Equality, Diversity and Inclusion Policy

GRL is committed to offering a service that ensures inclusivity. 

Our detailed and comprehensive process, sources highly suitable individuals through the identification of talents, skills, experience, and personality traits to suit the role and environment we are recruiting to, irrespective of different cultural perspectives in a multi-cultural and diverse society. We ensure all applicants feel they are respected and valued and are offered expert advice in advance of the formal interview stage. We ensure they feel equipped to achieve their full potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability, or age.

GRL is a recruitment consultancy and not an employer, but it will keep up to date with, and will follow the recommendations and guidance of the Equality and Human Rights Commission, in all our processes, and in dealing with candidates and clients, whether in person, by video, over the telephone and via e-mail.

This policy applies to all aspects of recruitment.

The aims of this policy are to ensure that:

• No-one receives less favourable treatment, on grounds of any protected characteristic (including age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation); or is disadvantaged by any conditions, requirements, provisions, criteria, procedures, or practices that cannot be justified on any other grounds.
• GRL is free of unwanted conduct such as unconscious bias, that violates the dignity of candidates or creates an intimidating, hostile, degrading, offensive, humiliating, or non-inclusive environment, during the recruitment process.
• Opportunities advertised by GRL, advice, interview preparation, coaching and assistance are equally open to male and female candidates, candidates from all racial groups, candidates with or without disabilities, and candidates of any age, and of any sexual orientation, religion or belief, and
• Selection for longlisted and shortlisted candidates (from a longer list), will be fair and equitable, and based solely on merit.

We will take the following steps to put the policy into practice and make sure that it is achieving its aims:

1. The policy will be a priority for the organisation.

2. Nicholas Rees, GRL Legal Managing Director, will be responsible for the day-to-day operation of the policy.

3. The policy will be placed on the company’s website.

4. All consultants will be trained on the policy, on their responsibilities under the policy, and on how the policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation.

5. Unacceptable conduct including discrimination will not be tolerated.

6. Complaints about discrimination during a recruitment process, will be regarded seriously, and may result in disciplinary sanctions.

7. Selection criteria will be entirely related to the role, and the client brief.

8. GRL will make reasonable changes necessary to help overcome physical and non-physical barriers that make it difficult for disabled applicants to apply and competitively present at interview.

9. GRL uses many mediums to advertise its roles, several platforms will be used on each role although these will be role dependent and fit for purpose. Our adverts offer significant exposure, ensuring the most effective and diverse reach.

10. GRL will collect EDI data for monitoring. Each formal applicant is sent our standard monitoring form. While there is currently no legal requirement for a monitoring form to be completed, applicants are encouraged and reminded (once) to do so. Data collected will be provided to a client at the conclusion of a process. The collection of this data is monitored, managed, and anonymised by GRL’s Senior Researcher/Administration Manager, the information.

11. The effectiveness of the policy will be monitored regularly and updated as appropriate.

12. GRL will take all necessary steps to ensure that candidates shortlisted are legally entitled to work within the UK.