Diversity & Inclusiveness
Our Commitment to Equality of Opportunity, Diversity and Inclusiveness
Totum is committed to providing equal opportunity to everyone in recruitment, selection, training, promotion, deployment and any other condition of employment. We are clear that no-one should be unfairly disadvantaged at work or in any other disciplinary action on the grounds of age, race, colour, nationality, ethnic or national origins, sex, marital status, sexual orientation, disability or any other unlawful criterion or circumstance. It is the company's policy that anyone within the company concerned with making decisions should avoid unlawful discrimination in any form in their dealings with other employees.
The Directors of the company are responsible for the operation of this policy. Equally all members of staff have a responsibility to adhere to both its spirit and its principals. Any case of unlawful discrimination will be treated very seriously.
The company recognises its obligations under the legislation covering Equal Pay, Sex Discrimination, Race Relations, Disability Discrimination and Age Discrimination. The company also recognises that unlawful discrimination can take different forms – direct, indirect, victimisation or the failure to make reasonable adjustments to employment arrangements or premises.
At Totum we strive to act in a fair and reasonable manner both internally and in our external relationships, focusing solely on a person's ability to do a job and their skills and attributes. We are committed to do all we can in the areas of equal opportunities and diversity and to operate with honesty, integrity and consideration. However, we believe in constant growth and learning, and if we are found wanting we are always willing to modify our behaviour.
Our values underpin all we do and guide our behaviour. We are careful to ensure we keep true to them as the business grows. We believe in attracting the best talent from the widest pool possible in order to meet our clients' needs. We also believe in valuing and respecting all the people we come into contact with.
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Contacting and meeting key clients to see what they do in this area and what they expect from us. This directly led us by client referral to a Diversity & Inclusiveness Consultancy which undertook an out-of-office workshop for our staff.
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We also monitor the profiles of all the candidates we meet, collate this information quarterly and cross reference this analysis with information on the background of the candidates we have previously placed.
We are always keen to extend our work in this field and would welcome ideas on how we can further improve and enhance our focus in this area.
