West End Office: 020 7917 1801 City Office: 020 3597 1624
West End Office: 020 7917 1801 City Office: 020 3597 1624
This page sets out our full Equal Opportunities, Diversity and Inclusion Policy. For an overview of our wider commitment to DEI, our roundtable reports and guides for HR teams, visit our Diversity and Inclusion page.
Discover moreTiger Recruitment embraces equality, diversity and inclusion (DEI) as a core part of how we do business. We are committed to building a culture where every employee, worker, jobseeker and client is treated fairly, valued for what they bring, and given an equal opportunity to succeed.
We are a boutique recruitment agency in London with a global reach. As well as matching exceptional support staff to leading businesses and private individuals, we recognise that our influence extends beyond our own workforce, and we support the employers we work with in building diverse, inclusive teams of their own.
Our commitment is driven forward by our DEI Committee, which works to set and regularly review our diversity and inclusion initiatives, track progress against our goals and ensure DEI is embedded across the business, from recruitment practice through to internal culture.
We take our legal responsibilities seriously. Tiger Recruitment will not discriminate on the grounds of any protected characteristic under the Equality Act 2010, being age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation, nor on the grounds of Trade Union membership or non-membership.
We continuously review our recruitment practices, from job specifications through to candidate assessment, to remove unnecessary requirements and ensure every candidate is judged solely on merit, qualifications and ability to do the job. We are currently developing improved internal DEI surveys to better understand staff experiences of inclusion at work.
We are committed to providing DEI training for all staff and reviewing this policy regularly to reflect changes in legislation and best practice. All staff are expected to uphold and comply with it.
Maintain the DEI Committee’s oversight of DEI initiatives
Target: Ongoing
Lead: DEI Committee – open to any member of TR who wishes to join
Implement Initiatives from the Diversity & Inclusion Plan
Target: Ongoing
Lead: DEI Committee – open to ideas and input from all members of TR
Provide Updated Training & Resources for Staff
Target: Ongoing
Lead: Head of Operations & HR
Review any Updates on Current Legislation – (Equality Act 2010)
Target: Annually
Lead: Head of Operations & HR
Under the Act unlawful discrimination occurs in the following circumstances:
Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:
Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed they have the protected characteristic or are associated with someone who has the protected characteristic.
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job. These provisions are referred to as occupational requirements.
Where there is an occupational requirement, then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.
Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied, but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified, it will not amount to discrimination.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, Tiger Recruitment will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.
Tiger Recruitment will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.
Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.
Tiger Recruitment is committed to providing a work environment free from unlawful harassment.
Since 26 October 2024, Tiger Recruitment has also been under a proactive legal duty, under the Worker Protection (Amendment of Equality Act 2010) Act 2023, to take reasonable steps to prevent sexual harassment of its employees and workers, rather than only responding after an incident has occurred. From October 2026 this duty is expected to strengthen further, requiring all reasonable steps to be taken, and will extend to harassment carried out by third parties such as clients, candidates and suppliers.
Tiger Recruitment will identify and act on foreseeable risks of sexual harassment, including risks arising from interactions with clients and candidates, and will keep this policy, our training and our reporting channels under regular review to reflect this duty.
From April 2026, a report that sexual harassment has occurred, is occurring or is likely to occur will also be treated as a protected disclosure for whistleblowing purposes, and no employee or worker will be subjected to any detriment for making such a report in good faith.
Tiger Recruitment will ensure that the consultants do not harass any individual.
Examples of prohibited harassment are:
If an individual believes that they have been unlawfully harassed, they should make an immediate report to the Head of Operations & HR, followed by a written complaint as soon as possible after the incident. The details of the complaint should include:
Tiger Recruitment will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
All employees and workers will be expected to comply with Tiger Recruitment’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.
Any individual whom Tiger Recruitment finds to be responsible for harassment will be subject to the disciplinary procedure, and the sanction may include termination.
Under the Act, victimisation occurs when an individual is treated unfavourably because they have done a ‘protected act’, which is bringing a claim for unlawful discrimination, raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.
Tiger Recruitment will ensure that employees do not victimise any individual.
Discrimination occurs when a person is treated unfavourably as a result of their disability.
Indirect discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.
In recruitment and selection, there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille.
With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test or not be expected to reach the same standard as other non-disabled applicants.
Reasonable adjustments in recruiting could include:
Wherever possible, Tiger Recruitment will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.
Tiger Recruitment will not discriminate against a disabled person:
Tiger Recruitment will make career opportunities available to all people with disabilities, and every practical effort will be made to provide for the needs of staff, candidates and clients.
Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.
A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.
Age group can have various references:
Tiger Recruitment will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications, and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.
Tiger Recruitment is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions, regardless of age. No age requirements will be stated in any job advertisements on behalf of the company.
If Tiger Recruitment requests age as part of its recruitment process, such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition, where a candidate is under the age of 22, we will adhere to the Conduct of Employment Agencies and Employment Businesses Regulations 2003 and any other relevant legislation applicable to children or young candidates.
Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification, which should be confirmed in writing.
This policy also covers the treatment of those employees and workers who work on a part-time basis. Tiger Recruitment recognises that it is an essential part of this policy that part-time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme. Tiger Recruitment also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.
Tiger Recruitment recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.
Tiger Recruitment will support any employee or worker through the reassignment.
Tiger Recruitment will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace.
Where an employee is engaged in work where the gender change imposes genuine problems, Tiger Recruitment will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee.
Any employee or worker suffering discrimination on the grounds of gender reassignment should have recourse to the Company’s grievance procedure.
Under the Act, it is unlawful to treat a woman unfavourably because of her pregnancy, a pregnancy-related illness, or because she is on, or seeking to take, maternity leave. This protection applies during the ‘protected period’, which begins with the pregnancy and ends at the end of maternity leave (or, where the woman does not have the right to maternity leave, two weeks after the end of the pregnancy).
Tiger Recruitment will not ask candidates whether they are pregnant, planning a family, or intend to take maternity leave, and will not accept or act on any instruction from a client to filter, deprioritise or exclude a candidate on these grounds.
If a client indicates, directly or indirectly, that a candidate’s pregnancy or family plans are a factor in a hiring decision, Tiger Recruitment will challenge this and will not proceed with the instruction unless the client can demonstrate a lawful basis for the requirement.
Employees and workers of Tiger Recruitment who are pregnant or on maternity leave will be treated in line with this policy and the Company’s separate maternity policy, and will not be disadvantaged in respect of pay, benefits, training or career progression as a result.
Under the Act, it is unlawful to discriminate against, harass or victimise a person because of their religion or belief, including a lack of religion or belief. This covers major religions as well as other beliefs that meet the legal tests of cogency, seriousness and importance.
Indirect discrimination can occur where a provision, criterion or practice, such as a fixed working pattern, dress code or scheduling requirement, disadvantages people of a particular religion or belief, unless it can be objectively justified.
In recruitment, Tiger Recruitment will not accept instructions from clients that exclude candidates on the grounds of religion or belief, and will encourage clients to consider reasonable flexibility around religious observance, dress and dietary requirements, for example when scheduling interviews or setting working patterns, where this does not amount to a genuine occupational requirement.
Tiger Recruitment employees and workers may request reasonable adjustments to accommodate religious observance, such as time off for religious holidays or flexibility around prayer times. Any such request will be considered fairly and in line with the Company’s usual procedures.
Where Tiger Recruitment has registered with the Disclosure and Barring Service (DBS) and has the authority to apply for criminal records checks on an individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice, which includes having a policy on the recruitment of ex-offenders.
Tiger Recruitment has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from the Head of Operations & HR and will be made available immediately upon request. Any discrimination complaint will be investigated fully.
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