DIVERSITY AND INCLUSION

  • Diversity and Inclusion Policy
  • Diversity and Inclusion Charter

NEW STATE SOLUTONS – DIVERSITY AND INCLUSION POLICY 

Purpose: 

New State Solutions strives to continually build values that treat all people with dignity and respect. We aim to encourage, value and manage Equality, Diversity and Inclusion 

(EDI). We are against any form of unlawful and unfair discrimination, harassment or victimisation and want to build a business that is representative of society with the widest pool of talent available. 

It is our aim to ensure that no employee, job applicant or candidate receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics). 

This Policy, and other associated arrangements/policies, shall operate in accordance with statutory requirements (including 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. 

Our Commitment: 

· To support our clients in creating an inclusive culture where everyone is valued for who they are and where individual differences and contributions of all our staff are recognised, valued and encouraged 

· Our recruitment, selection and assessment process must be purely based on skills and competencies against the specific roles, we must act transparently and base our judgements entirely on merit. 

· Our employees are entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment is tolerated. 

· We treated everyone equally and fairly and that decisions on training, development and progression opportunities are available to all, based on purely objective criteria. 

To promote EDI in the workplace: 

· We will regularly review all our employment practices and procedures to ensure fairness. 

· Where we are advised, we will make reasonable adjustments to any element of our approach 

· Breaches of our EDI Policy will be regarded as misconduct and could lead to disciplinary proceedings. 

· Third-party harassment, concerning our staff or candidates, relating to a protected characteristic will not be tolerated. The employee concerned must be confident that they can inform their line manager at once without judgment and New State Solutions will fully investigate and take all reasonable steps to prevent any further harassment 

· This policy is fully supported by our Managing Director and will be reviewed annually 

Your responsibility as a Colleague: 

New State Solutions will grow as a recognised EDI employer. We want to have the best employment practices and efficient use of our employees. Every employee into the future, has personal responsibility for the implementation of this policy. In particular, all members of staff should: 

· comply with the policy and arrangements; 

· not discriminate in their day to day activities or induce others to do so; 

· not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics. 

· ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic. 

· inform the Director if they become aware of any discriminatory practice. 

Any instance of doubt about the application of this policy or other questions should be addressed as soon as possible and any employee is invited to do so without prejudice. 

For Candidates and Clients: 

· Our staff will not discriminate directly or indirectly, or harass candidates or clients because of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation in the provision of Change’s goods and services 

· Job advertisements used will be non-discriminatory. Similarly on and offline advertisements will be diverse and inclusive, targeting all suitable potential job applicants, by using tools that augment this approach 

· Any selection criterion is based upon merit and the ability to do the job, regardless of sex, race, disability, age, sexual orientation, religion or philosophical belief. 

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

The responsibility of the Leadership at New State Solutions: 

The effective implementation and operation of the arrangements for EDI will rest with the Managing Director to ensure that they and all staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. 

All staff will be responsible for monitoring the operation of this policy in respect of employees and applicants and raising any concerns immediately 

All managers and staff responsible for or involved in drafting job specifications, job advertisements, application sifting, selection interviewing, confirmation of appointments, completion of the performance management framework, consideration of employees for training and development and promotion opportunities will be made aware of and act in accordance with this policy. 

Awareness Training is mandatory via our online training partner and is provided for new staff to ensure their awareness of this policy and the associated arrangements. This policy is covered in the company induction. 

Raising Concerns: 

All employees have a right to pursue a complaint concerning discrimination, or bullying and harassment, and New State Solutions will take all complaints of this nature seriously. This may be against them or others; individuals should refer to the Bullying and Harassment Policy. New State Solutions is concerned to ensure that staff feel able to raise such concerns and no individual will be penalised for raising such a concern unless it is submitted maliciously or is made in bad faith. 

If an employee believes that they have been subject to discrimination, victimisation or harassment on any grounds the employee is encouraged to discuss the matter informally with HR or a Director. The employee is also entitled to raise a formal complaint at any time. In such circumstances, the employee should invoke New State Solutions Grievance procedure. 

Discrimination, harassment and victimisation will be treated as disciplinary offences and they will be dealt with under the New State Solutions Disciplinary Procedure. 

 

 New State Solutions Diversity and Inclusion Charter. 

At New State Solutions we understand the importance of embracing equality, diversity and inclusion in the workplace and seek to promote the benefits in all business activities, both internally, and externally with our clients and our suppliers. 

Employers are increasingly recognising the importance of having a diverse workforce, and it’s now widely recognised that companies who have a diverse employee makeup have been found to outperform those with a more linear employee base. 

To be a credible recruitment partner, we recognise we need to constantly be working to improve our knowledge and offering and have developed this charter to demonstrate what we can do to help our clients overcome challenges and achieve their goals around diversity and inclusion. 

We hope to learn and grow as a business, by listening and responding to clients and challenging our mind-set to meet their needs. 

How are we incorporating D, I and E into our behaviours 

There are a number of activities that we perform internally as standard practice across all of the mandates that we work on: 

Any new member of our team will undergo awareness coaching around diversity and inclusion and its challenges. We understand that our clients want to work with consultants who can advise and offer guidance around this ever-evolving topic, so we ensure our recruiters have sufficient training on the subject and use the following resource: 

  • • APSCO – Embrace ED&I training. An online programme designed by a leader in inclusive talent solutions for any new members of our staff to work through. 

Continuously building a diverse talent pool 

Our recruiters are working to expand and diversify our talent pool and build relationships with our network. We understand different factors will impact where a candidate searches for their next role, so we have continued to use a mix of tools and are not yet set on any “best way”. 

Most of our approach work to candidates is direct from recommendation, LinkedIN and ZoomInfo, so we aim to ensure that the language of our in-mails etc is jargon free and appealing to inclusion minded people. We found Textio was a great tool to sense check our phasing of direct approaches. 

We have also looked at KatMatfield which is a decoder software to support discouraging gender bias. This removes masculine biased phases and opens up the appeal to a more diverse talent pool. 

What we can do for our clients 

We are aware that each business has their own individual needs and challenges around diversity and inclusion, so we want to be able to tailor our offerings to meet them. 

By partnering with us, we can offer a number of additional services to help overcome these issues: 

Blinding CVs We can remove names, locations, academic qualifications and even vocabulary to completely anonymise applications. This way we can present them to clients as neutrally as possible to limit the risk of unconscious bias playing a role in the hiring process. 

Enabling you to take Positive Action We can advise you on how to take positive action when it comes to hiring individuals who are under-represented in your company. Actions we can take are: 

  • • Understanding how to encourage under-represented groups to take advantage of your employment opportunities. 
  • • If retained on a search we can provide you with a varied shortlist that falls in line with your diversity requirements. 
  • • Highlighting when you, as the employer, can take positive action and encouraging you to do so. 

Diverse Panels We can work with you to create diverse interview panels to limit unconscious bias and to ensure the candidates feel they are being given a fair opportunity in the interview process. 

Inclusive Interview Process Participating in interviews can cause stress and anxiety for everyone, but for those with certain invisible disabilities and mental health problems, this is only amplified. We have worked with highly talented candidates for mid- level transformation roles with dyslexia previously and found our clients assessment centre was entirely biased against them. We worked with the candidate assessment centre leader, to change how the online testing worked to even up the playing field for all 

Use of Preferred Pronouns We understand the importance of knowing and using preferred pronouns. We our updating our internal systems to facilitate preferred pronouns. Future hires into our business will be made aware of this so they can provide you with the information when candidates are submitted. 

Providing data and insights We can collect data around who is applying for and showing interest in your roles by surveying applicants. This will give insight into who is applying and what changes need to be made to meet your diversity and inclusion targets. 

Part-time Work We can help you find top talent looking for part-time work or job-sharing, as we are consistently building a network of people returning to work post Covid, who have different demands from a new role and can only offer their service on this basis. 

What we are doing internally We have implemented various internal practices as part of our commitment to diversity and inclusion. 

Our team is expected to grow in the short to medium term and we want to ensure we do more than offer lip service by responding to client needs and growing an ever more sophisticated approach to our D, I and E hiring process. This is an ever-evolving subject and this Charter is by no means an end state as clients and the broader market will compel ever more sophistication to this vital effort. 

Would you like to recruit with us?

Contact us today to find out more!

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