Temp Labour JQ values diversity and is committed to promoting its benefits across all business activities. We aim to foster a business culture that reflects this belief. To ensure a diverse pool of employees and candidates, we will broaden our recruitment channels. Additionally, we will support our clients in achieving their diversity goals.

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Temp Labour JQ is dedicated to promoting diversity among all employees, workers, and applicants. We will continuously review our recruitment processes to prevent unlawful discrimination. We treat everyone equally and do not discriminate based on any "protected characteristic" under the Equality Act 2010, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We also do not discriminate based on trade union membership. All staff are required to respect and adhere to this policy. We are committed to providing equal opportunities and diversity training to all staff. We will avoid unnecessary requirements that may exclude certain groups and will not impose discriminatory criteria for any role.

Temp Labour JQ will not unlawfully discriminate when selecting candidates or temporary workers for vacancies or assignments. Each candidate will be evaluated based on their merits, qualifications, and ability to perform the relevant duties.

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Discrimination

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Under the Equality Act 2010, unlawful discrimination includes:

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Direct Discrimination

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Direct discrimination occurs when an individual is treated less favourably due to a protected characteristic. This means treating someone worse compared to others without that characteristic.

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It is unlawful for a recruitment consultancy to discriminate based on a protected characteristic in the following ways:

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• In the terms of service offered

• By refusing or omitting to provide services

• In the manner of providing services
   

Direct discrimination can occur even if the individual does not have the protected characteristic but is assumed to have it or is associated with someone who has it.

Direct discrimination also occurs if a recruitment consultancy follows an employer's instructions to exclude certain individuals based on a protected characteristic, unless an exception applies. The Act allows specifying a requirement for a protected characteristic if it is an occupational requirement. The employer must justify this requirement as a proportionate means of achieving a legitimate aim. However, this does not permit less favourable treatment or harassment of individuals without the occupational requirement.
 

Indirect Discrimination

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Indirect discrimination happens when a provision, criterion, or practice (PCP) disadvantages people with a protected characteristic compared to those without it. If the PCP can be objectively justified, it is not considered discrimination.

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Indirect discrimination also occurs if a recruitment consultant follows an indirectly discriminatory instruction from an employer.

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If a vacancy requires characteristics that constitute an occupational requirement or if the instruction is discriminatory but objectively justified, Temp Labour JQ will not proceed without written confirmation from the client.

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Temp Labour JQ will strive to comply with the Act and will not accept instructions that result in unlawful discrimination.

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Harassment

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Harassment under the Act is defined as unwanted conduct related to a protected characteristic that violates an individual's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. This includes unwanted sexual conduct.

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Temp Labour JQ is committed to providing a work environment free from unlawful harassment. We will ensure that our consultants do not harass any individual.

Examples of prohibited harassment include:

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• Derogatory jokes or comments

• Slurs or unwanted sexual advances

• Derogatory or sexually oriented posters, photographs, cartoons, drawings, or gestures

• Physical conduct such as assault, unwanted touching, or interference based on sex, race, or any other protected characteristic

• Threats and demands for sexual favours as a condition of employment or to avoid loss, and offers of employment benefits in return for sexual favours

• Retaliation for reporting or threatening to report harassment

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If an individual believes they have been unlawfully harassed, they should immediately reported and followed up with a written complaint. The complaint should include details of the incident, names of those involved, and any witnesses.

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Temp Labour JQ will conduct a thorough investigation of the allegations. If harassment is confirmed, remedial action will be taken. All employees and workers must comply with Temp Labour JQ's harassment policy. Any breach will result in disciplinary action, which may include termination.

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Victimisation Policy

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Under the Equality Act 2010, victimisation occurs when an individual is treated unfavourably because they have performed a ‘protected act,’ such as bringing a claim for unlawful discrimination, raising a grievance about discrimination, or providing evidence regarding a discrimination complaint.

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Temp Labour JQ will ensure that our consultants do not victimise any individual.

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Disabled Persons

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Discrimination against disabled persons occurs when they are treated unfavourably due to their disability. Direct discrimination happens when a provision, criterion, or practice applied by an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage compared to non-disabled persons.

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In recruitment and selection, reasonable adjustments may be required. For example, different application procedures might be necessary for partially sighted or blind applicants, enabling them to use Braille. Testing and assessment methods must be directly related to the job's skills and competencies. Adjustments might include allowing more time for tests or setting different acceptable test result levels based on the disability.

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Reasonable adjustments in recruiting could include:

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• Modifying testing and assessment procedures

• Meeting candidates at more accessible premises

• Flexibility in interview timing

• Modifying application procedures and forms

• Providing a reader or interpreter
   

Temp Labour JQ will make reasonable adjustments to hallways, passages, and doors to improve access for disabled employees and workers, where feasible.

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Temp Labour JQ will not discriminate against disabled persons in:

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• Application forms, interviews, or selection arrangements

• Terms of employment or engagement of temporary workers

• Refusing or deliberately not offering a job due to disability

• Opportunities for benefits or refusing such opportunities

• Subjecting individuals to any other detriment, including refusal of training, transfer, demotion, wage reduction, or harassment
   

We are committed to providing career opportunities to all people with disabilities and will make every practical effort to meet the needs of staff, candidates, and clients.
 

Age Discrimination
 

Under the Act, it is unlawful to directly or indirectly discriminate against, harass, or victimise a person because of age. Age discrimination protects people of all ages.

Temp Labour JQ will not discriminate based on age and will encourage clients to recruit based on competence and skills, not age. We are committed to recruiting and retaining employees based on their skills, experience, and attitude, regardless of age. No age requirements will be stated in job advertisements.
 

If age information is requested during recruitment, it will not be used for selection, training, or promotion criteria but only for personal data compilation and equal opportunities monitoring. If a client requests age or date of birth, it must be under an occupational requirement or with objective justification confirmed in writing.
 

Part-Time Workers

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Temp Labour JQ ensures that part-time employees are treated equally to full-time employees (on a pro-rata basis) in terms of pay, holiday entitlement, maternity leave, parental leave, domestic incident leave, and pension scheme access. Part-time employees will also receive equal treatment in training and redundancy situations.
 

Gender Reassignment Policy
 

Temp Labour JQ supports employees or workers undergoing gender reassignment. We will protect them from discrimination or harassment within the workplace. If gender change imposes genuine problems, we will make every effort to reassign the employee or worker to an alternative role, if desired.

Employees or workers facing discrimination due to gender reassignment can use the company’s grievance procedure.
 

Recruitment of Ex-Offenders
 

Temp Labour JQ complies with the Disclosure and Barring Service (DBS) Code of Practice for criminal records checks on individuals working with children or vulnerable adults. We have a policy on the recruitment of ex-offenders.
 

Complaints and Monitoring Procedures
 

Temp Labour JQ has procedures for monitoring compliance with this policy and handling discrimination complaints. These procedures are available upon request. Any discrimination complaint will be thoroughly investigated.

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