Equal opportunities policy at beeyou
Below is a policy statement, designed to frame a synopsis of beeyou’s evolving approach to delivering fair, non-discriminatory recruitment on behalf of our clients and internally. This document, along with policy, is under constant review, reflecting the input of our recruitment team and its collective experience.
beeyou, as an employer and recruitment service provider, recognises that it is essential to provide equal opportunities to all persons without discrimination. This policy sets out our position on equal opportunity in all aspects of employment, spanning external/internal recruitment and promotion, giving guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of sex, race, marital status, part-time and fixed term contract status, age, sexual orientation or religion.
Statement of policy
(a) It is the policy of beeyou to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.
(b) The organisation recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees´ best interests. beeyou, working with client businesses, recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.
(c) The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.
(d) All employees of the organisation will be made aware of the provisions of this policy.
(e) beeyou accepts the principle that robust monitoring must underpin the attainment of policy objectives and is moving forward, working with our clients, on that basis.
Recruitment and promotion
(a) Advertisements for posts (internal and external) will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
(b) Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
(c) All internal vacancies will be circulated internally.
(d) All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
(e) All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
Employment at beeyou
(a) beeyou will not discriminate on the basis of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion in the allocation of duties between employees employed at any level with comparable job descriptions.
(b) beeyou will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
(c) All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
(a) Employees will be provided with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
(b) All employees will be encouraged to discuss their career prospects and training needs with their Manager.
Grievances and victimisation
(a) beeyou emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation’s Disciplinary Procedure.
(b) Any complaints of discrimination will be pursued through the organisation’s Grievance Procedure.
Diversity Monitoring Questionnaire
Some of our clients, particularly in the public (government) sector, require us to collect data for statistical purposes. This will be done on a questionnaire which will be held separately and will be used only for the compilation of statistics. It will not be referred to at all as part of the recruitment process. We respect completely a candidate's right to privacy, enabling them to opt to refuse to answer any or all of the questions.
Our Statement on the Employment Equality (Age) Regulations 2006
The above regulations, which came into force on 1st October 2006, protect job applicants of all ages against discrimination on grounds of their age.
This means, in the main, that employers may not specify an age range for a job, or impose other restrictions which make it more available to a certain age group, unless there are objective reasons for doing so (which will be rare).
Our job is to represent you to our clients in the best possible way — we want our candidates to achieve their career goals. For that reason we need the best possible picture of their career and experience to date. We will continue to ask for candidates’ date of birth for identification purposes. If a candidate asks us to withhold it from clients we will do so. Note that if you are under 22 or over 64 we must be told this.