Equal Opportunities & Diversity Policy

1. Policy Statement

MEL is committed to fair, inclusive and respectful recruitment and employment practices.

MEL will seek to ensure that candidates, workers, employees and clients are treated fairly and that recruitment decisions are based on legitimate job requirements, suitability, qualifications, experience, competence and applicable compliance requirements.

2. Legal Framework

MEL will comply with applicable equality and employment legislation, including the Equality Act 2010 and relevant statutory protections.

3. Protected Characteristics

MEL will not unlawfully discriminate on the basis of protected characteristics recognised under applicable law, including:

• age;
• disability;
• gender reassignment;
• marriage and civil partnership;
• pregnancy and maternity;
• race;
• religion or belief;
• sex; and
• sexual orientation.

4. Recruitment

Vacancies should be written using objective and role-relevant requirements.

Selection decisions should be based on evidence relevant to the position and should not be influenced by unlawful discriminatory considerations.

5. Candidate Selection

MEL will seek to provide fair opportunities throughout application, interview, selection, compliance and placement processes.

Where a role has lawful occupational, regulatory, security, licensing, qualification or safeguarding requirements, these may legitimately affect eligibility.

6. Reasonable Adjustments

Where appropriate, MEL will consider reasonable adjustments for disabled candidates, workers and employees to support access to recruitment, work and relevant processes.

7. Harassment and Victimisation

MEL does not tolerate harassment, bullying, unlawful discrimination or victimisation.

Concerns will be taken seriously and may be investigated under relevant procedures.

8. Client Requirements

MEL will work with clients to understand legitimate role requirements. MEL will not knowingly support unlawful discriminatory recruitment requirements.

9. Diversity

MEL values a workforce with different backgrounds, experiences, skills and perspectives.

10. Training and Awareness

Relevant personnel will receive appropriate guidance regarding equality, fair recruitment, discrimination and respectful workplace conduct.

11. Reporting Concerns

Concerns about discrimination, harassment or unequal treatment should be reported to the appropriate manager.

Where the concern cannot appropriately be raised with the immediate manager, it may be escalated to another appropriate member of management.

12. Monitoring

MEL may review recruitment outcomes, complaints and other appropriate information to identify potential equality risks.

13. Breaches

Unlawful discrimination, harassment, victimisation or serious breaches of this policy may result in disciplinary, contractual or other appropriate action.

14. Contact

MEL
6-9 The Square
Stockley Park
Uxbridge
UB11 1FW

Email: info@mymel.co.uk
Telephone: 020 8064 0994

15. Review

This policy will be reviewed annually or sooner where legislation or business practices change.