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    Diversity and Inclusion

    Diversity Policy

    Aylin White is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the organisation.

    The Company will not discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation. It will not discriminate because of any other irrelevant factor and will build a culture that values meritocracy, openness, fairness and transparency.

    All employees are responsible for the promotion and advancement of this policy. Behaviour, actions or words that transgress the policy will not be tolerated and will be dealt with in line with the organisation’s disciplinary policy.

    Objectives relating to fair and inclusive practices will be included in all employees’ performance indicators and will form an integral part of performance reviews throughout the year.

    The policy is applicable to all employees, clients, communities, suppliers and contractors, whether permanent or temporary. The policy applies to all processes relating to employment and training and to any dealings with customers and clients. Decisions relating to customers and communities will be based on business-related criteria only and any irrelevant information will not form part of the process.

    The policy will be reviewed on an ongoing basis to reflect changes in the law, demographics and internal business requirements. Progress relating to the policy will be recorded annually and a full report will be presented to the senior management team to debate progress and review the policy status.

    Procedure wording: The publication of a diversity policy enables the company to send out a strong message of commitment, both internally and externally. Although the diversity policy is a fundamental part of the company’s diversity strategy, it will be brought to life only if it is reinforced by a focused and structured strategic diversity plan. In order to do this the company is committed to the following processes.


    The company will:


    The company will:

    The audit will include a review of all the processes to establish the organisation’s position with regard to compliance and best practice. This will be done by administering a questionnaire to all staff, undertaking one-to-one interviews with key leaders and stakeholders, and facilitating focus groups to establish employees’ perception in relation to key areas of the questionnaire.

    Policy development

    The company will:

    Training and education

    The company will:

    Communication and consultation

    The company will:


    The company will:


    The company will:

    External profile

    The company will:

    Equal Opportunity Policy

    The provision of equal opportunity practices is one of the prime objectives of the Company in all its activities relating to recruitment, training & development of its employees.

    The Company will conduct and monitor its affairs through recruitment, induction and career development in a manner that will not cause disadvantage to any employee, trainee or candidate on the following grounds:

    In meeting its obligations under the relevant legislation, the Company will ensure, as far as is reasonably practicable, that with reference to the above grounds:

    Employees and those acting for the Company will be bound by this policy and have responsibilities for ensuring the provision of equal opportunities to any employee, trainee or candidate.

    Employees and those acting for the Company are expected to set an example in non-discriminatory behaviour and, in particular, they must not:

    This policy statement will be brought to the attention of all employees and all who represent the Company and failure to adhere to the policy may lead to disciplinary action being taken.

    This policy is non contractual and is subject to change.