Diversity & Inclusion

HSO is committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is that each employee feels respected and is valued based upon their skills, performance and commitment.

It is the continuing policy of the Company to provide equal opportunity employment to all employees without regard to the actual or perceived protected characteristics referenced below. HSO is committed to treating all employees fairly and as such no employee will be treated less favourably due to their association with someone who has a protected characteristic.

Protected characteristics

• Age
• Disability
• Gender Reassignment
• Marriage and Civil Partnership (applies only to someone who actually personally has this characteristic)
• Pregnancy and Maternity
• Race (including ethnic origin, colour, citizenship, nationality, and national origin)
• Religion or Belief
• Sex
• Sexual Orientation

People will be judged solely on merit and ability during recruitment, selection, training, development and promotion throughout their employment.

Fair treatment

All employees whether full-time, part-time or temporary, will be treated fairly and with respect.

Inclusive hiring practices

Here at HSO we are continually looking to increase the diversity of our workforce and create an inclusive culture where everyone can succeed. We understand that traditional recruiting does not always allow individuals who are Neurodiverse to demonstrate their strengths and qualifications. If you would like to apply for a position at HSO but are concerned about the interviewing process, please contact our recruitment team and we will work with you to ensure you have the opportunity to showcase your talents. 

Enquiries about disability and health during recruitment

As an equal opportunities employer HSO will not ask about the health of an applicant

The only circumstances in which the Company may make pre-employment health enquiries are:

• To establish whether the Company has a duty to make a reasonable adjustment in respect of an interview/assessment process;
• To establish whether the applicant will be able to carry out a function that is intrinsic to the work concerned;
• To monitor the diversity of applicants;
• To implement positive action in employment for disabled people;
• To recruit appropriately where having a particular disability is a requirement of the role;
• To comply with national security vetting requirements.