Diversity + Inclusion Charter

Extensive research has found that diverse and inclusive organisations experience:

• Greater success in recruiting and retaining talent;
• Employees with higher levels of job satisfaction and commitment;
• Employees with greater engagement in their work;
• Significant increases in creativity and innovation;
• Better decision making;
• A boost to company reputation;
• Improved Financial Performance.

In fact, working with people who are similar to us undermines our potential for success, so diversity and inclusion is not just common sense, it makes business sense for us and our clients.

Diversity in recruitment is ensuring that candidates are shortlisted and introduced because their skills and competencies meet the criteria set out by the client. That criteria needs to be examined for indirect bias, such as degrees from specific universities, levels of experience only achievable for a specific group, hours of work that may discriminate, or descriptions of culture that are exclusive.

Decision making should be free from bias related to race, belief, gender, age, sexual orientation, socio-economic status, physical individuality, neuro individuality, and other personal characteristics that are unrelated to the criteria required.

If candidate pools and resulting hires are not sufficiently diverse, then the employer will not develop diverse leaders of the future. And if an organisation’s culture is not inclusive, it will not retain diverse talent.

Diversity refers to the existence of variations of different characteristics in a group of people. These characteristics could be anything that makes us unique, such as our cognitive skills and personality traits, along with things that shape our identity such as race, age, gender, religion, sexual orientation and cultural background.

In keeping with the Equality Act of 2010, Claims Recruitment Services and Eden James Consulting will never discriminate against any candidate, regardless of:

• Age;
• Disability;
• Gender reassignment;
• Marriage and civil partnership;
• Pregnancy and maternity;
• Race;
• Religion or belief;
• Sex;
• Sexual orientation. ​

In addition, we will commit to taking the following actions going forward:

• Plans to take positive action to be more diverse;
• Promoting diversity and inclusion wherever possible;
• Creating an environment where employees are secure to challenge inappropriate behaviour or language;
• Creating and implementing training to all employees to understand how communication and behaviours may affect another person and how to manage complaints;
• Creating and delivering training to all employees to understand the full range of diversity;
• Leadership taking a lead on being positive for diversity and inclusion;
• Terminating relationships with suppliers and third parties that fail to be positive for diversity and inclusion.