Diversity and Inclusion

Diversity Monitoring at CMC

At CMC we monitor diversity via an anonymous equal opportunities questionnaire, we store and process all data recorded in line with the Data Protection Act 1998. This form is used for monitoring purposes only and allows us to track and monitor the diversity of the candidates we register. The information provided is not disclosed or used for any other purpose and is kept separate to our candidate databases.

By analysing this important data we are able to review our internal policies and procedures and ensuring compliance with both our legal obligations and also our company goals.

Our diversity form can be found here and is available to any candidate who has registered with CMC Consulting. CMC’s commitment to diversity can be found here.

Diversity and the Law

CMC is an equal opportunities employer. We are committed to equal opportunities for all, irrespective of gender, racial origins or marital status. Anyone who believes that they have been denied equality of opportunity may pursue a complaint through the grievance procedure.

Should you feel you have been discriminated in accordance to the law below you reserve the right to make a complaint. There is no time limit within which a complaint must be brought but if you wish to report an incident it is advisable to do so within three months whilst the details are fresh in your memory. Discuss the problem with the Managing Director who will help you to decide what action may be appropriate.   

If at any stage you feel that your complaint has not been handled effectively, you have a right to state a grievance.

The Law

It is illegal to discriminate against people at work because of their gender, marital status, racial origins or disability.  Discrimination means treating someone less well than you would somebody else in the same circumstances.  This can be as the direct result of an act or policy, such as turning away a job applicant because they do not fit in with the accepted expectation for the position.  It can also occur as the indirect consequence of having requirements or conditions that work to the disadvantage of particular groups, such as limiting training opportunities to certain jobs.   In avoiding discrimination you must remember that it is not your motive but the effect of what you do that matters.  Those with responsibilities for recruitment, selection and training must exercise special care to guard against personal, perhaps, unconscious, prejudices at all times.

It is also against the law to victimise somebody who in good faith has made an allegation of discrimination.