Experts in Property & People
WELCOME TO JACKSON SIMS RECRUITMENT
Jackson Sims Recruitment is a market-leading recruitment consultancy with offices in the UK and ASIA. Through our extensive network and with the latest technology, we are able to create the right future for both our clients and candidates. Whether a candidate or client, there is no need to go through the hiring process alone.
If you are a temporary worker you can contact our site staff team with your availability at email@example.com .
You can contact our management team on firstname.lastname@example.org or find our direct contact details listed below.
For our latest opportunities please click the Current Vacancies button below.
Work With the Best
Work With the Best
The candidates' we represent vary from Junior to senior level. We understand that everyone’s career goal is unique. By listening to your requirements, we are able to narrow down a list of interesting options and employers. Our marketing-leading software enables us to create an online profile for you including pictures, video and supporting documents. This combined with our experienced team better represents you as a candidate to maximise your chance of success. We are always open to offer impartial advice to any potential candidate whether you are seeking a new role or not. Our expansive network has always been our biggest strength, and it continues to grow daily. Interested in joining us? Contact us here.
We offer a number of bespoke solutions from retained searches through to contingent recruitment. Our unique platform provides a seamless and efficient way for us to connect you with the right talent. Via a single online portal, you are able to post vacancies, review shortlisted candidates and feedback to your assigned recruiter. Depending on your needs, we will outline the expected service levels for your hiring process. All of the candidates we introduce are interviewed and referenced, giving you confidence in our shortlist. We only take on a limited number of openings, which in turn means we can dedicate more time to your vacancy. Would like to know more? Contact us here?
CUTTING EDGE TECHNOLOGY
Director - APAC
Stuart has successfully built three recruitment companies. He has made a number of high profile placements within real estate firms and prestigious property developers throughout the world. Stuart heads up the Singapore office for Jackson Sims Recruitment. Stuart was named as one of the 100 most influential people in property two years in row. Contact Stuart for operational matters and positions within the APAC region.
0203 287 9484
MICHAEL SIMS MIRPM ASSOCRICS
Director - UK
Before a successful career in recruitment, Michael was a Senior Manager in one of the UK’s largest property management companies. He understands first hand the internal operational requirements of a property company, and how to identify the right people to deliver this. Michael is a full member of the IRPM and an associate of the RICS. Contact Michael for position within leasehold management.
0203 287 8754
Associate Director - Real Estate
Daniel has been the principal recruiter and department head for multiple property recruitment firms. He has enjoyed success working with some of the UK's leading developers, and being the recruitment lead on some of London's most exclusive properties. Contact Daniel regarding roles within leasehold management.
0203 287 0356
Recruitment Consultant - Residential
With over 10 years extensive experience working alongside large established companies across many regions, Demi's professional capabilities and communication skills are of the highest standard. Her most recent post involved attracting and recruiting extremely high-profile candidates in prestigious roles. Demi is a trusted, reliable and approachable consultant.
0203 287 6469
Associate Director - Estate Management & Concierge
For the last 8 years’, James has recruited staff at the highest level for properties across the UK. Working as the lead on some of London's super prime developments, James has a network of the best talent currently working on, and with, residential sites. His strategic ability has delivered complex mobilisation projects with speed and retention. Contact James for any roles within Estate Management and Concierge.
0208 638 7583
BROOKE ALEXANDRA WILSON AIRP
Senior Recruitment Consultant
Brooke has worked in the recruitment industry for the last 6 years specialising in block management, estate agency, accountancy, finance, legal, human resources and sales. She understands the importance of building healthy long standing relationships with both clients and candidates. Contact Brooke if you are looking to progress your property career.
0203 287 0370
Recruitment Consultant - Estate Management & Concierge
Hannah has worked in recruitment for 4 years, having acquired extensive knowledge in the property management sector. She is an expert in recruiting for both permanent and temporary positions, with a strong focus on on-site staffing for luxury residential developments. She is highly skilled in building long standing client relationships having successfully assisted a number of major UK managing agents.
0203 575 1299
With extensive experience working in both Block Property Management and Estate Agency across the commercial and private sector, Jessica has an excellent portfolio of knowledge that helps her identify the perfect fit between client and candidate.
Jessica is tenacious, affable and applies her extensive knowledge of the property sector into recruitment.
0161 818 9881
Recruitment Consultant - Estate Management & Concierge
Freddie Brewer started Jackson Sims Recruitment as our first trainee consultant. After finishing our apprenticeship scheme Freddie Brewer has made an impactful contribution to the temporary staff desk thus far. As well as making placements Freddie Brewer gave his time to work on a variety of London properties to get first hand experience of the daily schedule of site staff.
0203 290 6319
Recruitment Consultant - Real Estate
Danielle is a personable, flexible and highly-focused individual with a passion for Property. From previous experience within the Recruitment industry, she possesses the ability and confidence to maintain successful client and candidate relationships. This, partnered with a positive approach to all tasks, ensures new business opportunities are always recognised and existing limits are pushed.
0161 818 6854
Recruitment Consultant - Real Estate
Ben Sansom comes from a commercial and residential property background, as well as working within the estate agency. This combined knowledge provides the perfect bridge between the client briefs and sourcing the right candidate. Ben is very personable and communicative, and has proven to be an adept property recruitment professional.
0208 638 7095
Recruitment Consultant - Estate Management & Concierge
Franki is a personable, flexible and highly-focused individual with a passion for Property. From previous experience within the Recruitment industry, she possesses the ability and confidence to maintain successful client and candidate relationships. This, partnered with a positive approach to all tasks, ensures new business opportunities are always recognised and existing limits are pushed.
0203 290 6319
Consultant to Director Contact US
We are always looking for talented individuals to join us at Jackson Sims Recruitment. We offer market leading commission schemes and a basic salary to suit your needs. Our benefits include,
Unlimited Annual Leave
0203 287 9484
CHARITY & PARTNERS
SpecialEffect is a UK based charity which uses video games and technology to enhance the quality of life of people with disabilities. We have pledged an annual donation alongside partnered events to help improve the quality of life to the differently abled.
We are the proud sponsors of West London football club Atonians LFC. The Football Club was founded in 1925 and has gradually grown into one of the largest and most successful amateur football clubs in the London area. Atonians LFC currently play in the women’s Premier League Division.
Together with Universal Security we sponsor car number 13 driven by James Blake-Baldwin in the Ginetta GT4 Supercup. As one of the UK’s longest standing security companies Universal have continued to support and provide ‘best in class’ solutions to meet and exceed customer expectations.
Jackson Sims Recruitment LTD, 4 Capricorn Centre, Cranes Farm Road, Basildon, Essex, United Kingdom, SS14 3JJ, is a human capital advisory firm advising on leadership, talent identification, assessment, recruitment and retention. As a data controller, we are committed to protecting the privacy of your personal data and we summarise here our policies regarding the collection, use and transfer of your personal data, the security measures we employ to protect such data and your rights and choices with regard to access or use of such data.
This policy sets out the types of personal data that we collect about you
This Policy explains how and why we collect and use your personal data
This policy explains how long we keep your personal data for
This policy explains when, why and with who we will share your personal data;
This policy sets out the legal basis we have for using your personal data;
This Policy explains the effect of refusing to provide the personal data requested;
This Policy explains how we may contact you and how you can contact us.
We collect a variety of personal data in order to provide our advisory services. For candidates, this typically includes a CV, tracking of your employment history, degree(s) and other qualifications, languages and other skills as well as contact information. It may also include, age, nationality and gender, compensation details (where permitted by applicable legislation), a record of our contact history with you and comments, views or references from third parties. Where applicable, it will also include interview notes and a record of individual preferences and competencies. We advise you not to provide information which may be deemed sensitive on your CV as we will retain any documents that you have provided. For clients and potential clients, referees and sources data typically includes contact details, company information and role and for anyone receiving assessment or coaching from us, we will also process any additional personal data that you choose to provide to us during the course of either of these. In addition to information provided by you, we may gather information from LinkedIn, Google, Company websites, press and periodicals and other publicly available sources as well as third parties such as sources/referees. Selectively, we may hold sensitive personal data if relevant to a specific search and subject to your explicit consent.
Legal Basis for Using Your Data
For prospective candidates, candidates, referees, sources and clients, our processing is necessary for our legitimate interests in that we require the information in order to be able to assess suitability for potential opportunities, to find potential candidates and to contact clients and referees. We evaluate information to ensure that our processing is necessary and that your fundamental rights of privacy are not outweighed by our legitimate interests, before we proceed with the processing. We keep a record of these balancing tests. You can find out more about the information in these balancing tests by contacting us using the details below.If you are coached or assessed by us, then this may involve processing of more detailed personal data including sensitive data that you or others have provided. In these cases, we will always ask for your consent before undertaking such processing. For clients, we may also rely on our processing being necessary to perform a contract for you.
Use and Processing of Personal Data
Data collected or received on potential candidates is used in the usual course of our business for one of Jackson Sims Recruitment LTD’s confidential executive or non-executive searches. Summary biographical data may be shared with a client in the context of a particular search, for example to identify the most highly qualified and talented individuals within the markets we serve or to illustrate a typical profile within the individual search parameters. No representation is made about your interest or availability to contemplate such a role at this stage. Before presenting further details or indicating any potential interest you might have, we would make direct contact with you.
Your personal information may also be used anonymously and in the aggregate in order to put together industry, marketing and employment statistics. Used in this matter, your personal information becomes non-identifying.
We use your data to provide the services to your organisation, to manage our relationship and account with you and your organisation.
Referees and Sources
We use your data to obtain your opinion regarding candidates in the course of providing the services to our clients. In securing a reference from you about one of our candidates, we may process your contact details. We may also process certain professional details (such as your job title and employment history) and your connection to the candidate.
Who We Share Your Personal Data With
We may share your personal data with the following types of third parties for the purposes described in this policy:
In the case of candidates, referees, and sources, we may share your information with clients who will need to process your information for the purposes we have described in this policy.
In the case of candidates, we may share your information with third parties who we have retained to provide services such as degree and/or license verification checks, to the extent that these checks are appropriate and in accordance local laws.
Similarly, for candidates we may share your information with sources and referees with whom we liaise in connection with providing the services to our clients.
For sources and referees, we endeavour to keep your information confidential from the candidates you discuss with us, but under limited circumstances, your information may be disclosed to them.
We may share your information with any competent law enforcement body, regulatory or government agency, court or other third party where we believe disclosure is necessary as a matter of applicable law or regulation; to exercise, establish, or defend our legal rights; or to protect your vital interests or those of any other person.
We may share your information with third party service providers (our vendors) who perform functions on our behalf (including external consultants, business associates and professional advisers, such as lawyers, auditors, accountants, technical support providers, and third party travel agencies, outsourced IT and document storage providers).
We may share your information with a potential buyer (and its agents and advisers) in connection with any proposed purchase, merger, or acquisition of any part of our business, provided that we inform the buyer it must use your personal information only for the purposes disclosed in this policy.
We may share information with any other person with your consent.
Please be assured that we do not sell your information to third parties or use the information for purposes that are incompatible with those set forth in this policy.
What happens if you do not provide us with the information we request or ask that we stop processing your information?
If you do not provide the personal data necessary, or withdraw your consent for the processing of your personal data, we may not be able to match you with available job opportunities
Data Security and Integrity
The data is stored in a secure, proprietary and highly confidential database accessible only by Jackson Sims Recruitment LTD’s employees.
We use our best efforts to ensure that data is accurate, complete, current and reliable for its intended use. We use appropriate technical and organisational measures and safeguards to help protect your personal data from unauthorised access, misuse, alteration or loss. Our internal policies and procedures are designed to help ensure we safeguard the privacy and accuracy of all data we collect or process. To the extent that we disclose personal data to clients or third parties, we will request that they properly protect the security and confidentiality of such information and otherwise process such data in accordance with applicable law.
To match candidate profiles to current opportunities we may transfer your personal data to clients and partners in countries outside the EEA. These countries privacy laws may be different from those in your home country. Where we transfer personal data to a country that has not been deemed to provide adequate data protection standards we always have security measures and approved model clauses in place to protect your personal data. To find out more about how we safeguard your personal data as related to transfers contact us on the details below.
How Long We Keep your Data
We only retain your information for as long as is necessary for us to use your information as described above or to comply with our legal obligations. However, please be advised that we may retain some of your information after you cease to use our services, for instance if this is necessary to meet our legal obligations, such as retaining the information for tax and accounting purposes.
When determining the relevant retention periods, we will take into account factors including:
our contractual obligations and rights in relation to the information involved;
legal obligation(s) under applicable law to retain data for a certain period of time;
our legitimate interest where we have carried out a balancing test (see legal basis above);
statute of limitations under applicable law(s);
if you have made a request to have your information deleted; and guidelines issued by relevant data protection authorities.
Otherwise, we securely erase your information once this is no longer needed.
Our Cookies do not collect personal information about you.
You have the right to obtain access to your personal data; to have it updated or corrected if it is inaccurate or incomplete; to request that we restrict its processing or remove your data entirely from our system at any time. You may request the transfer of your personal data to a third party or request no further contact from Jackson Sims Recruitment LTD. When asked to remove a record from our database, Jackson Sims Recruitment LTD will retain minimal information to ensure we do not contact you or collect such information again or to keep a record of any information disclosed to our clients. You have the right to bring a complaint to the relevant data protection authority in your jurisdiction.
If you don’t wish us to hold any data on you or would prefer that we do not contact you for any reason, or if you are unhappy with how we’ve handled your information, or have further questions on the processing of your personal data, please contact us at email@example.com
We respond to all requests we receive from individuals wishing to exercise their data protection rights in accordance with applicable data protection laws.
HEALTH AND SAFETY POLICY
Purpose of policy
1. Jackson Sims Recruitment LTD (the Employer) takes health and safety issues seriously and is committed to protecting the health and safety of its staff and all those affected by its business activities and attending its premises. This policy is intended to help the Employer achieve this by clarifying who is responsible for health and safety matters and what those responsibilities are.
2. This is a statement of policy only and does not form part of your contract of employment. This policy may be amended at any time by the Employer in its absolute discretion. The Employer will review this policy at regular intervals to ensure that it is achieving its aims effectively.
Who is responsible for workplace health and safety?
3. Achieving a healthy and safe workplace is a collective task shared between the Employer and staff. This policy and the rules contained in it apply to all staff of the Employer, irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, casual or agency staff, trainees, homeworkers and fixed-term staff. Specific responsibilities of staff are set out in the section headed "Responsibilities of all staff" below.
4. The Employer is responsible for:
a. taking reasonable steps to safeguard the health and safety of staff, people affected by the Employer's business activities and of people visiting its premises;
b. identifying health and safety risks and finding ways to manage or overcome them;
c. providing a safe and healthy place of work and safe entry and exit arrangements, including during an emergency situation;
d. providing and maintaining safe working areas, equipment and systems and, where necessary, appropriate protective clothing;
e. providing safe arrangements for the use, handling, storage and transport of articles and substances;
f. providing adequate information, instruction, training and supervision to enable all staff to do their work safely, to avoid hazards and to contribute positively to their own health and safety at work. The Employer will give you the opportunity to ask questions and advise who best to contact in respect of those questions, if you are unsure about how to safely carry out your work;
g. ensuring any health and safety representatives receive appropriate training to carry out their functions effectively;
h. providing a health and safety induction and appropriate safety training to your role;
i. promoting effective communication and consultation between the Employer and staff concerning health and safety matters and will consult with staff directly relating to health and safety;
j. if an epidemic or pandemic alert is issued, providing instructions, arrangements and advice to staff as to the organisation of business operations and steps to be taken to minimise the risk of infection; and
k. regularly monitoring and reviewing the management of health and safety at work, making any necessary changes and bringing those to the attention of all staff.
5. The board of directors of the Employer has overall responsibility for health and safety and has appointed James Brewer Director as the Principal Health and Safety Officer with day-to-day responsibility for health and safety matters.
6. Any concerns about health and safety matters should be notified to the Principal Health and Safety Officer.
Responsibilities of all staff
General staff responsibilities
7. All staff must:
a. take reasonable care for their own health and safety and that of others who may be affected by their acts or omissions;
b. co-operate with the Principal Health and Safety Officer and the Employer generally to enable compliance with health and safety duties and requirements;
c. comply with any health and safety instructions and rules, including instructions on the safe use of equipment;
d. keep health and safety issues in the front of their minds and take personal responsibility for the health and safety implications of their own acts and omissions;
e. keep the workplace tidy and hazard-free;
f. report all health and safety concerns to the Principal Health and Safety Officer promptly, including any potential risk, hazard or malfunction of equipment, however minor or trivial it may seem; and
g. co-operate in the Employer's investigation of any incident or accident which either has led to injury or which could have led to injury, in the Employer's opinion.
Staff responsibilities relating to equipment
8. All staff must:
a. use equipment as directed by any instructions given by representatives of management or contained in any written operating manual or instructions for use and any relevant training;
b. report any fault with, damage to or concern about any equipment (including health and safety equipment) or its use to the Principal Health and Safety Officer, who is responsible for maintenance and safety of equipment;
c. ensure that health and safety equipment is not interfered with; and
d. not attempt to repair equipment unless suitably trained and authorised.
Staff responsibilities relating to accidents and first aid
9. All staff must:
a. promptly report any accident at work involving personal injury, however trivial, to the Principal Health and Safety Officer so that details can be recorded in the Accident Book and cooperate in any associated investigation;
b. familiarise themselves with the details of first aid facilities and trained first aiders, which are available from the Principal Health and Safety Officer;
c. if an accident occurs, dial 0208 638 7538 and ask for the duty first aider, giving name, location and brief details of the problem.
d. The Principal Health and Safety Officer is responsible for investigating any injuries or work-related disease, preparing and keeping accident records, and for submitting reports under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), where required.
Staff responsibilities relating to Coronavirus (COVID-19)
10. Given the outbreak of Coronavirus (COVID-19), it is important that all staff members follow these guidelines to ensure maximum safety and minimise the risk of infection. We will review these guidelines regularly to ensure they are kept up-to-date with government guidance. Please see the section below on returning to work in light of Coronavirus (COVID-19) for further details.
Staff responsibilities relating to emergency evacuation and fire
11. All staff must:
a. familiarise themselves with the instructions about what to do if there is a fire which are available from the Principal Health and Safety Officer;
b. ensure they are aware of the location of fire extinguishers, fire exits and alternative ways of leaving the building in an emergency;
c. comply with the instructions of firewardens if there is a fire, suspected fire or fire alarm (or a practice drill for any of these scenarios);
d. co-operate in fire drills and take them seriously (ensuring that any visitors to the building do the same), fire drills will be held at least once every 12 months;
e. ensure that fire exits or fire notices or emergency exit signs are not obstructed or hidden at any time;
f. notify the Principal Health and Safety Officer immediately of any circumstances (for example, impaired mobility) which might hinder or delay evacuation in a fire. This will allow the Principal Health and Safety Officer to discuss a personal evacuation plan for you, which will be shared with the fire wardens and colleagues working near to you
12. On discovering a fire, all staff must:
a. immediately trigger the nearest fire alarm and, if time permits, call James Brewer Director and notify the location of the fire; and
b. attempt to tackle the fire ONLY if they have been trained or otherwise feel competent to do so. Nominated members of staff will be trained in the use of fire extinguishers.
13. On hearing the fire alarm, all staff must:
a. remain calm and immediately evacuate the building, walking quickly without running, following any instructions of the fire wardens;
b. leave without stopping to collect personal belongings;
c. stay out of any lifts; and
d. remain out of the building until notified by a fire warden that it is safe to re-enter.
The Principal Health and Safety Officer is responsible for ensuring fire risk assessments take place and changes made where required, and for making sure there are regular checks of fire extinguishers, fire alarms, escape routes, signage and emergency lighting.
Risk assessments, display screen equipment and manual handling
14. Risk assessments are simply a careful examination of what in the workplace could cause harm to people. The Employer will assess any risks and consider measures to best minimise any risk. The Employer will carry out general workplace risk assessments when required or as reasonably requested by staff. Managers must ensure that any necessary risk assessments take place and the resulting recommendations are implemented. The Principal Health and Safety Officer is responsible for workplace risk assessments and any measures to control risks.
15. Staff who use a computer for prolonged periods of time should try, where possible to organise short breaks every few hours away from the computer screen, but may request a workstation assessment and/or an eye test by an optician by contacting the Principal Health and Safety Officer. The Principal Health and Safety Officer will then provide you with more details and make arrangements if you would like to proceed.
16. Guidance on manual handling (for example, lifting and carrying heavy objects) can be obtained from the Principal Health and Safety Officer and where necessary training will be provided by the Employer, but the Employer will try to minimise or avoid the need for manual handling where there is a risk of injury.
Staff returning to work - Coronavirus (COVID-19)
17. Ensure you familiarise yourself with the guidelines provided here alongside the government guidance.
18. All staff must work from home where possible.
19. If your role is considered a critical role (as defined by the government guidance), you will be informed of such and we will make arrangements for your return to the physical office or work location.
20. Where you are required to return to the physical office or work location, you will be required to maintain social distancing wherever possible. To achieve this, you must stay 2 metres away from other individuals, while at work and when travelling between sites (eg from different office locations).
21. Social distancing must be followed at all times, including in common areas, break rooms, canteens, meeting rooms and reception areas. If individuals are found to not be following social distancing rules or if the space does not allow for social distancing, we will implement staggered breaks or other measures to maintain social distancing.
22. We may change your arrival and departure times in the office or work location to reduce crowding into and out of the workplace and will ensure that we discuss this with you first to accommodate your needs as far as possible.
23. We will take into account the impact of any measures on individuals with protected characteristics as defined by the Equality Act 2010, namely sex, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. This means we will ensure our measures do not adversely affect one group over another.
24. We may also implement new seating or desk arrangements to maintain social distancing. We will review any current seating or desk arrangements to ensure that workstations are assigned to an individual and are not shared and may use floor tape, paint or signs to mark areas to help you keep a 2 metre distance.
25. Where social distancing guidelines cannot be followed in full in relation to a particular activity, we will consider whether that activity needs to continue.
26. In the event of an accident or emergency, you are not expected to follow social distancing rules if it would be unsafe to do so. You will be given instructions in the event of an emergency on what you should do.
Travelling to and from work
27. We recommend that staff minimise travel. If staff must travel, we urge staff to avoid using public transport where possible. We also recommend staff that the number of people travelling together in any one vehicle is restricted to only those necessary.
Hygiene practices at work
28. Staff must follow all hygiene measures which we implement, and may include increased frequency of hand washing, wearing protective clothing, sanitising workstations and desks.
29. We will provide adequate handwashing facilities (or hand sanitiser where not possible) at entry/exit points and expect all staff to use these facilities frequently whenever entering and exiting the workplace.
30. We encourage staff to bring their own food if required and to use their own utensils and drinking containers.
31. We also expect staff to apply good hygiene practices generally, such as covering their mouths or faces when coughing or sneezing, not shaking hands or touching other people and to dispose of any waste, such as used tissues or hand wipes, responsibly.
32. Staff are expected to wipe down surfaces at their desk regularly. We will provide adequate cleaning equipment to enable you to clean the surfaces that you have touched, such as keyboards, computer screens and telephones, and we will make sure there are adequate disposal arrangements.
33. Where possible, staff are expected to stay 2 metres apart in meetings and to not face directly opposite each other.
34. Meetings should be restricted to a maximum of 2 participants, or only those who are strictly necessary.
Protective clothing and face coverings
35. Where you are already using PPE in your work activity to protect against non-Coronavirus (COVID-19) risks, you should continue to do so.
36. In line with government guidance, we recommend against the precautionary use of extra PPE to protect against Coronavirus (COVID-19) outside clinical settings or when responding to a suspected or confirmed case of Coronavirus (COVID-19).
37. We may require staff to wear a face covering as a precautionary measure to protect others. If you do wear a face cover, it must cover your mouth and nose. However a face covering is not a substitute or replacement for general hygiene practices.
38. If you choose to wear a face covering, we encourage the following steps:
· Wash your hands regularly with soap and water for 20 seconds or use hand sanitiser before putting the face cover on, and after removing it.
· Avoid touching your face or face covering to prevent contamination.
· Change and wash your face covering daily if it is washable or dispose of it responsibly.
Mental health whilst working during Coronavirus (COVID-19)
39. We take the health of our staff seriously, including their mental well-being. Whether you are working remotely or returning to the workplace, we strongly encourage you to speak to your line manager, a colleague or a member of the HR team regarding any concerns or issues you may have.
40. If you are working remotely from home or returning to the workplace, we encourage staff to:
· Connect with their fellow colleagues for informal chats or video calls;
· Get regular exercise and sunlight outdoors;
· Take regular breaks away from their workstation; and
· Ensure they are drinking sufficient water and eating properly.
Non-compliance with health and safety rules
41. Any breach of health and safety rules or failure to comply with this policy will be taken very seriously and is likely to result in disciplinary action against the offender, in accordance with the Employer's disciplinary policy, up to and including immediate dismissal.
EQUAL OPPORTUNITIES POLICY
Statement of policy and purpose of policy
Jackson Sims Recruitment (the Employer) is committed to equal opportunities for all staff and applicants.
It is our policy that all employment decisions are based on merit and the legitimate business needs of the organisation. The Employer does not discriminate on the basis of race, colour or nationality, ethnic or national origins, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age or any other ground on which it is or becomes unlawful to discriminate under the laws of England and Wales (referred to as Protected Characteristics).
Our intention is to enable all our staff to work in an environment which allows them to fulfill their potential without fear of discrimination, harassment or victimisation. The Employer's commitment to equal opportunities extends to all aspects of the working relationship including:
recruitment and selection procedures;
terms of employment, including pay, conditions and benefits;
training, appraisals, career development and promotion;
work practices, conduct issues, allocation of tasks, discipline and grievances; work-related social events; and
termination of employment and matters after termination, including references.
This policy is intended to help the Employer achieve its diversity and anti-discrimination aims by clarifying the responsibilities and duties of all staff in respect of equal opportunities and discrimination. The Employer will promote effective communication and consultation between the Employer and staff concerning equal opportunities by means it considers appropriate.
The principles of non-discrimination and equal opportunities also apply to the way in which staff treat visitors, clients, customers, suppliers and former staff members.
This is a statement of policy only and does not form part of your contract of employment. This policy may be amended at any time by the Employer, in its absolute discretion.
Who is responsible for equal opportunities?
Achieving an equal opportunities workplace is a collective task shared between the Employer and all its staff. This policy and the rules contained in it therefore apply to all staff of the Employer irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, casual or agency staff, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as Staff).
The board of directors of the Employer has overall responsibility for this policy and for equal opportunities and discrimination law compliance in the workplace and the Company Director has been appointed as the person with day- to-day operational responsibility for these matters.
All Staff have personal responsibility to ensure compliance with this policy, to treat colleagues with dignity at all times and not to discriminate against or harass other members of Staff, visitors, clients, customers, suppliers and former staff members. In addition, Staff who take part in management, recruitment, selection, promotion, training and other aspects of career development (referred to as Managers) have special responsibility for leading by example and ensuring compliance.
Managers must take all necessary steps to:
promote the objective of equal opportunities and the values set out in this policy;
ensure that their own behaviour and those of the Staff they manage complies in full with this policy;
ensure that any complaints of discrimination, victimisation or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.
What is discrimination?
Discrimination occurs in different ways, some more obvious than others. Discrimination on the grounds of any of the Protected Characteristics is prohibited by law, even if unintentional, unless a particular exception applies.
Direct Discrimination is less favourable treatment because of one of the Protected Characteristics. Examples would include refusing a woman a job as a chauffeur because you believe that women are not good drivers or restricting recruitment to persons under 40 because you want to have a young and dynamic workforce.
Direct discrimination can arise in some cases even though the person complaining does not actually possess the Protected Characteristic but is perceived to have it or associates with other people who do. For example, when a person is less favourably treated because they are (wrongly) believed to be homosexual or because they have a spouse who is Muslim.
Indirect discrimination arises when an employer applies an apparently neutral provision, criterion or practice which in fact puts individuals with a particular Protected Characteristic at a disadvantage, statistically and this is unjustified. To show discrimination the individual complaining also has to be personally disadvantaged. An example would be a requirement for job candidates to have ten years' experience in a particular role, since this will be harder for young people to satisfy. This kind of discrimination is unlawful unless it is a proportionate means of achieving a legitimate aim.
Victimisation means treating a person less favourably because they have made a complaint of discrimination or have provided information in connection with a complaint or because they might do one of these things.
unwanted conduct which is related to a Protected Characteristic and which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them: or
unwanted conduct which is of a sexual nature and which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them (Sexual Harassment); or
less favourable treatment because of the rejection of or the submission to Sexual Harassment.
Harassment can arise in some cases even though the person complaining does not actually possess a Protected Characteristic but is perceived to have it (for example, when a person is harassed because they are (wrongly) believed to be homosexual) or associates with other people who possess a Protected Characteristic (for example, because they have a spouse who is Muslim).
Harassment may include:
use of insults or slurs based on a Protected Characteristic or of a sexual nature or other verbal abuse or derogatory, offensive or stereotyping jokes or remarks;
physical or verbal abuse, threatening or intimidating behaviour because of a Protected Characteristic or behaviour of a sexual nature;
unwelcome physical contact including touching, hugging, kissing, pinching or patting, brushing past, invading personal space, pushing grabbing or other assaults;
mocking, mimicking or belittling a person's disability, appearance, accent or other personal characteristics;
unwelcome requests for sexual acts or favours; verbal sexual advances, vulgar, sexual, suggestive or explicit comments or behaviour;
repeated requests, either explicitly or implicitly, for dates;
repeated requests for social contact or after it has been made clear that requests are unwelcome;
repeated requests for social contact or after it has been made clear that requests are unwelcome; comments about body parts or sexual preference;
displaying or distributing offensive or explicit pictures, items or materials relating to a Protected Characteristic or of a sexual nature;
shunning or ostracising someone, for example, by deliberately excluding them from conversations or activities; 'outing' or threatening to 'out' someone's sexual orientation (ie to make it known);
explicit or implicit suggestions that employment status or progression is related to toleration of, or acquiescence to sexual advances, or other behaviour amounting to harassment.
Other important points to note about harassment: a single incident can amount to harassment;
behaviour that has continued for a long period without complaint can amount to harassment;
it is not necessary for an individual to intend to harass someone for their behaviour to amount to harassment;
it is not necessarily for an individual to communicate that behaviour is unwelcome before it amounts to harassment; and
the onus is on each individual to be certain that their behaviour and conduct is appropriate and is not unwanted and in the case of doubt, you must refrain from such conduct.
This could be direct or indirect discrimination, and is any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Any Staff member who considers that they may have a disability is strongly encouraged to speak with the Company Director, particularly if they experience difficulties at work because of their disability so that any reasonable adjustments to help overcome or minimise difficulties can be discussed. For these purposes, disability includes any physical or mental impairment which substantially affects your ability to perform day to day activities and has lasted (or is likely to last) more than 12 months. Disclosure of this information will be treated in confidence, if you wish it to be, so far as is reasonably practicable and we will do our best to handle matters sensitively and to ensure that you are treated with dignity and with respect for your privacy.
We will consult with you about whether adjustments are needed to avoid you being disadvantaged and may ask you to see a doctor appointed by us, to advise on this. We will seek to accommodate your needs within reason. If we consider a particular adjustment unreasonable we will explain why and try to find an alternative solution.
Managers with responsibility for managing a member of Staff who they know or think to be disabled should speak to the Company Director to ensure that all relevant duties are complied with.
Making employment decisions fairly
As noted above, the Employer will recruit employees and make other employment decisions concerning promotion, training, dismissal and related issues. on the basis of objective criteria.
Managers should only stipulate criteria or conditions for employment decisions (including job selection, promotion and redundancy) which are based on a legitimate business need and which do not go further than is needed to satisfy that need. If you are in any doubt about whether particular criteria or conditions are indirectly discriminatory or justifiable, then please speak to the Company Director.
Managers involved in recruitment must:
specify only recruitment criteria that are relevant to the job, reflect genuine business needs and are proportionate. More than one person should be involved in shortlisting of applicants wherever practicable;
proportionate. More than one person should be involved in shortlisting of applicants wherever practicable;
ensure that vacancies are advertised to a diverse audience and try to avoid informal recruitment methods that exclude fair competition. In very rare cases, it may be legitimate and necessary to restrict recruitment to a particular role to certain groups, but it is essential that this is discussed with the Company Director so that appropriate steps can be taken to ensure legality;
review job advertisements carefully to ensure that stereotyping is avoided and that particular groups are not unjustifiably discouraged from applying;
not ask applicants about health or disability before a job offer is made (other than in exceptional circumstances and after having been approved by the Company Director). If necessary a job offer can be expressed to be conditional upon satisfactorily passing a medical check.
not ask candidates about any Protected Characteristic if the question may demonstrate an intention to discriminate. For example, candidates should not be asked about current or future pregnancy, childcare or related matters; and
not make assumptions about immigration status based on appearance, accent or apparent nationality;
so far as reasonably practicable, keep a written record of their reasons for relevant decisions.
The Employer is legally required to verify that all employees have the right to work in the UK. Prior to starting employment, all employees must produce original documents to the Employer's satisfaction, irrespective of nationality. Information about the documents required is available from the Company Director.
Staff training, career development and promotion
Training needs may be identified during the normal appraisal process. Appropriate training to facilitate progression will be accessible to all staff.
All promotion decisions will be made on the basis of merit and according to proportionate criteria determined by legitimate business need.
Conditions of service
Access to benefits and facilities and terms of employment will be kept under review to ensure that they are appropriately structured and that no unlawful barriers to qualification or access exist.
Discipline and termination of employment
Any redundancy selection criteria and procedures that are used, or other decisions taken to terminate employment, will be fair and not directly or indirectly discriminatory.
Disciplinary procedures and penalties will be applied without discrimination, whether they result in disciplinary warnings, dismissal or other disciplinary action.
Discipline and termination of employment
Part-time and fixed-term staff will be treated the same as full-time or permanent staff of the same position and enjoy no less favourable terms and conditions (pro-rata, where appropriate), unless different treatment is justified.
What to do if you encounter discrimination
If you believe that you have been the victim of discrimination, you should follow the Employer's Grievance Procedure.
Every member of Staff has a responsibility to combat discrimination if they encounter it. Staff who observe or are aware of acts that they believe amount to discrimination directed at others are encouraged to report these to the Company Director.
Any grievance or report raised about discrimination will be kept confidential so far as this is practicable. We may ask you if you wish your complaint(s) to be put to the alleged discriminator if disciplinary action appears to be appropriate. It sometimes may be necessary to disclose the complaint or take action even if this is not in line with your wishes, but we will seek to protect you from victimisation and, if you wish, we will seek to protect your identity. You should be aware that disciplinary action may be impossible without your co-operation or if you refuse to allow relevant information to be disclosed.
Staff who raise a complaint about or report discrimination in good faith will be protected from retaliation or victimisation. As long as you act in good faith, the fact that you have raised a complaint or report will not affect your position within the Employer, even if the complaint is not upheld. Making a false allegation deliberately and in bad faith is a misconduct offence and will be dealt with in accordance with our disciplinary policy. Any member of Staff who attempts acts of retaliation or victimisation may be subject to disciplinary action up to and including summary dismissal for gross misconduct.
If you make a complaint, it may be necessary to ask you to stay at home on paid leave while investigations are being conducted and the matter is being dealt with through the appropriate procedure. This may particularly be necessary in cases of alleged harassment.
Non-compliance with equal opportunities rules
Any breach of equal opportunities rules or failure to comply with this policy will be taken very seriously and is likely to result in disciplinary action against the offender, up to and including immediate dismissal.
Staff should also note that:
in some cases, they may be personally liable for their acts of discrimination and that legal action may be taken against them directly by the victim of any discrimination; and
it may be a criminal offence intentionally to harass another employee.
Review of this policy
The board of directors of the Employer will keep this policy under review.
42. The Employer encourages Staff to comment on this policy and suggest ways in which it might be improved or ask any questions if they are unsure about any part of this policy or how it is applied by contacting the Company Director.
MODERN SLAVERY AND HUMAN TRAFFICKING STATEMENT
This Modern Slavery and Human Trafficking Statement is a response to Section 54(1), Part 6 of the Modern Slavery Act 2015 and relates to actions and activities for the financial year ending 01 April 2021.
Jackson Sims Recruitment LTD ('the Company', 'we', 'us' or 'our') is committed to preventing slavery and human trafficking violations in its own operations, its supply chain, and its products. We have zero-tolerance towards slavery and require our supply chain to comply with our values.
Jackson Sims Recruitment LTD has business operations in the United Kingdom.
We operate in the recruitment sector. The nature of our supply chains is as follows: We work with a number of key direct suppliers, who provide us with online advertisement services, insurance financial and accounting services.
For more information about the Company, please visit our website: www.jacksonsimsrecruitment.com.
We operate a number of internal policies to ensure that we are conducting business in an ethical and transparent manner.
We make sure our suppliers are aware of our policies and adhere to the same standards.
As part of our efforts to monitor and reduce the risk of slavery and human trafficking occurring in our supply chains, we have adopted the following due diligence procedures:
· Internal supplier audits.
Our due diligence procedures aim to:
· Identify and action potential risks in our business and supply chains.
· Monitor potential risks in our business and supply chains
· Reduce the risk of slavery and human trafficking occurring in our business and supply chains.
Risk and compliance
The Company has evaluated the nature and extent of its exposure to the risk of slavery and human trafficking occurring in its UK supply chain through:
· Creating an annual risk profile for key suppliers.
We do not consider that we operate in a high-risk environment because The business operates in this risk level environment as our supply chain is based in the UK and in low-risk industries, such as internet software and services.
We do not tolerate slavery and human trafficking in our supply chains. Where there is evidence of failure to comply with our policies and procedures by any of our suppliers, we will seek to terminate our relationship with that supplier immediately.
We cannot say with any certainty how effective the steps we are taking have been in ensuring that slavery and human trafficking is not taking place in our business and supply chains. As part of our work for the next financial year, we will be considering how best to monitor the effectiveness of the actions taken.