We are an equal opportunities employer which means that we are committed to providing equality of opportunity in employment and assessment of ability and personality to all persons. When recruiting new employees or affording our current employees with opportunities for promotion, or when conducting ability and personality testing sessions we will follow the good practice recommendations of the codes of practice and other guidance issued by the Equality Commission:
1. Not discriminate unlawfully against any person.
2. Assess, recommend and select the best person for the job in terms of qualifications and abilities.
The Inner Vyou Ltd. embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief.
The Inner Vyou Ltd. is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment and personality and ability testing sessions to avoid unlawful discrimination.
The Inner Vyou Ltd. will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) and GDPR, which are age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non-membership of a Trade Union. All staff has an obligation to respect and fully comply with this policy.
The Inner Vyou Ltd. is committed to providing training for its entire staff in equal opportunities and diversity. The Inner Vyou Ltd. will avoid stipulating unnecessary requirements, which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements when conducting personality and ability assessments.
The Inner Vyou Ltd. will not discriminate unlawfully. We will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.
Testing of personality and ability are methods of assessing applicants that we use frequently.
We will only use tests from reputable providers and which are proven to be capable of providing reliable assessments of the applicants’ abilities to perform the duties of the job.
The tests will be used to assess the applicants against only the essential and/or desirable criteria set out in the person specification for the job in question.
In line with other commitments made previously in this procedure, appropriate reasonable adjustments to the testing procedures will be made for those disabled applicants who may need them.
The test records will be added to and kept confidential and in a secure place in the main CANDIDATE’S File.
As GENERAL PRINCIPLES:
I. All of our procedures must be applied fairly and consistently to all applicants.
II. All applicants should be treated fairly during the testing sessions.
III. The applicants will be asked questions and each should be given a fair opportunity to answer them.
IV. Assistance must be given, where needed, to applicants who are disabled.
The general rule of good practice is that our procedures and practices must be applied fairly and consistently to all applicants. It is especially important that our staff to be aware that they may be required to make reasonable adjustments to some or all of those procedures and practices if that is needed to remove any disadvantages, which they cause for any disabled applicants.
This is a legal duty and failure to comply with it is unlawful disability discrimination. The adjustments need only be made for the disabled persons who require them and it may result in those disabled persons being treated more favourably than other persons; if so, that is lawful and permissible.
Please consult page 2 for more information about how we relate to direct and indirect discrimination, harassment, victimization, age and disability discrimination.