Diversity & Inclusion

Diversity & Inclusion

Equality, Diversity, and Inclusion Policy

Alchemy is committed to encouraging Equality, Diversity and Inclusion among our workforce and eliminating unlawful discrimination.

We aim for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected.

Alchemy opposes all forms of unlawful and unfair discrimination, harassment or victimisation.

We wish to attain a workforce representative of society to ensure we secure the widest pool of talent available.

Alchemy employees, candidates and clients shall be treated equally, irrespective of any protected characteristic(s) including age, disability, gender reassignment, marriage or civil partnership (in employment only), pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Employees of Alchemy will not discriminate either directly or indirectly against a co-worker, candidate or client.

Recruitment and career opportunities will be available to all people, with disabilities or any other protected characteristic, and every practical effort will be made to provide for the needs of employees, candidates and clients.

This Policy operates in accordance with statutory requirements such as the Equality Act 2010.

In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments and/or any other statutory bodies.

Alchemy’s Commitment:

  • To create an inclusive culture representative of all sections of society, where everyone can be valued and respected.

  • To ensure our recruitment, selection and advertising will be based entirely on skills and competencies and not other protected characteristic

  • No form of intimidation, bullying or harassment will be tolerated and we will ensure that individuals are treated equally and fairly

  • To promote Diversity & Inclusion in the workplace.

  • To regularly review all our employment practices and procedures to ensure fairness.

  • Third-party harassment, concerning our clients, employees or candidates, relating to a protected characteristic will not be tolerated.

Candidates and Clients

  • Clients will be encouraged not to include or refer to a protected characteristic in job specifications.

  • Every attempt will be made to persuade clients to recruit on the basis of competence and skill and not other protected characteristic as per the Equality Act 2010.

  • Alchemy employees should question requests by clients to include criteria when registering vacancies.

  • If a client insists on using such limits, the reason for doing so must be included in the vacancy notes and applicants outside the limits should be given consideration.

  • Alchemy employees will not accept instructions from clients which indicate an intention to discriminate unlawfully.

  • Alchemy employees will not discriminate candidates and clients directly or indirectly

  • No job applicant, client or employee shall receive less favourable treatment than any another person does, on grounds that are discriminatory, in any form.

  • Alchemy does not charge candidates a fee for any recruiting services.

Recruitment, Selection and Advertising

Alchemy employees will not discriminate unlawfully:

  • In the arrangements made for selecting and recruiting internal employee

  • When deciding which candidate/temporary worker is submitted for a vacancy or assignment

  • In any term of employment or terms of engagement for temporary workers

  • Alchemy employees will ensure that each individual candidate is assessed only in accordance with their merits, qualifications and ability to perform the relevant duties

  • Alchemy will not publish an advertisement which indicates or might reasonably be understood as indicating an intention by a person to act in any way which might be seen as unlawfully discriminating.

Complaints of Discrimination

  • All complaints regarding discrimination must be immediately referred to the Equal Opportunities Representative (HR and a Director).

  • Complaints are to be assessed on an individual case by case basis. Where the designated Representative may be directly involved with allegations of discrimination another suitable senior individual will assume the role.

  • Some allegations of discrimination may be dealt with informally, where the Representative discusses the issue with those allegedly involved with the intention of resolving.

This Policy and the Equal Opportunities procedure will be updated as necessary.