Equal Opportunities Policy

1. Our Commitment

We believe that diversity and inclusion strengthen the teams and organisations we work with. Our role as a specialist recruiter is to connect talented individuals with the right opportunities - and talent has no boundaries.

We are committed to ensuring that:

• All candidates are assessed solely on their skills, experience and suitability for a role
• No candidate receives less favourable treatment on the basis of a protected characteristic
• Our processes are transparent, consistent and free from bias
• Clients are aware of their own equal opportunities obligations, and we will not assist with any discriminatory hiring brief

2. Protected Characteristics

This policy covers all nine protected characteristics under the Equality Act 2010:

We recognise both direct and indirect discrimination, harassment and victimisation as forms of unlawful conduct that we are committed to preventing.

3. Our Recruitment Process

Candidate selection

All candidates are assessed against objective, role-relevant criteria. We evaluate skills, experience, qualifications and cultural fit as defined by the client's role requirements - not personal characteristics.

Job briefs from clients

We will not accept a recruitment brief that includes unlawful criteria or that indirectly discriminates against candidates with protected characteristics. Where a client's requirements are unclear, we will seek clarification and challenge any aspect that may be discriminatory.

Reasonable adjustments

We are committed to making reasonable adjustments to our recruitment process to accommodate candidates with disabilities or other needs. If you require any adjustments - for example to the format of an interview, access requirements, or additional time - please let us know and we will work with you and the client to accommodate these wherever possible.

Language and advertising

We use inclusive, neutral language in all job descriptions, communications and advertising. We actively avoid language that may deter candidates from underrepresented groups from applying.

4. Equal Opportunities Monitoring

To help us measure and improve the fairness of our processes, we ask candidates to voluntarily provide equal opportunities information as part of their registration. This includes:

• Gender
• Age range
• Ethnicity

We do not collect disability status as part of our equal opportunities monitoring. Information about disability or health conditions is collected separately and only where directly relevant to supporting a candidate through the recruitment process — see section 5 below.

This information is:

• Entirely voluntary - you are under no obligation to provide it
• Anonymous - it cannot be used to identify you individually
• Not shared with clients or used in any hiring decisions
• Used only for aggregate monitoring to help us identify and address any disparities in our processes
• Processed under Article 6(1)(f) of UK GDPR (legitimate interests) in pursuit of fair and inclusive recruitment practices

Individual equal opportunities data is anonymised within 12 months of collection.

5. Disability and Reasonable Adjustments

We recognise that disability can take many forms, including physical, sensory, mental health conditions and long-term health conditions. Under the Equality Act 2010, we have a duty to make reasonable adjustments to remove disadvantages faced by disabled candidates.

If you have a disability or health condition that may affect your ability to participate in the recruitment process, we encourage you to let us know. All disclosures are treated confidentially and will not negatively affect your application in any way.

Examples of adjustments we can make include:

• Providing information in alternative formats
• Arranging interviews at accessible venues or via video call
• Allowing additional time for assessments
• Modifying the format of interview questions or tasks
• Liaising with the client on your behalf regarding workplace adjustments

6. Responsibilities

As a recruitment agency, we take seriously our responsibility to:

• Act as advocates for fair and inclusive hiring in the technology sector
• Educate and advise clients on best practice in diverse and inclusive recruitment
• Proactively source candidates from a range of backgrounds and communities
• Review our own processes regularly to identify and address any inadvertent bias

7. Raising a Concern

If you believe you have been treated unfairly during any part of our recruitment process, or if you have a concern relating to equal opportunities, please contact us:

• Email: gemma@gtptech.co.uk
• Website: Contact form

We will treat all concerns seriously, investigate promptly and respond in confidence.

You also have the right to contact the Equality and Human Rights Commission (EHRC) at equalityhumanrights.com or the Equality Advisory and Support Service (EASS) on 0808 800 0082 if you feel your concern has not been adequately addressed.

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8. Review

This policy is reviewed annually and updated as required to reflect changes in legislation or our practices. The current version is dated 12 May 2026 and was last updated to reflect a change to our equal opportunities monitoring data collection.