Diversity, Equity, and Inclusion

In recruitment and beyond

Our Policy

At Harvey John, we embrace diversity and aim to promote the benefits of diversity in all our business activities. We seek to develop a business culture that reflects that belief. We work with our clients to aid them in meeting their own diversity targets.

We’re committed to diversity and we promote it for all employees, workers, and applicants. We continuously review all aspects of recruitment to avoid discrimination. We treat everyone equally. Harvey John will not discriminate on the grounds of any person’s protected characteristics per the Equality Act (2010). This includes but is not limited to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of membership (or lack thereof) of a Trade Union. All staff have a duty to respect and comply with this policy.

We avoid stipulating unnecessary requirements which could exclude a higher proportion of a particular group of people. We will not prescribe discriminatory requirements for a role. At Harvey John, we will not discriminate unlawfully when deciding which candidates to submit for a vacancy or temporary assignment. Harvey John will ensure that each candidate is assessed on their merits, qualifications and ability to perform the proposed duties for the role.


Our Pledges


When taking job orders, Harvey John will always request and discuss your company’s diversity & inclusion policies. This is to understand your commitments and suggest best practices where we can. This will enable us to educate each other on DE&I issues, whilst ensuring your recruitment process is fit for purpose.

Unbiased tools

Where tools allow us to do so, our recruiters will conduct blind CV searches. Tools such as LinkedIn Recruiter enable us to conduct research whilst omitting personal details that may influence unconscious bias (for example, names, age, and profile picture). In removing as much personal information as possible, we can reduce unconscious bias.


When creating shortlists for our clients, we take active steps to ensure that we’re sourcing from a diverse pool of candidates. This includes using a variety of mediums to find candidates, focusing on competency-based questions when screening candidates, and checking our candidate pools to ensure that we reflect the diversity of the industry.


We’re committed to providing training for our entire staff on equal opportunities and diversity. We conduct annual training to ensure that our team is kept up to date on the latest and best DE&I practices and guidelines.

Diversity Champions

In 2022, we established a team of diversity champions. These are individuals within Harvey John who work to stay on top of key DE&I matters and keep the team educated and informed. The team discuss DE&I concerns, whether they’re with Harvey John, raised by candidates, or raised by clients, and works to find solutions.

Review Policy

We’re committed to reviewing our Diversity, Equity and Inclusion policy annually. If any concerns are raised through this review, we’re committed to improving our policy to ensure we adhere to the highest legal and ethical standards that we can.

Committed to ongoing training & research

In line with our DE&I pledge to conduct annual training, our team has taken part in Inclusive Recruitment training in 2022/23 with certified training partner, Balance and Inclusion.

We conducted a DEI survey in 2022, for the results download our free DEI ebook below, no registration or sign-up needed.