1. Legal framework
The Equality Act 2010 prohibits unlawful discrimination, harassment and victimisation. The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
2. Scope
This policy applies to applicants, workers, employees, contractors, clients, suppliers and visitors. It covers advertising, selection, onboarding, allocation of work, pay administration, training, progression, performance management, termination and access to services.
3. Recruitment and selection
- use role-related criteria and consistent selection methods
- make reasonable adjustments for disabled applicants and workers
- avoid questions or requirements that are not relevant and may create unlawful disadvantage
- conduct right-to-work checks consistently for all prospective workers
- keep appropriate records of material recruitment decisions
4. Workplace conduct
Bullying, harassment, sexual harassment, victimisation and discriminatory conduct are not accepted. Everyone working for or representing the company is expected to treat others with dignity and to raise concerns promptly.
5. Client and supplier relationships
We will not knowingly act on an instruction to discriminate unlawfully. Discriminatory requests relating to candidates or workers will be challenged, declined and escalated where appropriate.
6. Adjustments and accessibility
Requests for reasonable adjustments will be considered promptly and confidentially. We may discuss the practical effect of a disability or health condition where necessary to identify an appropriate adjustment, but will not seek irrelevant medical information.
7. Reporting and action
Concerns may be raised with a manager or director or sent to info@motionworkforcesolutions.com. Reports will be considered fairly and as confidentially as possible. Retaliation against a person who raises or supports a genuine concern is prohibited. Substantiated breaches may result in corrective, contractual or disciplinary action.
8. Monitoring
The company reviews complaints, recruitment practices and workforce information where lawful and proportionate. Monitoring information is used to identify barriers and improve controls, not to make decisions about an individual without a lawful basis.