EQUAL OPPORTUNITIES POLICY

General Statement

McKinlay Recruitment Services Limited (the “Company”) is committed to equal opportunities.  This means that all job applicants, employees, clients, candidates and potential candidates will receive equal treatment regardless of race, colour, nationality, ethnic or national origin, sex, age, marital status, religion or belief, sexual orientation or any disability, gender reassignment or pregnancy/maternity.  The Company is committed to ensuring that ability and potential for any job within the Company, or placement of a candidate with a client are the only criteria used for selection.  In order to make our Equal Opportunities Policy properly effective the Company is committed to reviewing and updating this policy on a regular basis. Whilst this policy is not contractual, all staff and third parties working with the Company are expected to comply with this policy.

  1. Legislation

It is unlawful to discriminate against or harass individuals either directly or indirectly in respect of their race, colour, nationality, ethnic or national origin, sex, age, marital status, religion or belief, sexual orientation or on the grounds of disability, gender reassignment or pregnancy/maternity contrary to the Equality Act 2010 (the “EqA”) and any other relevant UK legislation from time to time in force.

  1. Forms of Discrimination

The following are the kinds of discrimination that are against the firm’s policy:

  • Direct discrimination, where a person is less favourably treated because of a protected characteristic under the EqA (a “Protected Characteristic”). An example is if someone is refused promotion on the grounds that he or she is black, disabled, or a woman.
  • Indirect discrimination, where a provision, criterion or practice is applied equally to all groups but has a disproportionately adverse effect on one particular group because of a Protected Characteristic and cannot be justified. Examples are where there is a requirement that is non-essential to the job description, which may exclude a disabled person (such as the requirement for a driving licence for a job, which is mainly office-based).
  • Victimisation, where someone is treated less favourably because he or she has complained or has supported someone else’s complain.
  • Harassment, which includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
  • Disability discrimination, which includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

The Company will consider any unlawful discrimination by any of its employees to be gross misconduct, which may result in dismissal. If any employee has any concerns about their treatment they should raise them with their manager. Employees will not be treated unfavourably or victimised for having raised any complaint but should note that false allegations or allegations made in bad faith will be treated as misconduct and dealt with as a disciplinary issue.

Pro Bono

From the outset, McKinlay Law have provided non-commercial rates to legal aid practices and registered charities. We also provide pro bono recruitment services to our local law centre.