Stevenson James’ policy is not to discriminate against its workers on the basis of their sex, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, HIV positive/AIDS status, disability or age, pregnancy or maternity, trade union membership or the fact that they are a part time worker or a fixed-term employee.
Our workers and applicants for employment shall not be disadvantaged by any policies or conditions of service which cannot be justified as necessary for operational purposes. Stevenson James shall, at all times, strive to work within legislative requirements as well as promoting best practice. The aim of the Management is that the composition of our workforce should reflect that of the community and that all workers should be offered equal opportunities to achieve their full potential. This policy, and the measures we take to implement it, have been devised on the basis of advice from relevant government and professional bodies and we will continue to review following any subsequent legislation. We are committed to a programme of action to make this policy effective and to bring it to the attention of all workers. The principle of non-discrimination and equality of opportunity applies equally to the treatment of visitors, clients, customers and suppliers by members of our workforce and also, in some circumstances, ex-employees.
The business case for diversity and equality in Executive recruitment is well documented. Treating people fairly and equally, while embracing diversity has a positive business impact. Organisations whose employees best reflect and represent their customer base and communities are reporting greater market competitiveness, innovation, enhanced sustainability and employee engagement.
For diversity and equality to be achieved, our Clients need to retain their diverse talent and have access to diverse talent pools externally. Stevenson James works with our clients to understand their needs and can, where appropriate, formulate non-discriminatory role profiles, while building diverse talent pools from which we can draw. The key areas of focus include (but are not limited to) increasing the proportion of women, increasing the proportion of staff with a medically-defined disability and broadening ethnic diversity.
When agreeing to take on a specific mandate, Stevenson James will look at the composition of the team or group in question and, in the context of the business's agreed aspirational goals on gender balance, disability, ethnic diversity and diversity more broadly, explore with our Client if and to what extent recruiting for the particular role should be based on a specific set of diversity goals.
We work to ensure that significant weight is given to relevant skills, underlying competencies and personal capabilities and not just proven career experience, in order to extend the pool of candidates.
Supporting candidate selection
As Clients evaluate candidates, Stevenson James will ensure that they continue to provide appropriate weight to intrinsic competencies and capabilities, supported by thorough referencing, rather than over-valuing certain kinds of experience. As necessary, we can advise clients on how to run their interview process to demonstrate the required rigour and professionalism and share best practices on how to reduce the impact of unconscious biases.
Broadening the Candidate Pool
It is a continuing aspiration of Stevenson James to seek to broaden our own networks of potential candidates, leveraging as appropriate external lists produced by relevant organisations. We continually invest time in developing relationships with the pipeline of diverse candidates.