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.
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.
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 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.