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Equality, Diversity and Inclusion Policy

Introduction

Lovell is committed to creating a culture for our people that values fairness, equality, diversity and inclusion.  We recognise the advantage of a diverse workforce and will actively encourage the recruitment and development of employees from a diverse range of backgrounds and experiences.

This policy explains the steps we take to promote equal opportunities and the standards of behaviour we expect from everyone working with us.  It applies to all aspects of employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

This policy applies to all employees and contractors.  It also applies to our agents, external consultants, suppliers, customers, third-party representatives, business partners and any visitors to our premises.  It's a non-contractual policy and we may amend it at any time.

Any employee who breaches this policy will face action under our Disciplinary policy.  Any non-employee who breaches this policy will have their contract terminated with immediate effect.

If anyone has any accessibility concerns with this policy for example because English isn’t your first language or because of a disability, speak to your HR Advisor.

Why is equality, diversity and inclusion important?

We all bring something unique to our business and we want to celebrate and champion that.  For us, an awesome place to work means somewhere that's inclusive of everyone, where we feel valued and appreciated for the contribution we bring.  We believe that diversity also makes our business better and stronger; encouraging ideas, innovation and a culture of learning.  Ultimately, we want you to:

  • Bring your authentic self to work;

  • Feel accepted in your teams;

  • Have equal opportunities to succeed;

  • Have your voice heard, even if it goes against the status-quo;

  • Not face any discrimination or bias at work;

  • Be respected and taken seriously;

  • Feel part of our business, wherever you work.

To make sure this happens, we're committed to equal treatment for all - regardless of age, disability, gender reassignment, marital/civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (known as protected characteristics).  We're also committed to recognising and supporting neurodiversity within our business in all of its varying and individual forms; for example, ADHD, Autism, Dyslexia and Dyspraxia.

We'll take action to ensure that unlawful discrimination on the basis of any protected characteristics is tackled quickly and efficiently, in line with our policies and procedures.  We'll do this across all aspects of our business, from the moment you apply to join us, to the moment you leave.

What is unlawful discrimination?

We have a zero-tolerance policy towards any unlawful discrimination.  You mustn't discriminate against anyone you come into contact with when working for us - including current and former employees, job applicants, clients, customers, suppliers and visitors.  We won't tolerate it inside or outside work, on work-related trips or on work events, including social events.

When we say unlawful discrimination, we mean:

  • Direct discrimination: treating someone less favourably than somebody else because of a protected characteristic – for example, not promoting a candidate because they are female.

  • Indirect discrimination: having a rule or practice that applies to everyone but affects someone with a protected characteristic more significantly - for example, requiring a specific qualification for a role that only someone younger would have.

  • Harassment: this could be sexual harassment or any other unwanted conduct relating to a protected characteristic – for example, using a racially offensive term.  Our Dignity at Work policy covers bullying and harassment (including sexual harassment) in more detail, and can be found on SharePoint.

  • Victimisation: retaliation against anyone who has complained about or supported someone else's complaint about unlawful discrimination – for example, giving an unjustified poor performance review to someone who made an allegation of harassment.

  • Disability discrimination: this could be direct or indirect discrimination, discrimination related to disability or failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

If you're unsure about whether or not something might be unlawful discrimination, speak to the HR Team.  We'll provide you with training on inclusion when you join Lovell, as well as refresher training sessions to make sure that everyone is aware of and understands this policy.

What practical steps are in place?

Recruitment

Recruitment and promotion are conducted on the basis of merit, against objective non-discriminatory criteria. Shortlisting is done by more than one person and with the involvement of the HR Team.

We take steps to make sure that our vacancies are advertised to a diverse labour market.  With limited exceptions, such as positive action to support underrepresented groups or conducting right to work checks, we won't take any steps during recruitment which either favour or discourage any individuals with protected characteristics.

During the recruitment process, we won't ask questions which suggest any intention to discriminate against an applicant, for example asking if an applicant is pregnant or planning to have children. We also won't ask about health or disability before we offer an applicant a job, except in very limited circumstances, such as to see whether any reasonable adjustments might be needed at an interview.

Lovell is required by law to make sure that all our employees are legally entitled to work in the UK. However, we won't make assumptions about immigration status based on someone's appearance or nationality. We will ask all prospective employees to produce original documents (such as a passport) before their employment starts, whatever their nationality,  to make sure we meet our requirements under current immigration legislation. The list of acceptable documents is available from the HR Team or UK Visas and Immigration.

Training, promotion and terms or conditions

Training needs are identified through regular performance reviews and won't be influenced by any protected characteristic(s) that you might have.  You'll be given appropriate access to training to allow you to develop and thrive.  All promotion decisions will be made on the basis of merit.

Our terms and conditions, benefits and facilities are reviewed regularly to ensure that they're available to all and non-discriminatory.

Termination of employment

We'll ensure that redundancy criteria and procedures are fair, objective and not directly or indirectly discriminatory.  We'll also make sure that our Disciplinary policy is applied without discrimination, regardless of the sanction.

Disability and neurodiversity

If you are or become disabled or neurodivergent, we want you to tell us about your condition as soon as possible so we can support you.

If you experience difficulties at work because of your condition, speak to us.  We'll discuss any reasonable adjustments that might be taken to overcome or minimise the difficulty and take medical advice if helpful.  We'll do our best to support and accommodate your needs.  If we think a particular adjustment wouldn't be reasonable, we'll explain our reasons and try to find an alternative solution.

We'll monitor the physical features of our premises to consider whether they disadvantage anyone.  If they do, we'll try to find a solution.

Mental wellbeing and stress management

We're passionate about supporting mental wellbeing and promoting a culture of open communication.  Details of the various types of support available to help you thrive and overcome challenges can be found on SharePoint.

What should I do if I've got a concern?

If you've any concerns in relation to potential discrimination or equal treatment, think about whether you feel able to raise the problem informally with your line manager; it may be easily resolved.  If you don't feel able to do this, you should speak to the HR Team for guidance.  If the problem can't be resolved informally, or you don't think the informal route is appropriate, you can raise it formally under our Grievance policy.

Who will be told?

As far as we can, we'll try to keep the grievance procedure confidential and details will only be disclosed on a 'need to know basis'.  We'll tell anyone involved in the process that they must keep the information confidential.  You'll normally be told the names of any witnesses whose evidence is relevant to your grievance, unless we believe that anyone's identity should be confidential.

What happens next?

If we find you've been the subject of unlawful discrimination, the matter will be dealt with under our Disciplinary policy.  If the person involved is a third party (like a customer or supplier) we'll find an appropriate way to deal with the problem.  Whether or not your complaint is upheld, we'll consider how best to manage any ongoing working relationships.

Anyone who makes complaints relating to discrimination in good faith mustn't suffer any form of retaliation or victimisation.  If you think this is happening, speak to your manager or the People Team so that we can deal with the issue. For further details on victimisation, please see our Dignity at Work policy. If we conclude that you've made any false allegations maliciously, you may be subject to disciplinary action under our Disciplinary policy.

Policy Monitoring and review

We will monitor and review this policy on a regular basis to ensure it is effective, remains fit for purpose and is fully compliant with any changes to Employment Law. We will also monitor and report on the diversity of our organisation on a minimum quarterly basis. If changes are required, we will implement them.

Policy misuse

We take all complaints from colleagues raising concerns in good faith seriously. In the unlikely event that it’s found or suspected that a malicious complaint has been made or one where it was known not to be true, we may take action under the disciplinary policy.

We want to make sure everyone gets the help and support they need during different stages of their life and their career with us. If you’re unsure about any part of this policy, talk to your manager or HR Advisor.