The purpose of this policy is set out to provide Guidance and Procedures on:
2.1.1 Providing a safe recruitment environment for interviews or other recruitment based activities
2.1.2 Providing a safe learning environment.
2.1.3 Providing a learning environment free from distraction/disturbance.
2.1.4 Preventing equipment loss or damage.
2.1.5 Protecting employees, learners, candidates, contractors or temporary workers
The scope of this policy covers all individuals, regardless of age, gender, disability, ethnic origin, religion, or sexual orientation, has the right to be protected from harm, abuse, and exploitation.
Legislation requires business with over 250 employees to produce gender pay gap information. This data is submitted by the 4th April and relates to the data as a snap shot from 5th April in the previous year. As a recruitment business we are required to report data including the temporary staff that we provide to our clients, although we have little control over the pay and bonus rates of this group of people. This can include seasonal workers across different sectors we supply which drives a difference in labour demands at any one time. Within the recruitment sector we are governed by a range of legislation. The differences in pay are derived from the differences from the workers we supply to our clients. We are fully compliant in all the legislation set out before us and our clients are aware GEM Partnership is an equal opportunities employer. The data attached has been signed off by the Directors of GEM Partnership Ltd. The next report will be due on or before 4th April 2026.
The following sets out the appeals procedure for GEM Partnership. This procedure covers the process for raising appeals against an academic decision that has been made. Should a learner feel that proper process has not been followed or that the academic decision was not made in accordance with the regulations of the programme of learning then they may appeal to Annie Dorner, Training Compliance Manager
GEM Partnership’s commitment to ensure all workers within our operations and supply chains are recruited, ethically and have a fair workplace free from exploitation.
GEM Partnership recognises that it must take reasonable steps in the way that we work with people with a disability to ensure that they have equal access to all of GEM Partnerships recruitment and training services.
Our philosophy is based squarely on the principle of responsibility, not just responsibility to our shareholders but to the broad stakeholder groups we interact with and have the ability to influence.
Information is one of GEM’s corporate assets; in the course of carrying out our business and providing services to both the business community and work seekers, GEM accumulates information from both individuals and external organisations.
The Company is a recruitment business which provides work-finding services to its clients and work-seekers.
This statement is made as part of GEM Partnership Limited commitment to eliminating the exploitation of people under the Modern Slavery Act 2015 (the Act). This statement summarises how GEM operates, the policies and processes in place to minimise the possibility of any problems, any risks we have identified and how we monitor them, and how we train our staff.
This statement is published in accordance with section 54 of the Act, and relates to GEM’s financial year 1st April 2026 to 31st March 2027 and was approved by the board of directors on Wednesday 1st April 2026.
Maria Miller
Director
All organisations that process personal data are required to comply with data protection legislation. This includes in particular the Data Protection Act 1998 (or its successor) and the EU General Data Protection Regulation (together the ‘Data Protection Laws’).
The Public Interest Disclosure Act 1998 came into force on 2 July 1999. This Act recognised that workers have the right to “blow the whistle” and disclose certain information, e.g. the fraudulent activities of management, malpractice and/or concerns about health and safety.
