Diversity & Inclusion Policy

At Rainmaker People, we are passionate and tireless advocates of workplace equality. Embedded within our core values and ethos are the basic principles of fairness and valuing the contribution of all our employees.

We are dedicated to encouraging a supportive and inclusive culture amongst the whole workforce and strive to promote diversity and eliminate discrimination.
Our aim is to ensure that all employees and job applicants are given equal opportunity and that our organisation is representative of all sections of society. Each employee will be respected and valued and able to give their best as a result.

This policy reinforces our commitment to providing equality and fairness to all in our employment and not provide less favourable facilities or treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, nationality, national origin, religion or belief, or sex and sexual orientation. We are opposed to all forms of unlawful and unfair discrimination.
All employees, no matter whether they are part-time, full-time, or temporary, will be treated fairly and with respect. When Rainmaker People selects candidates for employment, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability.

All employees will be given help and encouragement to develop their full potential and utilise their unique talents.


This policy covers all areas of employment: recruitment and selection, terms and conditions, promotion, transfer, training and appraisal.


• To create an environment in which individual differences and the contributions of all team members are recognised and valued.
• To create a working environment that promotes dignity and respect for every employee.
• To not tolerate any form of discrimination, intimidation, bullying, or harassment, and to discipline those that breach this policy.
• To make training, development, and progression opportunities available to all staff.
• To promote equality in the workplace.
• To encourage anyone who feels they have been subject to discrimination to raise their concerns to senior management.
• To regularly review all our employment practices and procedures so that fairness is maintained at all times.


Legal Framework:
In addition to our own policy, there are various pieces of legislation that we will abide by in relation to discrimination and harassment, primarily being the Equality Act 2010. This imposes a duty on employers to make reasonable adjustments in cases where working arrangements or physical features of premises cause substantial disadvantage for a person with a disability. The resourcing hub will:
• provide the necessary equipment and facilities for employees, applicants and interviewees with disabilities to enable them to participate successfully in the workplace.
• provide job applicants with details of the vacant job, e.g. job description, person specification, application form and information about the resourcing hub, in alternative formats.
• make suitable provisions and adjustments for interviews and where successful candidates are appointed.
• If an employee suffers an injury or illness which affects their ability to do the job, we will provide paid disability leave (which will not be counted as sick leave), offer counselling and support and facilitate any adjustments necessary to enable the employee to return to work. This may include a reallocation of duties, flexibility of working hours and adjustments to equipment. Full consultation on the most suitable arrangements will be held with the employee.


Should an employee believe they have experienced harassment, bullying or discrimination then they may either attempt to resolve the matter informally or invoke the formal complaint procedure.
All cases will be taken seriously, dealt with quickly and treated with the utmost confidence. Employees are advised to seek the advice of either their line manager; or if this is not appropriate given the nature of the complaint the Company Director Carl Nichols. If this is felt to be an inappropriate route, then an employee should raise their complaint with one of the Group Partners.


Malicious Complaints:
Whilst we do not wish to deter individuals who wish to make genuine complaints, it should be noted that vindictive or vexatious complaints will be viewed seriously and will be dealt with under the disciplinary procedure. Equally unacceptable is the threat of making an unfounded complaint of discrimination or harassment.


Rainmaker People will inform all employees that an equality and diversity policy is in operation and that they are obligated to comply with its requirements and promote fairness in the workplace. The policy will also be drawn to the attention of stakeholders, customers and job applicants. Rainmaker People’s equality and diversity policy is fully supported by senior management.

Our policy will be monitored and reviewed annually.


Carl Nichols,
Managing Director.