Equality, Diversity and Inclusion Policy

Truffle Talent embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities.

We do not discriminate against Employees, Contractors or Candidates on the basis of their gender, sexual orientation, marital or civil partner status, gender identity, race, colour, nationality, ethnic or national origin, religion or belief, pregnancy, disability or age.

This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of Employment with us and as a Recruitment Partner, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

Please note; This policy covers all employees, consultants, contractors and third party suppliers. It does not form part of your terms of business and we may amend it at any time to reflect future legislation.

Our key ethos:

• We will further develop our business culture to encourage, value and manage that belief.
• We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible.
• We will strive to make sure that our clients meet their own equality and diversity targets.
• We intend to eliminate discrimination and encourage diversity amongst our workforce.
• Our aim is that our employees and contractors will be truly representative of all sections of society and each person feels respected and able to give their best.

How will this policy be implemented?

• Advertising – Job advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.
• Monitoring – to ensure the policy is working effectively with respect to recruitment and selection the Company may monitor job applicants’ racial group, gender, disability, and age as part of the recruitment procedure. Provision of this information is voluntary and will not adversely affect an individual’s chances of recruitment or any other decision related to their employment
• Recruitment and selection – we aim to recruit the best person for the job. Candidates will be sourced and the interviewing processes will be conducted fairly, objectively and without bias.
• Questions about health and disability – Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions, for example where questions are necessary to establish if an applicant can perform an intrinsic part of the job (subject to reasonable adjustments) or to establish if an applicant is fit to attend an assessment or needs adjustments to be made during the interview process.
• Terms and conditions of employment – our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all employees who should have access to them and that there are no unlawful obstacles to accessing them.
• Promotion and career development – we seek to give all employees the opportunity for planned training and development. Career progression decisions will be made on the basis of merit and capability.
• Grievance and disciplinary policies – we aim to apply these policies consistently to all employees, any individual differences that could lead to misunderstanding in considering incidents under these policies will be recognised.
• Disability – the requirements of candidates and employees who are disabled or develop a disability (as defined under the relevant legislation) will be reviewed to ensure that whenever possible reasonable adjustments are made to enable them to enter into or remain in employment with Truffle Talent. Promotion opportunities, benefits and facilities for disabled employees will not be unreasonably limited and every reasonable effort will be made to ensure that disabled employees participate fully in the workplace. Where there are circumstances which mean that it will not be reasonable for us to accommodate suggested adjustments we will explain our reasons and try and find an alternative solution where possible.
• Part-time workers – we will monitor the conditions of service of part-time employees and their progression within the Company to ensure that they are being offered appropriate access to benefits, training and promotion opportunities.
• Requests to alter working hours will be given serious consideration by the Company.
• Training – training and resources will be provided to enable managers, supervisors and other employees to implement and uphold the provisions of this policy.

What happens if this policy is breached?

• If you believe that you have been discriminated against, or you have witnessed behaviour, which you believe amounts to discrimination; you should first bring this to the attention of your Consultant or Account Manager.
• If you believe that you may have been harassed related to a protected characteristic you should immediately report it to one of the Directors of Truffle Talent.
• Anyone who makes such an allegation in good faith will not be treated less favourably or victimised as a result.
• Any employee who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and may result in summary dismissal. The Company will always take a strict approach to serious breaches of this policy.
• This policy will be monitored and reviewed at least every 2 years or following changes in relevant Legislation.