Equality, Diversity & Inclusion

RM Recruit are committed in taking every possible measure to uphold our and the recruitment industry’s responsibility for Equality, Diversity, and Inclusion in the workplace. 

 

We feel that if the recruitment industry can take responsibility for EDI, we can tackle discrimination in the UK workplace.

We will interview all applicants with additional needs, who meet the minimum criteria for a job vacancy. We will consider them based on their abilities and merits while avoiding any misconception regarding all protected characteristics.

Please click here for our full Equality, Diversity and Inclusion policy and the associated processes we follow

Our Ultimate Goal

To ensure that we continue to never discriminate on grounds of:

 

  • Age
  • Caring responsibilities
  • Disabilities/Additional Needs
  • Gender identity
  • Pronouns
  • Sexual Orientation
  • Marriage and Civil Partnerships
  • Part-Time Working
  • Pregnancy and Maternity
  • Race
  • Religion or Beliefs
  • Any other factor irrelevant to a person’s ability to work.

We recognise that Not for Profit organisations can often struggle to attract staff and board members that would improve their overall diversity in line with their EDI polices. We run open recruitment days that encourage applications from a range of cultures and demographics.

Our headhunting activities, particularly for senior appointments, can be tailored appropriately in conjunction with our clients’ requirements.

We promote inclusion and equal opportunities in the workplace to all our employees, candidates, and clients we recruit for. We will also battle unconscious bias via constant review of our internal processes.

How Can We Do This?

All companies have an Equality, Diversity and Inclusion Policy but how can we apply them to our own day to day recruitment activities?

 

The practical methods we apply include:

 

  • We aim that no shortlist will be submitted or presented without representation of minority groups
  • Every client will be offered a fully anonymised shortlisting service, helping to decrease influenced unconscious bias
  • We can discuss what data and management information is useful to collect on behalf of our client to support an inclusive recruitment. This can then support the ongoing review all parties require to improve EDI.
  • We will commit to contacting and/or interviewing all applications from applicants with additional needs, who meet the minimum criteria for a specific role. We will consider them based on their abilities and merits to operate in the role and avoid any misconception regarding all protected characteristics.
  • We also welcome all feedback on our processes from candidates and clients alike, regarding how we could improve our approach and update our policies to be more effective around EDI
Gender Decoder

The RM Recruit Team also review our own vacancy adverts to avoid biased/off-putting language or terminology with a range of Gender Decoder tools available online:

 

http://gender-decoder.katmatfield.com/

Our Promise

We promise to always challenge what we perceive as being fair, listen to others and educate ourselves to learn how to put together a bespoke EDI plan with our clients.

 

All staff completing an unconscious bias training test to make sure they, and we as a company, avoid subjective decisions when compiling candidate shortlists.

 

The above practical measures will serve as a strong platform, but we are open to and welcome all suggestions on how to improve.

 

Yours sincerely

 

Paul Robinson & Gurinder Mullhi

 

Company Directors