Equity, Diversity and Inclusion

Each and Every Person Deserves Respect and Opportunity

There is no place for prejudice or discrimination in any organisation, which is why we take inclusion seriously during the whole recruitment process.

Real Technical Solutions – Equity, Diversity and Inclusion Statement

Real Technical Solutions is committed to equality of opportunity. We value diversity and accept each person we deal with on their own merits. We have developed a set of business principles that reflect the kind of company we want to be and how we interact with candidates, clients and partners. Our principles outline our approach in day to day communication and reflect a desire to serve all stakeholders ethically, fairly and without discrimination. (Read Them Here). We want everyone who deals with us to feel appreciated and aim to give attention and care to our business relationships so that we can achieve our vision of collaborating and empowering businesses and jobseekers.


Real Technical Solutions Equity, Diversity and Inclusion policy

  • Real Technical Solutions is committed to encouraging equity, diversity and inclusion in our company and eliminating unlawful discrimination.


  • The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.


  • The organisation – in providing services – is also committed against unlawful discrimination of customers or the public.


  • We aim to provide equity, fairness and respect for all in our employment, whether temporary, part-time or full-time.


  • We commit to not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.


  • There are specific types of discrimination covered by the Equality Act, known as “protected characteristics”. These currently relate to: sex, race, age, disability, sexual orientation, religion or belief, pregnancy and maternity, marriage and civil partnership and gender reassignment. We are committed to avoid any discriminatory requirements or preferences, other than skills and experience or elements which could be seen as constituting a “genuine occupational requirement” Our intention is to conduct our pre-qualification, preparation and interviews fairly and without discrimination.


  • We oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.


  • We encourage equity, diversity and inclusion in the workplace as they are good practice and make business sense.


  • Training managers and all other employees about their rights and responsibilities under the equity, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.


  • We take seriously any complaints of bullying, harassment, victimisation and unlawful discrimination by employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.


  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.


  • Monitoring to include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.


YOUR Traditional

We offer an unrivalled service that can partner your needs to ensure the best resourcing match to your requirements, whether you are an employer or a jobseeker.

YOUR Managed

Let us take the strain and manage your full resourcing needs, working with your business to develop the best fit for purpose resourcing solution for your organisation.

YOUR Personal

Outside the box recruitment, let us develop something for you, to get the right results for YOUR business, including options such as Brand Advertising or Head Hunting.

YOUR Bespoke

Flexibility is key to any successful organisation. Mix our services to create the best fit for your business and together we will help to create the best solution for YOUR company.

Contact us

REAL Technical Solutions
The Atrium Business Centre
4 Curtis Road
Dorking, Surrey, RH41XA

01306 867640


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