Equality & Diversity Policy

1. Purpose & Regulatory Framework

This Policy sets out A&T Recruitment's commitment to eliminating discrimination and promoting equal opportunities for all job applicants, registered staff, hospitality talent, permanent placements, and direct employees in full alignment with:

• The Equality Act 2010
• The Employment Rights Act 1996
• The Agency Workers Regulations 2010 (AWR)
• The Human Rights Act 1998
• Guidelines and Codes of Practice published by the Equality and Human Rights Commission (EHRC)

2. Protected Characteristics & Zero Tolerance for Discrimination

A&T strictly prohibits any form of direct discrimination, indirect discrimination, harassment, or victimisation against individuals based upon any of the nine protected characteristics defined under Section 4 of the Equality Act 2010:

3. Objective Merit-Based Shift & Role Allocation

Shift allocations, interview referrals, and candidate introductions to client venues (including luxury hotels, banqueting halls, private clubs, and festival operations) are determined strictly according to transparent, objective criteria:

• Demonstrated skills, verified competencies, and relevant hospitality experience
• Valid certifications (e.g. Food Hygiene Level 2, Personal Licence, COSHH, Allergen Awareness)
• Availability and geographical proximity to the client venue
• Candidate right-to-work compliance in the United Kingdom
• Client-specific operational specifications (e.g. silver-service experience, cocktail mixology technique)

Client requests containing discriminatory conditions or preferences regarding age, sex, race, or any other protected characteristic will be refused immediately.

4. Reasonable Adjustments for Disabled Staff & Personnel

We are committed to making reasonable adjustments throughout registration, interview assessments, digital platform onboarding, and placement on client sites:

• Offering alternative formats for registration documentation and assessments
• Liaising with venue managers regarding physical access, rest intervals, and workstation ergonomics
• Ensuring health and safety risk assessments accommodate pre-existing medical conditions

5. Harassment, Bullying & Reporting Channels

A&T will not tolerate intimidation, harassment, unwanted conduct, or bullying from internal staff, candidates, client supervisors, or event patrons.

Staff members or clients who experience or witness conduct contrary to this policy are urged to report the matter immediately to our Compliance Desk. All complaints will be investigated promptly, confidentially, and without fear of retaliation.

6. Governance & Periodic Review

The Managing Director and designated compliance officers retain ultimate operational responsibility for implementing and monitoring this Policy. This Policy is reviewed annually and updated to reflect UK statutory amendments and best industry practices.