Policy Objectives

• Promote Diversity
  Ensure our recruitment processes attract a diverse pool of candidates, representing a wide range of backgrounds, experiences, and perspectives.
• Foster Inclusion
  Create a workplace culture where everyone feels valued, included, and empowered to contribute to their fullest potential.
• Ensure Equality
  Provide ‍equal opportunities for all employees and candidates, ensuring that no one is discriminated against on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

Scope

This policy applies to all employees, consultants, directors and clients of Inn Legal.

Recruitment and Selection

• Implement fair and unbiased recruitment practices that ensure equal opportunity for all candidates
• Use diverse channels and networks to advertise job openings, reaching a wide audience
• Ensure job descriptions and advertisements do not contain biased language and accurately reflect the requirements of the role
• Provide training for recruiters on unconscious bias and inclusive recruitment practices to foster fair decision-making
• Actively headhunt candidates to ensure a diverse and high-quality talent pool, proactively seeking out individuals from underrepresented groups

Training and Development

• Offer regular ED&I training to all employees, ensuring ongoing education and awareness
• Encourage participation in workshops, seminars, and courses on diversity and inclusion to enhance understanding and skills
• Support career development opportunities equally for all employees, providing access to mentoring, coaching, and professional development programs

Workplace Culture

• Promote a culture of respect, collaboration, and inclusion through leadership and employee engagement.
• Recognise and celebrate cultural and diversity-related events and initiatives to foster a sense of belonging.
• Encourage open dialogue and feedback on ED&I matters to continuously improve our workplace culture.

Monitoring and Reporting

• Regularly review and analyse diversity metrics and reports to measure progress and identify areas for improvement.
• Monitor recruitment and promotion practices to ensure compliance with ED&I principles and address any disparities.

Support and Resources

• Ensure that all complaints are taken seriously and investigated promptly and thoroughly, with appropriate actions taken to address any issues.
• Develop and maintain resources and tools to support ED&I initiatives, such as guidelines, best practices, and training materials.

Accountability and Continuous Improvement

• Set measurable goals for diversity and inclusion and track progress against these objectives, regularly reviewing and adjusting strategies as needed.
• Continuously seek feedback from employees and clients, to improve our ED&I practices and address any emerging issues.
• Benchmark our ED&I practices against industry standards and best practices to ensure we remain at the forefront of diversity and inclusion efforts.

Recruitment Process Principles

1. Fair Treatment

• Treat all applicants fairly and equally, avoiding costly recruitment mistakes and ensuring the best candidate is selected for each role.
• Select the most suitable person for the job based on skills, experience, and qualifications, without bias.
• Comply with the Equality and Diversity Policy at all stages of the recruitment process, from job descriptions to final selection.

2. Non-Discrimination

• It is against Inn Legal’s policy to discriminate on the grounds of race, nationality, ethnic origin, gender, marital status, pregnancy, age, disability, sexual orientation, gender reassignment, ethnicity, cultural or religious beliefs.
• Make reasonable adjustments to the recruitment process to ensure no applicant is disadvantaged due to disability, ensuring accessibility and support.

3. Monitoring and Data Collection

• Collect and analyse data regarding gender and ethnic origins for the purpose of monitoring equal opportunity and improving practices
• Maintain confidentiality of all collected data and protect it from misuse, ensuring compliance with data protection regulations

4. Advertising Vacancies

• Ensure all job advertisements are non-discriminatory and comply with equality guidelines, avoiding any exclusionary language or criteria
• Use inclusive language and diverse platforms to reach a broad audience, encouraging applications from underrepresented groups

5. Shortlisting and Interviewing

• Shortlist candidates based on specific, job-related criteria to ensure a fair and objective selection process
• Conduct interviews that focus on the needs of the job and the skills required to perform effectively, avoiding any discriminatory or intrusive questions
• Provide training and guidelines for interviewers to ensure consistency and fairness in the selection process

6. References and Qualifications

• Require professional references for employment offers, verifying the candidate’s background and suitability for the role
• Verify qualifications through original certificates or confirmation from relevant Examination Boards, ensuring authenticity if requested by our client

7. Bribery Act Compliance

• Conduct additional checks for roles vulnerable to bribery risks.

Roles and Responsibilities

• Management
  ‍Ensure the implementation and adherence to this policy, leading by example and promoting ED&I within the organisation. Provide necessary resources and support for ED&I initiatives.

• Employees
  Embrace and promote ED&I values, participate in training, and report any concerns related to discrimination or harassment. Actively contribute to a positive and inclusive workplace culture.

Review and Communication

This policy will be reviewed annually to ensure its effectiveness and compliance with legal requirements. Any updates or changes will be communicated to all employees, and training will be provided as necessary. Regular communication about ED&I initiatives and progress will be maintained to keep all stakeholders informed and engaged.

Conclusion

Inn Legal is dedicated to building a workplace where diversity is celebrated, inclusion is the norm, and equality is upheld. We believe that our commitment to ED&I will drive our success and enable us to better serve our clients and the community. By fostering an inclusive environment, we aim to attract and retain top talent, enhance our client service, and contribute positively to society.

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• Our company number is OC452751
• Our VAT number is 47028519

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