Who this covers
This policy covers applicants, workers and employees throughout recruitment, offers, assignments, training, pay decisions and the handling of concerns. It also sets the standards we expect from clients and suppliers when dealing with our people.
Fair decisions
We will base decisions on relevant skills, availability, capability and lawful role requirements. We will not accept discriminatory requests from clients or use assumptions about a person’s background to decide their suitability.
GRAFTD prohibits unlawful discrimination, harassment and victimisation relating to the Equality Act’s protected characteristics: age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex and sexual orientation. Protection also extends, where the law provides, to association with others and perceived characteristics.
Access and adjustments
Tell us if a change would help you access an application, discussion, document or assignment. We will discuss reasonable adjustments for disability, assess practical requirements with the client and explain what can be arranged. We will not ask people to share unnecessary medical details in a public form or general email.
We aim to communicate clearly, offer an accessible alternative where reasonably possible and give inexperienced applicants a fair chance at suitable entry-level work. Any lawful occupational requirement or safety restriction must be justified, not assumed.
During an assignment
Clients and supervisors must treat GRAFTD workers respectfully and cooperate on appropriate adjustments. Concerns about unfair allocation, pay, treatment, facilities or exclusion should be raised promptly. We will check the facts and applicable entitlements rather than dismissing a concern because someone is a temporary worker.
Putting this into practice
People making recruitment and booking decisions must understand this policy and seek help when unsure. Directors will review concerns and relevant decision-making for patterns of unfair treatment, handling any monitoring data lawfully and proportionately. Use our Raising Concerns Policy to report an issue or request a review. Raising a concern must not count against someone.
The directors are responsible for implementing this policy, briefing the people who need it and reviewing concerns and corrective actions. We will review it at least annually and sooner if the law, our work or an incident requires it. This policy does not replace assignment terms or limit statutory rights.
Further guidance: Equality and discrimination guidance.