Equality, Diversity & Inclusion Policy Last Updated: 19th January 2026

1. Policy Statement Hardhatheads Recruitment Ltd is committed to promoting equality, diversity, and inclusion in all aspects of our business. We believe that a diverse workforce enhances creativity, innovation, and business performance, and we are dedicated to creating an environment where everyone is treated with dignity and respect.

We aim to ensure that no job applicant, candidate, employee, client, or other stakeholder receives less favourable treatment on the grounds of any protected characteristic as defined by the Equality Act 2010.

2. Scope This policy applies to:

  • All employees, workers, and contractors of Hardhatheads

  • Our recruitment practices and candidate management

  • Our relationships with clients and suppliers

  • All aspects of employment, including recruitment, selection, training, promotion, pay, and conditions of service

3. Protected Characteristics We are committed to eliminating discrimination and promoting equality with regard to the following protected characteristics:

  • Age

  • Disability

  • Gender reassignment

  • Marriage and civil partnership

  • Pregnancy and maternity

  • Race (including colour, nationality, ethnic or national origin)

  • Religion or belief

  • Sex

  • Sexual orientation

4. Our Commitments

4.1 As an Employer We will:

  • Recruit, select, train, and promote employees based solely on merit, ability, and potential

  • Ensure that all employment policies and practices are free from discrimination

  • Provide equal pay for work of equal value

  • Make reasonable adjustments to support employees and candidates with disabilities

  • Create a working environment free from harassment, bullying, and victimisation

  • Provide regular EDI training to all staff

  • Monitor our workforce composition and take action to address any under-representation

4.2 As a Recruitment Agency We will:

  • Present diverse candidate shortlists to clients wherever possible

  • Not accept discriminatory instructions from clients

  • Challenge and refuse to act on any instruction that would result in unlawful discrimination

  • Ensure job advertisements are inclusive and do not discourage applications from any group

  • Use fair and objective selection criteria based on skills, qualifications, and experience

  • Monitor the diversity of candidates registered, submitted, and placed

  • Provide feedback to candidates in a fair and constructive manner

  • Make reasonable adjustments to our recruitment processes for candidates with disabilities

4.3 Working with Clients We expect our clients to share our commitment to equality and diversity. We will:

  • Discuss EDI expectations with clients at the outset of each relationship

  • Advise clients on inclusive recruitment practices

  • Decline to work with clients who require us to act in a discriminatory manner

  • Support clients in meeting their own EDI obligations

5. Forms of Discrimination We recognise and seek to eliminate the following forms of discrimination:

  • Direct Discrimination: Treating someone less favourably because of a protected characteristic.

  • Indirect Discrimination: Applying a provision, criterion, or practice that disadvantages people with a particular protected characteristic, unless it can be objectively justified.

  • Harassment: Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

  • Victimisation: Treating someone unfavourably because they have made or supported a complaint about discrimination.

6. Positive Action Where evidence shows that people with particular protected characteristics are under-represented or disadvantaged, we may take lawful positive action measures to address this, such as:

  • Targeted advertising to reach under-represented groups

  • Encouraging applications from under-represented groups

  • Providing training or development opportunities

7. Reasonable Adjustments We are committed to making reasonable adjustments for candidates and employees with disabilities. This may include:

  • Adjustments to recruitment processes (e.g., alternative formats, additional time)

  • Workplace adjustments (e.g., equipment, working patterns, physical modifications)

  • Support during employment (e.g., mentoring, training adaptations)

If you require adjustments, please contact us to discuss your needs.

8. Monitoring and Review We will:

  • Collect and analyse diversity data (in compliance with data protection laws) to identify trends and areas for improvement

  • Set measurable EDI objectives and report on progress annually

  • Review this policy at least annually and update as necessary

  • Seek feedback from employees, candidates, and clients on our EDI performance

9. Responsibilities

  • Senior Leadership: Overall responsibility for EDI strategy and compliance.

  • All Employees: Responsibility to treat others with respect, challenge discriminatory behaviour, and adhere to this policy.

  • HR/Compliance: Responsibility for implementing, monitoring, and reviewing this policy.

10. Reporting Concerns If you experience or witness discrimination, harassment, or behaviour contrary to this policy, please report it to:

  • Your line manager

  • HR/Compliance: compliance@hardhatheads.co.uk

  • Managing Director (for serious concerns)

All concerns will be taken seriously, investigated promptly, and treated confidentially. We will not tolerate retaliation against anyone who raises a concern in good faith.

11. Breaches of This Policy Breaches of this policy by employees may result in disciplinary action, up to and including dismissal. We may also terminate relationships with clients or suppliers who breach this policy or require us to act contrary to it.

12. Contact For questions about this policy, contact: compliance@hardhatheads.com