Our Team

Talking the Talk, Walking the Walk


Our Job Seekers feel supported by the Team at DJM because it’s true that people favour people who they feel they have a connection or similarity to.  For example, attending the same type of school, growing up in a part of town with recognisable socioeconomics, or reminding us of ourselves or someone we know and like. This affinity can have a big impact during recruitment.



Chariver Vinta

Chariver Vinta Social Media Manager

She / her

Sebastian Pampanini

Sebastian Pampanini Director of Operations

He / Him

Haider Mirza

Haider Mirza Head of UK Client Accounts

He / Him

Joseph (Kabatha) Rapando

Joseph (Kabatha) Rapando Account Manager

He / Him

Teresah Wairimu

Teresah Wairimu Account Manager

She / her

Ashish Shrestha

Ashish Shrestha Account Manager

He / Him

Sabin Shrestha

Sabin Shrestha Account Manager

He / Him

Mia Brooks

Mia Brooks Account Assistant

She / her

Emilia Carter

Emilia Carter Diversity and Inclusion Specialist.

She / her

What is positive discrimination in the workplace?

While the Equality Act 2010 offers no definition of positive discrimination, it essentially refers to the automatic favouring, without proper consideration of merit, of under-represented individuals from minority groups over individuals in majority groups. Put another way, it refers to the preferential treatment of a group of people over another because they possess a protected characteristic.
The nine protected characteristics as defined under the 2010 Act are as follows: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; or sexual orientation. Treating one person more favourably than another purely because of a protected characteristic is generally prohibited, unless a strict occupational requirement applies, for example, where a women’s refuge requires all members of staff to be female. Positive discrimination because of a person’s disability is also permitted, where an employer is required to make reasonable adjustments to remove any disadvantage that a disabled job applicant or employee may be facing.