Energi Recruitment Services Ltd is committed to supporting the principle of equal opportunities, and opposes all forms of unlawful or unfair discrimination on the grounds of any Protected Characteristic (PC) including sex; race (including colour, nationality, ethnic or national origin); religion or belief; age; disability; marital status and civil partnership; sexual orientation; gender reassignment; pregnancy and maternity.

This policy covers vacancy advertising, recruitment and selection, training, promotion and conditions of service and is compliant with the following legislation:

  • The Rehabilitation of Offenders Act 1974.
  • The Local Government Act 1988 and 1999.
  • Special Educational Needs & Disabilities Act (SENDA) 2001.
  • Racial & Religious Hatred Act 2006.
  • The Work & Families Act 2006.
  • Equality Act 2010.

The Company's aim is to create an environment that encourages and values diversity within its workforce and builds on the differences individuals bring, enabling the Company’s continued success. We aim to draw upon the widest possible range of views and experiences in order to meet the changing needs of our staff, clients, partners, and candidates.

We seek to promote diversity and to respond to the needs of all individuals in a fair and equitable manner, whilst observing our commitment and responsibility to current legislation.

To achieve this, we will:

  • Fulfil our social responsibility towards our employees, and the communities in which we operates.
  • Recognise all of our legal obligations with particular reference to those acts and directives detailed previously.
  • Make all opportunities (including advertising, interview and selection processes, promotion and training) as accessible as possible to under-represented groups.
  • Conduct monitoring and to ensure processes are fair, equitable and accessible and to identify any significant under-representation.
  • Endeavour to attain a workforce that is representative of the communities from which it is drawn to secure the widest possible pool of talent.
  • Recruit, train and promote the best person for the job and to make full use of the talents and resources of all our employees.
  • Create a working environment free from unlawful discrimination, victimisation and harassment in which all employees, clients, partners, and candidates are treated with dignity and respect.
  • Periodically review our selection criteria and procedures to ensure that they remain compliant and maintain a system that ensures fairness.
  • Distribute and continuously publicise our full Equality & Diversity Policy and procedures throughout the company to employees and to clients, partners, visitors, and candidates.
  • Provide the facilities and opportunity for anyone who believes that they have been treated inequitably within the scope of our policy to raise the matter through the appropriate grievance or complaints procedure.
  • Log all reported instances of harassment and take action to mitigate and minimise harassment and victimisation wherever possible.
  • Any reported instances of direct discrimination, indirect discrimination, harassment, or victimisation as per the Equality Act 2010 will be fully investigated and may result in a formal written warning or immediate dismal for gross misconduct.
  • Ensure that employees understand that breaches of this policy will not be tolerated and may lead to disciplinary proceedings.

Our Equality & Diversity Policy covers the following in detail:

  • A detailed definition and explanation of the different types of discrimination, harassment & victimisation.
  • Occupational requirement.
  • Procedures relating to pre-Employment Health Questionnaires.
  • Procedures relating to disabled persons, age discrimination, gender reassignment and part time workers.
  • Procedures relating to harassment.
  • Monitoring & positive action.
  • Maintenance of personnel records.
  • How to make a complaint relating to discrimination or harassment.


  • Harassment is defined as ‘unwanted conduct’ and must be related to a relevant protected characteristic or be of a sexual nature. It must also have the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
  • It can be verbal, written or physical.
  • It is based on the victim’s perception of the unwanted behaviour rather than that of the harasser, and whether it is reasonable for the victim to feel that way.
  • It can also apply to an employee who is harassed because they are perceived to have a protected characteristic, whether they actually have it or not.
  • It can also apply to an employee who is harassed because they are associated with someone with a protected characteristic.
  • It can also apply to an employee who witnesses harassment because of a protected characteristic and that has a negative impact on their dignity at work or working environment.

Monitoring and Review

Our policy will be reviewed regularly and may be altered from time to time in light of legislative changes or other prevailing circumstances.

Alexander Christie
Managing Director
Energi Recruitment Services Ltd