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Last updated: January 2025
Our Commitment to Fair and Equal Treatment
Everyone deserves a fair chance. At HFBAC, we believe the best companies are built by diverse teams of talented people, regardless of their background, identity, or personal characteristics.
This policy explains our commitment to fair and equal treatment in all our recruitment activities. It applies to how we work with candidates, clients, and each other.
Zero tolerance: We have absolutely no tolerance for discrimination, harassment, or unfair treatment. If you experience or witness discrimination, we want to know about it immediately.
Who We Are and What We Stand For
HFBAC (Hiring For and Building Awesome Companies) helps startups and scale-ups build amazing teams. We believe diversity isn’t just morally right—it’s essential for building successful companies.
Our values:
- Merit-based decisions: We evaluate people on their skills, experience, and potential
- Inclusive practices: We actively work to remove barriers and bias from recruitment
- Equal opportunities: Everyone gets a fair chance to succeed
- Respectful treatment: We treat everyone with dignity and respect
Our goal: Help create workplaces where everyone can thrive, regardless of who they are or where they come from.
What Discrimination Looks Like (And Why We Don’t Tolerate It)
Protected Characteristics
We don’t discriminate based on:
- Age: Whether you’re 22 or 62, we care about what you can contribute
- Disability: We focus on abilities and make reasonable adjustments where needed
- Gender reassignment: We respect everyone’s gender identity
- Marriage and civil partnership: Your relationship status is irrelevant to your professional capabilities
- Pregnancy and maternity: Having children or planning to have children doesn’t affect your suitability for roles
- Race: Your ethnicity, nationality, or skin colour has no bearing on your professional worth
- Religion or belief: Your faith (or lack thereof) is your personal business
- Sex: We evaluate men, women, and non-binary people equally
- Sexual orientation: Who you love has nothing to do with your professional abilities
Other Characteristics We Protect
We also don’t discriminate based on:
- Socioeconomic background: Where you grew up or went to school doesn’t define your potential
- Education: We value diverse educational paths and self-taught skills
- Career breaks: Taking time off for family, health, or other reasons doesn’t diminish your value
- Neurodiversity: Different ways of thinking and processing information are strengths
- Mental health: We support mental health and don’t penalise people for seeking help
What Discrimination Looks Like
Direct discrimination: Treating someone less favourably because of a protected characteristic
Indirect discrimination: Policies or practices that disadvantage certain groups
Harassment: Unwanted conduct that violates someone’s dignity or creates a hostile environment
Victimisation: Treating someone badly because they’ve complained about discrimination
Examples we won’t tolerate:
- Rejecting candidates based on assumptions about their background
- Using biased language in job descriptions or communications
- Making inappropriate comments about someone’s appearance, accent, or personal life
- Excluding people from opportunities based on stereotypes
- Retaliating against people who raise discrimination concerns
Our Fair Recruitment Practices
Job Descriptions and Advertising
Inclusive language: We use gender-neutral and accessible language in all job postings
Essential requirements only: We only list requirements that are genuinely necessary for the role
Diverse channels: We advertise roles through diverse networks and platforms
Accessible formats: Our job postings are accessible to people with disabilities
Candidate Sourcing
Diverse networks: We actively source candidates from underrepresented groups
Bias-free searching: We focus on skills and experience, not names or photos
Inclusive outreach: We reach out to candidates from all backgrounds
Barrier removal: We identify and remove unnecessary barriers to application
Assessment and Selection
Structured processes: We use consistent, objective assessment criteria for all candidates
Diverse interview panels: We encourage clients to have diverse interview teams
Bias training: Our team is trained to recognise and mitigate unconscious bias
Reasonable adjustments: We make adjustments for candidates with disabilities or other needs
Client Education
Best practices: We share inclusive hiring practices with our clients
Bias awareness: We help clients recognise and address their own biases
Legal compliance: We ensure clients understand their legal obligations
Culture building: We promote the business benefits of diverse teams
Reasonable Adjustments and Accessibility
For Candidates with Disabilities
Interview adjustments: Alternative formats, extra time, accessible venues
Assessment modifications: Adjustments to tests or evaluation methods
Communication support: Sign language interpreters, written materials in alternative formats
Technology assistance: Screen readers, voice recognition, or other assistive technologies
For Other Needs
Religious observance: Scheduling around religious holidays or prayer times
Caring responsibilities: Flexible interview timing for parents or carers
Health conditions: Adjustments for medical appointments or treatment schedules
Language support: Additional time or support for non-native English speakers
Our Approach
Ask, don’t assume: We ask candidates what adjustments they need rather than making assumptions
Creative solutions: We work with candidates to find practical solutions
No cost to candidates: Reasonable adjustments are provided at no cost
Confidentiality: Adjustment needs are kept confidential and only shared on a need-to-know basis
Supporting Underrepresented Groups
Proactive Inclusion
Targeted outreach: We actively seek candidates from underrepresented groups
Partnership building: We work with diversity-focused organisations and networks
Mentorship programs: We connect candidates with mentors and role models
Skill development: We provide resources and support for career development
Addressing Systemic Barriers
Bias interruption: We challenge biased assumptions and practices
Process improvement: We regularly review and improve our practices
Data monitoring: We track diversity metrics to identify areas for improvement
Feedback loops: We gather feedback from candidates and clients about our practices
Creating Inclusive Opportunities
Flexible working: We promote roles that offer flexibility and work-life balance
Career returners: We support people returning to work after career breaks
Career changers: We help people transition between industries or roles
Skills-based hiring: We focus on potential and transferable skills, not just direct experience
Complaint and Reporting Procedures
If You Experience Discrimination
Immediate support: Contact us immediately if you experience or witness discrimination
Multiple channels: Report via email, phone, or in-person conversation
Confidential reporting: We can investigate concerns confidentially if needed
No retaliation: We prohibit retaliation against people who report discrimination
How to Report
Email: hello@hfbac.co.uk with “Discrimination Concern” in the subject line
Phone: +44 (0) 117 290 0200 – ask to speak with Helen Sanders confidentially about a discrimination issue
In person: Speak to any member of our team
Anonymous reporting: You can report anonymously if you prefer by sending an email to Hello@hfbac.com
What Happens Next
Immediate response: We’ll acknowledge your report within 48 working hours
Investigation: We’ll investigate thoroughly and impartially
Action: We’ll take appropriate action based on our findings
Follow-up: We’ll keep you informed throughout the process
Support: We’ll provide support and resources as needed
Investigation Process
Impartial investigation: Conducted by someone not involved in the situation
Evidence gathering: We’ll speak to witnesses and review relevant information
Fair process: All parties will have a chance to share their perspective
Timely resolution: We aim to complete investigations within 10 business days
Documentation: We’ll document the process and outcomes appropriately
Training and Awareness
Our Team Training
Regular training: All team members receive anti-discrimination and unconscious bias training
Best practices: We stay updated on inclusive recruitment practices
Legal updates: We ensure compliance with current discrimination laws
Skill development: We develop skills in inclusive communication and assessment
Client Education
Inclusive hiring workshops: We provide training on bias-free recruitment
Best practice sharing: We share examples of inclusive hiring practices
Legal compliance: We help clients understand their obligations
Culture development: We support clients in building inclusive cultures
Continuous Improvement
Regular review: We regularly review and update our policies and practices
Feedback integration: We incorporate feedback from candidates and clients
Industry engagement: We participate in diversity and inclusion initiatives
Measurement: We track our progress and set improvement goals
Legal Compliance
UK Law Compliance
Equality Act 2010: We comply fully with UK equality legislation
Employment law: We follow all relevant employment and recruitment regulations
Data protection: We handle diversity data in compliance with GDPR
Industry standards: We meet professional recruitment industry standards
International Compliance
US employment law: We comply with relevant US federal and state anti-discrimination laws
Local regulations: We follow local laws in all jurisdictions where we operate
Best practices: We adopt international best practices where they exceed local requirements
Record Keeping
Diversity monitoring: We collect and analyse diversity data to track progress
Complaint records: We maintain confidential records of discrimination complaints
Training records: We document training completion and effectiveness
Regular reporting: We report on diversity metrics and improvement initiatives
Monitoring and Review
Measuring Our Progress
Diversity metrics: We track the diversity of candidates we place and clients we serve
Outcome analysis: We analyse placement success rates across different groups
Feedback collection: We regularly gather feedback on our inclusive practices
Benchmark comparison: We compare our performance to industry standards
Regular Review Process
Annual policy review: We review this policy annually and update as needed
Practice assessment: We regularly assess our recruitment practices for bias
Training evaluation: We evaluate the effectiveness of our training programs
Stakeholder feedback: We seek input from candidates, clients, and partners
Continuous Improvement
Action planning: We develop specific plans to address identified issues
Best practice adoption: We implement new inclusive practices as they emerge
Innovation: We pilot new approaches to inclusive recruitment
Knowledge sharing: We share our learnings with the broader recruitment community
Contact Information
Questions and Support
General enquiries: hello@hfbac.com
Discrimination concerns: Include “Discrimination Concern” in the subject line
Policy questions: We’re happy to explain any aspect of this policy
Training requests: We can provide inclusive hiring training for clients
Our Details
Company: HFBAC (Hiring For and Building Awesome Companies), trading name for TalentJet Group Ltd
Address: Henleaze House, 13 Harbury Rd, Henleaze, BS9 4PN
Phone: +44 (0) 290 0200
Website: https://hfbac.com
Our Promise
We’re committed to fairness in everything we do. This isn’t just about legal compliance—it’s about doing what’s right.
We’re not perfect, but we’re committed to continuous improvement. If we make mistakes, we’ll acknowledge them, learn from them, and do better.
Your voice matters. If you have suggestions for how we can be more inclusive, we want to hear them.
Together, we can build awesome companies where everyone has the opportunity to succeed and contribute their best work.
This policy reflects our genuine commitment to equality and inclusion. It’s not just words on a page—it’s how we operate every day. Questions, feedback, and suggestions are always welcome.
