General

Evergreen Group Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.

Evergreen Group Limited is committed to diversity and will promote diversity for all employees, workers, and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Evergreen Group Limited will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs, or membership or non-membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy.

Evergreen Group Limited shall 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. Evergreen Group Limited will ensure that each candidate is assessed only in accordance with the Candidate’s merits, qualifications, and abilities to perform the relevant duties required by the particular vacancy.

Evergreen Group Limited will not accept instructions from clients that indicate an intention to discriminate unlawfully.

Discrimination 

Evergreen Group Limited will not accept instructions from clients that indicate an intention to discriminate unlawfully.

Direct Discrimination occurs where one individual treats or would treat another individual less favourably on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs (“the protected categories”).

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected category: -

• In the terms on which the recruitment consultancy offers to provide any of its services
• By refusing or deliberately omitting to provide any of its services
• In the way, it provides any of its services

Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified.

Indirect discrimination occurs where an agency or employer applies a provision, criterion, or practice generally, which disadvantages a minority group in the community on the basis of a protected category.

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.

If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, Evergreen Group Limited will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification.

Reasonable adjustments for the disabled - his is a similar protection to indirect discrimination in the other protected categories.

Where a provision, criterion, or practice applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature.

Evergreen Group Limited will not discriminate against a disabled person on the grounds of disability in the arrangements i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; or in the terms on which employment or engagement of temporary workers is offered; or by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or by subjecting him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

Harassment 

Evergreen Group Limited is committed to providing a work environment free from unlawful harassment on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or any other basis protected by legislation is unlawful and will not be tolerated by Evergreen Group Limited.

This policy prohibits unlawful harassment by any employee or worker of Evergreen Group Limited.

Examples of prohibited harassment are verbal or written conduct containing derogatory jokes or comments; slurs or unwanted sexual advances; visual conduct such as derogatory or sexually orientated posters, photographs, cartoons, drawings, or gestures which some may find offensive; physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected category basis; threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours; retaliation for having reported or threatened to report harassment.

Complaints

Evergreen Group Limited will not tolerate any discrimination or harassment, so if you believe that you have been unlawfully harassed, you should make an immediate report to Roisin McCarthy by calling her on 01256 314660 followed by a written complaint as soon as possible after the incident. Your complaint should include details of the incident; name(s) of the individual(s) involved; and name(s) of any witness(es).

Contacts

Adam Whitney, Director, and Data Protection Lead

Email: awhitney@evergreen.org.uk

Phone: 01256 314620

Roisin McCarthy Manager

Email: rmccarthy@datatech.org.uk

Phone: 01256 314660

Names of those responsible for:
Adding, amending, or deleting personal data; responding to subject access requests/requests for rectification, erasure, restriction data portability, objection, and automated decision making processes and profiling; reporting data breaches/dealing with complaints; and/or

Emma Randall, Data Processing Lead

Phone: 01256 314660