Equal opportunities policy

Albemarle Interim Management seeks to employ a workforce that reflects the diverse community at large, because we value the individual contribution of people.

Promoting equality of opportunity means that everyone is treated solely on the basis of competence and merit, regardless of gender, parental or marita status, ethnic or national origin, race, age, religion, sexual orientation, disability or any other criteria not specifically related to potential skills and abilities. Albemarle Interim Management endeavours to provide a working environment free from unlawful discrimination, harassment or victimisation on the above grounds. This applies in the recruitment, selection, employment conditions, training and promotion of all Albemarle Interim Management' employees and amongst those who use the service provided by Albemarle Interim Management, both clients and candidates.

Albemarle Interim Management' Equal Opportunities Codes of Practice expand on current equal opportunities legislation, outline how Albemarle Interim Management endeavours to implement and promote this policy, and give specific guidelines to employees providing an employment agency service to clients and candidates.

The Codes of Practice have been devised with regard to the recommendations for employment agencies issued by the Commission for Racial Equality (CRE), the Equal Opportunities Commission (EOC) and the Recruitment and Employment Confederation (REC).

All new employees will undergo training and/or briefing as part of their induction to enable them to meet the requirements of this policy and the Codes of Practice. All employees will be regularly updated to ensure that they are kept aware of any change in the policy, the Codes of Practice and relevant legislation.

Albemarle Interim Management' Equal Opportunities Policy extends to the service it provides through its employment agency operations.

All candidates and temporary workers will be interviewed, assessed and submitted to clients on the basis of their ability and merits, according to the requirements of the vacancy or assignment. Albemarle Interim Management' employees will not accept any unlawful condition or requirement that is not justified by the genuine needs of the job.

It is the responsibility of every employee to commit to this Policy and the Codes of Practice and to read and comply with them.

Albemarle Interim Management will not tolerate any acts which breach the Policy and all instances of such behaviour or alleged behaviour will be taken seriously, be fully investigated and may be subject to the Company's disciplinary procedure.

We have taken every step to ensure that our website complies with both the Disability Discrimination Act 1995 and The Disability Rights Commission (DRC) Act 1999, but in the unlikely event that you are having problems using our site please feel free to contact us.