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At LC Energy, we believe everyone should be treated with dignity, fairness and respect, and have an equitable opportunity to contribute, develop and succeed.
We are committed to creating an inclusive business where different backgrounds, experiences and perspectives are valued and where discrimination, harassment, victimisation and exclusion have no place.
Our commitment to Justice, Equity, Diversity and Inclusion (JEDI) extends beyond our employees. It influences how we work with our customers, contractors, suppliers, partners and the communities in which we operate.
We are committed to:
Our Board has overall accountability for this commitment and for ensuring JEDI principles are considered across our business.
We recognise that building a fair and inclusive organisation is an ongoing process. We will continue to listen, learn and take practical action to make LC Energy a business where everyone is respected, valued and able to contribute.
The rationale for LCE’s commitment to equal opportunity and diversity includes:
1. An understanding of the importance of opening the business up to all sections of the community. To identify and develop the skills and talents offered by members and potential members of LCE, to their and LCE’s benefit;
2. The awareness that, in addition to being illegal and immoral, discrimination is also wasteful;
3. The recognition of the negative impact on individuals of the effects of discrimination in terms of attainment, career progression, self-fulfilment and self-esteem.
This policy supports LC Energy’s commitment to Justice, Equity, Diversity and Inclusion (JEDI), continuous improvement and compliance with relevant legislation. It is based on the following principles:
a) Everyone has the right to be treated with dignity, fairness and respect, and to feel valued and included;
b) We will promote equality and equity of opportunity and will not tolerate unlawful discrimination on the grounds of race, gender, disability, nationality, religion or belief, age, sexual orientation, family status, trade union activity or any other characteristic protected by law;
c) We will adopt fair, equitable and inclusive practices throughout our operations and work to identify and remove barriers, prejudice, discrimination, bullying and harassment;
d) We will recognise and value different backgrounds, experiences, perspectives and contributions, creating an environment where everyone has the opportunity to participate and succeed;
e) All employees have a responsibility to support and uphold our JEDI principles through their behaviour, decisions and day-to-day activities;
f) Discrimination, bullying, harassment, victimisation or other behaviour that conflicts with this policy will be taken seriously and will not be tolerated;
g) We will seek to ensure that opportunities are accessible and equitable, recognising that individuals may have different needs and may require different support to achieve fair outcomes;
h) We will provide a safe, supportive, respectful and welcoming environment for employees, contractors, customers, suppliers, visitors and other stakeholders; and
i) We will listen, learn and continually improve, using appropriate feedback and information from our employees and stakeholders to strengthen our approach to JEDI.
LCE will not tolerate discrimination against individuals on the basis of gender, race, colour or ethnic or national origin, religion or equivalent belief system, disability, sexual orientation, social class, age (subject to the usual conventions on retirement), marital status or family responsibilities or as a result of any conditions or requirements that do not accord with the principles of fairness and natural justice.
This policy forms part of the formal contract of employment for staff and part of the formal agreement between employees and LCE. All members of LCE must abide by this policy. Those in senior or managerial positions or with specific responsibilities for recruitment, selection, training, appraisal and promotion should be especially mindful of the policy, and any failure to comply could result in disciplinary proceedings.
All visitors to LCE, together with those contracted to work at or for LCE, will be expected to comply with this policy.
Recruitment and promotions within LCE shall be conducted in accordance with this policy.
Personal details are not required for a recruitment or promotional decision to be made; such as marital status, number of children, next of kin, age, race, creed, sexual orientation, religion or similar belief and are therefore not specified in any process or form.
All contracts of employment and offer letters shall be checked by an independent third party for compliance to this policy and relevant equal opportunity and diversity legislation.
All appointments shall be made purely on merit, and in compliance with the Policy Statement.
With reference to appropriate policies the selection for redundancy shall be conducted in a manner which avoids any direct or indirect discrimination.
LCE corporate responsibilities under this policy, together with the responsibilities of individual members of LCE, are set out below.
Responsibility for ensuring that LCE meets its legal obligations in respect of legislation relating to equal opportunity and diversity rests with the Managing Director. In practice, however, the management of these obligations is delegated to Senior Management.
Nonetheless LCE is responsible as a corporate entity for putting into place mechanisms and procedures, which encourage a cultural environment that meets with its statutory obligations and commitment to equal opportunity of opportunity.
Contract Managers and Site Managers are accountable to the Senior Management for ensuring compliance with the Equal opportunity and Diversity Policy within their own areas.
Specifically Contracts Managers and Site Managers are responsible for:
1. Fostering an environment in which compliance with this policy is regarded as integral to the work of the resource centre or department;
2. Investigate complaints of harassment or discrimination.
In order to ensure that the Equal opportunity and Diversity Policy is put into practice, individual members of LCE:
1. Should seek actively to promote equal opportunity of opportunity for others and strive to create an environment in which goals may be pursued without fear or intimidation;
2. Must not discriminate unfairly in the way they provide or procure services on behalf of LCE;
3. Must not discriminate unfairly if involved in the recruitment, promotion and management of staff or in the selection and supervision of employees;
4. Must neither practice unfair discrimination or harassment nor encourage other staff or employees to do so;
5. Must not victimise any person who has complained of harassment or unfair discrimination, or who has given information in connection with such a complaint.
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