Equal Opportunities & Diversity

EJC is committed to diversity and will promote diversity for all candidates at all times

General

EJC embraces diversity and will seek to promote the benefits of diversity in all of our business activities and develop a business culture that reflects that belief. In addition, we are committed to helping our clients meet their diversity objectives. EJC is committed to diversity and will promote diversity for all candidates at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. EJC will treat everyone equally irrespective of race, religion, colour, sex, age, national origin, disability or sexual orientation, and places an obligation upon all staff to respect and act in accordance with the policy. EJC shall not discriminate unlawfully when deciding which candidates are submitted for a vacancy or temporary assignment, or in any terms of employment or terms of engagement. EJC will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and abilities to perform the relevant duties required by the particular vacancy .EJC will not accept instructions from clients that indicate an intention to discriminate unlawfully.

Recruitment

All candidates will be processed in the same way. The staff responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria, and of the need for their consistent application. All questions that are put to the candidates will relate solely to the requirements of the job.
If it is necessary to assess whether personal circumstances will affect the performance of the job, this will be discussed objectively, without detailed questions based on assumptions about race, sex, religion, national origin, sexual orientation, disability, marital status, children and domestic obligations.

Discrimination

Unlawful discrimination occurs in the following circumstances:
Direct discrimination
Direct discrimination occurs where one individual treats or would treat another individual less favourably on grounds of race, religion, colour, sex, age, national origin, disability or sexual orientation (“the protected categories”).
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected category: -in the terms on which the recruitment consultancy offers to provide any of its services; by refusing or deliberately omitting to provide any of its services in the way it provides any of its services.
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified.

Indirect Discrimination

Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, which disadvantages a minority group in the community on the basis of a protected category. Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer. If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, EJC will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification.

Disabled Persons Direct Discrimination

Direct discrimination against a person occurs where, if for a reason which relates to the disabled person’s disability, an individual: treats him less favourably than he treats, or would treat others to whom that reason does not or would not apply, and, the employer cannot show that the treatment in question is justified, or If on the ground of a disabled person’s disability, he treats the disabled person less favourably than he treats or would treat a person not having that particular disability, whose relevant circumstances, including his abilities, are the same as, or not materially different from, those of the disabled person. This type of direct discrimination can never be justified.Duty to make reasonable adjustments and to provide auxiliary aids and services. This is a similar protection to indirect discrimination in the other protected categories. Where a provision, criterion or practice applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature. Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter.

EJC will not discriminate against a disabled person on the grounds of disability -in the arrangements i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; in the terms on which employment or engagement of temporary workers is offered; or by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or by subjecting him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment). EJC will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients. Wherever possible EJC will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.

“I’ve used EJC for a few years now. I always know what I’m getting with Peter and his team, whether it’s a senior or a junior hire. They are professional, friendly and have a fantastic network of contacts.”

- Head of Talent Acquisition, Long-Only Asset Manager

“As someone who has worked on in finance for many years, Helen understands our business needs immediately, which is rare in recruitment. She doesn’t waste my time with unsuitable CV’s as she has a thorough pre-screening process that produces a focused list of great candidates. “

- Risk & Compliance MD, Long- Only Asset Manager

“It took quite awhile to find my current role and I was in contact with a lot of recruiters. There’s a wide variation in quality but what I liked about Hannah was she didn’t over-sell positions – she told me why I was unsuitable, took a real interest in me as a person and called me when she said she would. She found me this great job and now I’m hiring people for my team through EJC.”

- Candidate, Client Services Manager

“A very professional outfit with an impressive client list and a real know-how in combining the right candidate with the right position. I would not hesitate to recommend EJC to anyone either looking for employment or looking to hire.”

- Candidate, Business Development Director

“I have had to deal with numerous agencies over the past few years – but coming across EJC has been a breath of fresh air. As a candidate I felt very well looked after and represented and within three weeks of first sending my CV to them I now find myself signing on the dotted line at a large CTA manager.”

- Candidate, Quant Analyst

“Recruitment in the alternative industry is phenomenally competitive – especially for junior hires and EJC really helped me kick-start my career. There are many preconceptions about hedge funds but they helped me understand the structures of the businesses and which roles would best suit my competencies. They were very professional, knowledgeable and provided me with valuable support throughout the recruitment process. I would highly recommend them as professional head-hunters.”

- Candidate, Graduate – Junior Sales

“Over the years I have used Peter’s recruitment services as a candidate and a client. I can say wholeheartedly that he excels in both. He’s a rare breed of recruiter as he actually listens to his clients and never makes a promise on which he can’t deliver. Peter represents many leading UK and European asset managers and I wouldn’t hesitate to recommend him to anyone thinking of a new role or indeed looking to source staff for a position.”

- Client & Candidate (Portfolio Manager)

“Brad is an extremely knowledgeable consultant with a strong network of contacts that he is able to leverage. He is results orientated whilst not losing his personal approach. Brad asks the right questions at the right time, listens to the information we release to guide him and provides high quality candidates. He is often the first specialist I consider talking to now and we have only partnered within the last few months.”

- Resourcing Specialist, Ratings Agency

“EJC are always be the first recruiter I use. They are a pleasure to work with, not least because EJC takes a genuine interest in my business and the qualities and character of the people I need to hire. I get good people through EJC because they find motivated people who want to do the job, not just move elsewhere for a pay rise. They are always on top of the process and are energetic in obtaining and analysing feedback.”

- MD, Investment Consultancy

“EJC helped us in sourcing some of our key investment professionals. Rather than dealing with the commission driven, one size fits all service of larger recruiters, we appreciated the tailored and focused approach provided by EJC. Their intimate knowledge of what the hedge business is about allowed them to target a small number of high quality individuals for each role. This left us confident that the short list provided were all possible hires for us, therefore saving us the time and money.”

- CFO, Newly launched HF