Legal
Equal Opportunities and Diversity Policy
Statement
Founderr Ltd is committed to equality of opportunity in everything it does, both as an employer and as a recruitment business acting on behalf of clients. Founderr complies with the Equality Act 2010 and with the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003.
The Founder is accountable for this policy and for every decision made under it.
Protected characteristics
No candidate, worker, client contact or supplier will be treated less favourably because of any of the nine protected characteristics under the Equality Act 2010:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race, including colour, nationality and ethnic or national origin
- Religion or belief
- Sex
- Sexual orientation
This applies equally to direct discrimination, indirect discrimination, harassment and victimisation. Founderr also does not discriminate on grounds not covered by the Act, including caring responsibilities, socio-economic background, career breaks or the route by which someone gained their skills.
How this works in recruitment
- Assessment against the brief. Candidates are longlisted, screened and shortlisted on evidence against the requirements of the role, and on nothing else.
- Anonymised submissions. Profile photographs are removed from candidate submissions so shortlists are assessed on evidence rather than appearance.
- Searching a mapped market. Candidates are identified by mapping where the skill set sits rather than by waiting for applications, which surfaces people who would not have applied and reduces reliance on a self-selecting pool.
- Challenging the brief. Where a shortlist comes back narrow, the client is told what in the brief is causing it, for example over-specified degree requirements, unnecessary qualifications or location constraints that exclude candidates without improving the hire.
- Reasonable adjustments. Candidates are asked whether they need any adjustment to take part in a process, and the request is passed to the client and supported without the underlying reason being disclosed beyond what is necessary.
Discriminatory instructions from a client
Founderr will not act on an instruction to include or exclude candidates on the basis of a protected characteristic, whether that instruction is given explicitly or implied through the way a requirement is described. Where such an instruction is received, it will be raised with the client, the underlying business requirement will be discussed, and the search will proceed against lawful criteria. Where a client will not move, Founderr will decline the assignment.
Where a genuine occupational requirement or a lawful positive action measure applies, it will be documented and evidenced before it is applied to a search.
Monitoring
Founderr does not operate a formal diversity monitoring system and does not claim to. Where a client operates its own monitoring, Founderr will support it and supply the information required. Where a client sets a diversity standard for its suppliers, Founderr will adopt it.
Raising a concern
Any candidate, worker, client or supplier who believes they have been treated unfairly is encouraged to raise it directly at letsbuild@founderr.com. Concerns will be taken seriously and investigated, and no one will suffer detriment for raising one in good faith. Where a concern relates to the conduct of a client, it will also be raised with that organisation.
Review
This policy is owned by the Founder and reviewed annually.
Founderr Ltd. Registered in England and Wales, company no. 16679821. Registered office: 3rd Floor, 86-90 Paul Street, London EC2A 4NE.