Equality & Diversity Policy
The purpose of this document is to provide a written statement of the Equality and Diversity
Policy operated and supported by Cititec. This policy has been determined by reference to
the following relevant legislation, associated regulations and directives:-
Sex Discrimination Act 1975 and 1986
Equal Pay Act 1970
Race Relations Act 1976
Rehabilitation of Offenders Act 1974
Employment Relations Act 1999
Disability Discrimination Act 1995
Working Time Regulations 1998
Human Rights Act 1998
Age Discrimination Act 2006
Race Relations (Amendment) Act 2000
Employment Equality (Religion or Belief) Regulations 2003
Employment Equality (Sexual Orientation) Regulations 2006
In fulfilling its objectives, Cititec actively seeks to achieve equality of opportunity and fair
treatment for all persons. We are committed to embracing and valuing the diversity of our
workforce, customers and the communities in which we work.
Combating Discrimination
Cititec recognises that certain groups and individuals in society may be disadvantaged
because of the discrimination they experience as a result of their race, colour, ethnic or
national origin, sex, marital status, disability, health status, sexuality, age, political or religious
belief. We recognise that there is both direct and indirect discrimination and that this takes
place at both a personal and institutional level.
Cititec is committed to the adoption of positive policies and practices to combat all direct and
indirect discrimination and to ensure full compliance with the terms of any current relevant
legislation and regulatory requirements.
Valuing Diversity
We have adopted a broad definition of diversity that goes beyond those characteristics
prescribed by law to include diversity of style, thought and values. Diversity at Cititec
emphasises understanding, valuing and respecting differences and creating an environment
where all employees feel they can succeed and contribute to the organisation’s success.
We value diversity and strive to:
• Fully utilise the talents of all employees
• Improve recruitment and retention from all employee groups
• Enhance decision making and innovation, by encouraging interaction and involvement
• Increase our ability to relate to a diverse range of customers.
We will not condone behaviour which is abusive or offensive; any such incidents will be
regarded seriously and may lead to the initiation of disciplinary proceedings.
DEFINITION
The concept of diversity accepts that:
‘the workforce consists of a diverse population of people. The diversity consists of visible and
non-visible differences which will include factors such as sex, age, background, race,
disability, sexual orientation, personality and work style. It is founded on the premise that
harnessing these differences will create a productive environment in which everybody feels
valued, where their talents are being fully utilised and in which organisational goals are met’.
(Kandola and Fullerton, 1998)
GUIDING PRINCIPLES
Our diversity principles support Cititec’s vision to be regarded as the first choice provider of IT
recruitment services to the financial services industry. We:
• Recruit, develop and retain the best people through the use of leading edge policies and
practices.
• Ensure each customer and employee is treated as an individual – and value them for their
contribution to the business.
• Ensure that our workforce and customer base more closely reflect the different communities
in which we operate.
• Maximise opportunity for all by recognising and realising potential both in employment and
business.
• Create and demonstrate shared responsibility at all levels to foster a participatory work
environment, employee development and support of organisational values and behaviours.
• Enable employees to influence their working patterns to match their work-life priorities and
lifestyle changes.
RESPONSIBILITIES
• All employees have a responsibility to ensure that this policy is put into practice. We expect a
personal commitment from all employees in making it effective and in setting an exemplary
standard for others to follow.
• Additional and specific responsibilities apply to those who manage staff and to those who are
involved in recruitment, promotion, training and development.
• All members of staff have a responsibility to:
• understand the values and benefits of equality and diversity;
• familiarise themselves with this policy, follow it, and ensure that any staff for whom they are
responsible do so as well;
• draw to the attention of their line manager any instances of apparent discrimination or any
perceived problem in relation to employment or to the provision of products and services;
COMMUNICATION
We will ensure that this policy will be supported by regular and appropriate consultation and
communication with employees and customers:
• A copy of this policy, will be given to all staff, to ensure that our policy is put into practice.
• This policy will also be included with tender information and contracts for work undertaken
for us by external organisations and individuals.
• All our policies, including those relating to equality and diversity, will be monitored for clarity
and plain English. We will arrange for them to be made available in translation and/or in
another medium where reasonable.
SUPPLIER DIVERSITY
We will ensure that the purchase of goods, services and facilities is undertaken in line with our
equality and diversity commitments. We will aim to use agencies or companies who share our
values on equality of opportunity and diversity. We will establish procedures to ensure that
businesses from diverse communities have an equal opportunity of competing for contracts.
MONITORING AND REVIEW
This policy will be monitored and reviewed on a regular basis to ensure effective
implementation.
If you are a candidate and wish to assist us in monitoring our commitment to achieving equality of opportunity, please complete the Diversity Monitoring Questionnaire. A PDF version of the questionnaire can be downloaded here.
For further advice please contact the HR Department at qa@cititec.com.
