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Equality and Diversity Policy

Company Name: RMS Recruitment Ltd (“the Company”)

Model Policy Name: Model equal opportunities and diversity policy

Date: 02 January 2023


RMS Recruitment Ltd embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.

RMS Recruitment Ltd is committed to diversity and will promote diversity for all employees, workers, and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. RMS Recruitment Ltd will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We will not discriminate on the grounds of an individual's membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. RMS Recruitment Ltd is committed to providing training for its entire staff in equal opportunities and diversity. RMS Recruitment Ltd will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.


Under the Act, unlawful discrimination occurs in the following circumstances:

  • Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.
  • Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.


Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.

RMS Recruitment Ltd is committed to providing a work environment free from unlawful harassment.


Discrimination occurs when a person is treated unfavourably as a result of their disability.

In recruitment and selection, it may be necessary to make reasonable adjustments to ensure that disabled persons can participate fully in the recruitment process.


Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. RMS Recruitment Ltd will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age.


This policy also covers the treatment of those employees and workers who work on a part-time basis, ensuring they are treated on the same terms as full-time employees.


RMS Recruitment Ltd recognises that any employee or worker may wish to change their gender during the course of their employment with the Company. RMS Recruitment Ltd will support any employee or worker through the reassignment.


Where RMS Recruitment Ltd has registered with the Disclosure and Barring Service (DBS), we will comply with the DBS’s Code of Practice, which includes having a policy on the recruitment of ex-offenders.


RMS Recruitment Ltd has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. Any discrimination complaint will be investigated fully.