1. Policy Statement

  • Purpose: This policy aims to create a supportive and inclusive environment where all individuals have the opportunity to thrive and contribute to their full potential, regardless of their background, identity, or circumstances.
  • Commitment:  Witan Search commits to fostering a culture of equity, diversity, and inclusion. We believe that our strength lies in our differences, not just our similarities.

2. Scope

  • This policy applies to all employees, candidates, clients, and partners of Witan Search.

3. Definitions

  • Equity: Ensuring fair treatment, equality of opportunity, and fairness in access to information and resources for all.
  • Diversity: The presence of differences within a given setting, encompassing race, ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance.
  • Inclusion: The practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized.

4. Policy Goals

  • Promote diversity in all aspects of our operations and activities.
  • Strive for equitable treatment and elimination of discrimination in all its forms.
  • Foster an inclusive culture where all individuals feel respected, are treated fairly, and are able to achieve their full potential.

5. Strategies and Actions

  • Recruitment and Employment: Implement recruitment and career development strategies that ensure diversity and equal opportunity at all levels of the organisation.
  • Training and Education: Provide ongoing education and training on EDI topics to all members of the organisation.
  • Communication: Ensure that communication methods are diverse and inclusive, reflecting the voices of different communities and groups.
  • Accountability: Regularly evaluate and report on the organisation’s progress towards EDI goals.

6. Responsibilities

  • All employees are responsible for upholding the principles of equity, diversity, and inclusion.
  • Leadership will be accountable for implementing and monitoring policy and practices and ensuring that EDI values are communicated and upheld.

7. Complaints and Grievances

  • Procedures will be established to address any allegations of discrimination or harassment, ensuring they are treated with seriousness and confidentiality.



8. Review and Adaptation

  • This policy will be reviewed annually and adapted as necessary to meet new challenges and ensure continued effectiveness in achieving our EDI goals.

9. Implementation

  • Timeline: The implementation plan will start immediately, with specific goals set for short-term (1 year), medium-term (3 years), and long-term (5 years) achievements.
  • Monitoring: A designated EDI officer or committee will be responsible for ongoing monitoring and reporting on the policy’s implementation and impact.