Our Policy

Harvey John 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 in order 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.

 

Harvey John 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. Harvey John 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. Harvey John is committed to providing training for its entire staff in equal opportunities and diversity. Harvey John 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.

 

Harvey John will not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Harvey John will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.

Our Pledges

When taking job orders, Harvey John will always request and discuss your company’s diversity & inclusion policies to understand your commitments and suggest best practice where we can. This will enable us to educate each other on DE&I issues, whilst ensuring your recruitment process is fit for purpose.

Where tools allow us to do so, our recruiters will conduct blind CV searches. Tools such as LinkedIn Recruiter enable us to conduct research whilst omitting personal details that may influence unconscious bias (for example, names, age, and profile picture). In removing as much personal information as possible, we can reduce unconscious bias.

When introducing our shortlists, Harvey John will always explain the steps we’ve taken to ensure a diverse and inclusive shortlist as part of your hiring process.

On an annual basis, Harvey John will undergo DE&I training to ensure our team is in touch with the evolving landscape of DE&I.

Harvey John will establish our very own team of Diversity Champions to continuously educate and aid our team with all matters relating to D&I.

Harvey John are committed to reviewing our Equal Opportunities & DE&I policy annually.

Diversity & Inclusion Report 2022

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