rutherfordsearch_commitmenttodiversity_inclusion_compliancerecruitment

Diversity and Inclusion

Rutherford recognises that discrimination and victimisation is unacceptable and that it is in the interests of our firm to leverage the skills of the total workforce. Our aim is to ensure that no employee or job applicant 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, region or belief, sex or sexual orientation – which are all called protected characteristics.

Our commitment to diversity and inclusion

At Rutherford, we are committed to following the below guidelines to ensure diversity and inclusion is respected in our workplace and within our practice.

In the Rutherford workplace

  1. To create an environment in which individual differences and the contributions of all our staff are recognised and valued.

  2. Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

  3. Training, development and progression opportunities are available to all staff.

  4. To promote equality in the workplace which we believe is good management practice and makes sound business sense.

  5. Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

  6. A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.

Within our practice

  1. Our consultants will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation in the provision of Rutherford’s goods and services.

  2. Rutherford assumes that its intention not to discrimination will be translated into practice consistently across the organisation. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.

  3. Candidates will be deemed suitable for a role only based on the factors that matter – experience, skills, qualifications and cultural fit.