At YEW, our recruitment policy reflects our commitment to attracting, selecting, and retaining talented individuals who align with our values of community, integrity, and adventure. We believe in promoting a diverse and inclusive workplace where everyone has the opportunity to thrive.

1: Purpose

1.1 The purpose of this policy is to ensure that YEW's recruitment practices are fair, transparent, and free from bias, enabling us to build a dynamic and skilled workforce that contributes to our mission of delivering a 'new super natural sparkling water' with bold taste, clarity, and quality.

2: Scope

2.2 This policy applies to all stages of the recruitment process, including job advertising, selection, interviewing, and onboarding, for permanent, temporary, and contract roles within YEW.

3: Principles

3.1 Equal Opportunities:

YEW is committed to promoting equality, diversity, and inclusion in our recruitment processes. We do not discriminate on the basis of age, gender, race, ethnicity, disability, sexual orientation, religion, belief, or any other characteristic protected by law. All candidates are considered based on their merits, skills, and experience.

3.2 Transparency and Fairness:

Our recruitment process is open and transparent, ensuring all candidates receive clear information about job roles, responsibilities, and selection criteria. We provide fair access to opportunities and treat all applicants with respect throughout the process.

3.3 Inclusive Hiring Practices:

YEW strives to attract diverse talent by advertising roles widely and ensuring our job descriptions are inclusive and free from bias. We work to eliminate unconscious bias by training hiring managers and using structured interview techniques.

4. Compliance with Legal Requirements:

4.1 Our recruitment practices comply with all relevant UK legislation, including the Equality Act 2010, the UK Modern Slavery Act 2015, and employment law. We ensure all candidates have the legal right to work in the UK and follow all necessary checks and documentation requirements.

5. Recruitment Process

5.1 Job Advertising:

All job vacancies are advertised internally and externally to encourage a diverse range of applicants.

Job advertisements clearly outline the role, responsibilities, and selection criteria.

5.2 Application and Shortlisting:

Applications are assessed against the job criteria to ensure fairness and consistency.

Shortlisted candidates are selected based on their skills, experience, and alignment with YEW’s values.

5.3 Interviewing:

Interviews are conducted by trained personnel using consistent, structured questions to assess candidates fairly.
We provide reasonable adjustments for candidates with disabilities to ensure an inclusive interview process.

5.4 Selection and Offer:

Successful candidates are selected based on objective criteria related to the role requirements.

Offers of employment are made in writing, including clear terms and conditions of employment.

5.5. Onboarding:

New employees receive a comprehensive induction, including training on YEW’s policies, values, and expectations.
We support new hires in integrating into our team and contributing positively to our culture.

5.6 Monitoring and Review:

The YEW Board oversees recruitment practices to ensure compliance with this policy and relevant legislation.

This policy will be reviewed annually to maintain its effectiveness and alignment with best practices.

6. Conclusion

Our recruitment policy is designed to ensure YEW continues to attract and retain exceptional talent while promoting our core values of fairness, integrity, and community. We believe in building a team that reflects the spirit of YEW: bold, inclusive, and driven by excellence.

Signed: Francesca Zampi Co-Founder, YEW Date: 15 December 2024