refuge service. Where appropriate, WRS vacancies will be advertised to reach a wide and diverse section of the labour market. All advertisements will be written in clear, inclusive language, avoiding stereotypes or wording that could discourage individuals from underrepresented groups from applying. To demonstrate our commitment to equality and diversity, all WRS job advertisements will include a statement referencing this policy and encouraging applications from all suitably qualified candidates.
Job applicants must not be asked questions that could suggest discrimination on the basis of a Protected Characteristic, for example, whether they are pregnant or planning to have children. Similarly, questions about health or disability should not be asked before a job offer is made, except where legally permitted (such as confirming the ability to perform an intrinsic part of the role with reasonable adjustments, or identifying adjustments needed for the interview process). Where appropriate, job offers may be made conditional on a satisfactory medical check. Health or disability information may only be collected for equal opportunities monitoring and must never be used in the selection process.
As a global recruitment business, WRS is committed to ensuring that all employees and contractors have the legal right to work in the country where they are deployed. No assumptions about an individual’s immigration status should ever be made based on appearance or nationality. All prospective employees/contractors must provide original documentation (such as a valid passport or work permit) before employment commences, in line with the relevant immigration legislation. Guidance on acceptable documents is available from the HR Department or the appropriate government authority (e.g., UK Visas and Immigration for UK-based roles).
5. Disabilities
If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.
6. Part-time and fixed-term work
Part-time and fixed-term staff should be treated the same as comparable full-time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.
7. Breaches of this policy
WRS take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination and victimisation may amount to gross misconduct resulting in dismissal.
If you believe you have experienced harassment, bullying, or discrimination, or have witnessed it happening to someone else, you are encouraged to raise the matter promptly. This applies whether you are an employee of WRS or a candidate placed with a client on a permanent or contract basis. Concerns can be raised through our Grievance Procedure or Harassment Policy, as appropriate. All complaints will be treated confidentially, investigated thoroughly, and handled fairly in line with our commitment to a safe and respectful working environment.
We encourage the reporting of any potential discrimination, as this helps us uphold our commitment to equality, diversity, inclusion, and belonging across all aspects of our business, including in our workplace and in the recruitment and placement of candidates. However, any false allegations made in bad faith, or knowingly untrue, will be treated as serious misconduct and addressed under our Disciplinary Procedure.
Our Commitments
WRS will:
- Promote equality, diversity, inclusion, and belonging across all of our offices, our clients, candidates and any working partnerships.
- Regularly review recruitment and HR policies to ensure fairness and compliance with legislation.
- Provide training and resources to help employees and candidates understand their rights and responsibilities.
- Foster a workplace and recruitment process where everyone can thrive, regardless of background, gender, ethnicity, disability, or other protected characteristics.
