Best Exit Strategy For A Financial Advice Firm

Leave the industry in safe hands

RECRUIT UK

How to create the best exit strategy for your financial advice firm

With one in five financial advisers predicted to leave the industry within the next five years, exit strategies are becoming an increasingly popular topic of discussion.

But how can you ensure that you have a foolproof and effective exit strategy in place so you can leave your financial advice firm on your terms when the time comes?

This expert-written download contains everything you need to know in order to successfully prepare and carry our your exit strategy, looking in particular detail at:

why it’s imperative that you have an exit strategy in place
how to be sure it’s the right time to leave
essential things to consider before you start
how you can get the most value for your business during the process
and more

To start creating your exit strategy today, simply complete the form opposite to download the free guide.

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DIVERSITY POLICY

Inclusivity and fairness are of paramount importance to us. Recruit UK embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities. We will further develop our business culture to encourage, value and manage that belief.

We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.

Our policy purpose:

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

age
disability
gender reassignment
marriage or civil partnership
pregnancy and maternity
race (including colour, nationality, and ethnic or national origin)
religion or belief
sex
sexual orientation

Oppose and avoid all forms of unlawful discrimination. This includes:

pay and benefits
terms and conditions of employment
dealing with grievances and discipline
dismissal
redundancy
leave for parents
requests for flexible working
selection for employment, promotion, training or other developmental opportunities

Who is responsible for equal opportunities?

Achieving an equal opportunities workplace is a collective task shared between the employer and all its staff. This policy and the rules contained in it, therefore, apply to all staff of the employer irrespective of seniority, tenure and working house, including all employees, directors,

consultants, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as staff).

All staff have a personal responsibility to ensure compliance with this policy, to always treat colleagues with dignity, and not to discriminate against or harass other members of staff, visitors, clients, customers, suppliers and former Recruit UK, employees.

Managers and Directors must take all necessary steps to:

Promote the objective of equal opportunities and the values set out in this policy.
Ensure that their own behaviour and those of the staff then manage complies in full with this policy;
Ensure that any complaints of discrimination, victimisation, or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.

Our Commitments

Encourage equality, diversity and inclusion in the workplace.
Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management at Recruit UK.

Details of Recruit UK’s grievance and disciplinary policies and procedures can be found in the employee’s handbook. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Leave the industry in safe hands

RECRUIT UK

How to create the best exit strategy for your financial advice firm

PRIVACY POLICY

DIVERSITY POLICY

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Leave the industry in safe hands

RECRUIT UK

How to create the best exit strategy for your financial advice firm

PRIVACY POLICY

DIVERSITY POLICY

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