Ascent People embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief.
Ascent People is committed to diversity and will promote diversity for all employees, workers and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination.
Ascent People will treat everyone fairly irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union, and places an obligation upon all staff to respect and act in accordance with the policy.
Ascent People is committed to providing training for its entire staff in equal opportunities practice. Exclusive shall avoid stipulating any unnecessary requirements which would exclude a higher proportion of a particular gender, sexual orientation, age, religion or racial group or which would exclude disabled job applicants; and will avoid prescribing any requirements as to marital or civil partnership status.
Ascent People shall not discriminate unlawfully when deciding which candidate is submitted for a vacancy or assignment, or in any terms of employment. Ascent People 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.
Ascent People will not accept instructions from clients that indicate an intention to discriminate unlawfully.
Unlawful discrimination occurs in the following circumstances:
Direct discrimination occurs where one individual treats or would treat another individual less favourably because of sex, sexual orientation, gender reassignment, marital or civil partnership, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, or political beliefs.
It is unlawful for a recruitment agency to discriminate against a person:
• 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.
Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, which disadvantages a minority group. 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, Ascent People will seek written confirmation of such genuine occupational requirement, exception or justification.
Direct discrimination against a person occurs where a person is treated less favourably because of disability, either their own disability or because someone they are associated with has a disability.
Indirect discriminations occurs when a practice, criterion or provision which cannot be objectively justified is applied to everyone but results in person with a disability being placed at a disadvantage.
Ascent People will not discriminate against a disabled person on the grounds of disability in the arrangements of interview or for selection and determining to whom a job should be offered or in the terms on which employment or engagement of temporary workers is offered.
Ascent People will make career opportunities available to all people with disabilities accordingly and every practical effort will be made to provide for the needs of its staff, candidates and clients.
Ascent People will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We encourage clients not to include any age criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skills and not age.
Ascent People is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age.
No age requirements will be stated in any job advertisements on behalf of the company.
Ascent People may request age as part of its recruitment process but such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data as part of an equal opportunities monitoring process.