D,E&I Policy

Diversity Policy




1.2 Xcede Group embraces diversity and are seeking to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse and inclusive employee and candidate base as possible. We will strive to make sure that we empower our clients to meet their own diversity targets.

1.3 Xcede Group is committed to diversity and will promote diversity for all employees, workers, and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Xcede Group will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, race, nationality, ethnicity or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union or spent convictions and places an obligation upon all staff to respect and act in accordance with the policy. Xcede Group is committed to providing training for its entire staff in equal opportunities and inclusive practice.

1.4 Xcede Group shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Xcede Group will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications, and abilities to perform the relevant duties required by the particular vacancy.

1.5 Xcede Group will not accept instructions from clients that indicate an intention to discriminate unlawfully.


Unlawful discrimination occurs in the following circumstances:

2.1. Direct discrimination

Direct discrimination occurs where one individual treats or would treat another individual less favourably on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership, age, disability, colour, race, nationality, ethnicity or national origin, religion or belief, political beliefs (“the protected categories”).

It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected category: -

  •  in the terms on which the recruitment consultancy offers to provide any of its services;

  •  by refusing or deliberately omitting to provide any of its services;

  •  in the way it provides any of its services.

 Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable due to a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or in the case of age, the discrimination can be lawfully justified.

2.2. Indirect Discrimination

Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, which disadvantages a minority group in the community on the basis of a protected category.

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.

If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, Xcede Recruitment Solutions Ltd will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification.


2.3.1 Direct Discrimination

Direct discrimination against a person occurs where, if for a reason which relates to the disabled person's disability, an individual:

  •  treats them less favourably than they treat, or would treat others to whom that reason does not or would not apply

  • the employer cannot show that the treatment in question is justified.


  •  If on the ground of a disabled person’s disability, they treat the disabled person less favourably than they treats or would treat a person not having that particular disability, whose relevant circumstances, including their abilities, are the same as, or not materially different from, those of the disabled person. This type of direct discrimination can never be justified.

2.3.2 Duty to make reasonable adjustments and to provide auxiliary aids and services

This is a similar protection to indirect discrimination in the other protected categories.

Where a provision, criterion or practice applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature.

Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter.

Xcede Group will not discriminate against a disabled person on the grounds of disability -

  •  in the arrangements i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; or

  •  in the terms on which employment or engagement of temporary workers is offered; or

  •  by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability;


  •  in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording them any such opportunity; or

  •  by subjecting them to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

Xcede Group will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates, and clients.

Wherever possible Xcede Group will make reasonable adjustments to hallways, passages, and doors to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.


Xcede Group will not discriminate directly or indirectly, harass, or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skills and not age.

Xcede Group is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age.

No age requirements will be stated in any job advertisements on behalf of the company.

Any age data held as part of Xcede Group recruitment process will not be used as selection, training, or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process​.


This Diversity Policy also covers the treatment of those employees and workers who work on a part-time basis, Xcede Group recognises that it is an essential part of this policy that part-time employees are treated on the same terms, with no detriment, as full-time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Xcede Group also recognises that part-time employees must be treated the same as full-time employees in relation to training and redundancy situations.