London Construction Magazine Limited is committed to encouraging equality, diversity and inclusion in its workplace and business activities and to providing fair and respectful treatment for employees, workers, applicants, contributors and other people who interact with the organisation.
This policy sets out LCM's approach to fair recruitment and employment practices, prevention of unlawful discrimination, workplace dignity, reasonable adjustments, staff awareness and the ongoing review of equality, diversity and inclusion arrangements.
1Company Information
London Construction Magazine is an independent digital construction publication providing news, analysis, technical reporting and construction-market intelligence covering London and the wider United Kingdom.
LCM is currently a small organisation. This policy is intended to provide a clear framework that applies as the company develops and recruits or engages additional people.
2Purpose and Scope
London Construction Magazine Limited is committed to providing equality, fairness, dignity and respect and to opposing unlawful discrimination in recruitment, employment and workplace-related activities.
This policy applies, where relevant, to:
The principles of fair treatment and respect also apply to interactions with clients, suppliers, readers, industry representatives and other external stakeholders.
3Equality and Protected Characteristics
LCM will not unlawfully discriminate against any person because of a characteristic protected under the Equality Act 2010.
The company also seeks to avoid unlawful discrimination arising from association with another person who has a protected characteristic or because a person has raised, supported or participated in a complaint concerning discrimination.
LCM's commitment applies to direct discrimination, indirect discrimination, harassment and victimisation where prohibited by law.
4Recruitment and Selection
Recruitment decisions will be based on legitimate requirements of the role and an applicant's suitability, skills, experience and ability to perform the work.
Where LCM recruits staff, it will seek to:
- use clear and proportionate job descriptions and selection criteria;
- avoid discriminatory language or unnecessary requirements in job advertisements;
- provide fair access to employment opportunities;
- assess applicants consistently against relevant role requirements;
- make reasonable adjustments to recruitment processes for disabled applicants where required;
- avoid assumptions based on personal characteristics or background;
- handle applicant information appropriately and confidentially; and
- make recruitment decisions on objective and evidence-based grounds.
LCM welcomes applications from suitably qualified candidates and aims to provide a recruitment process in which applicants are treated fairly and respectfully.
5Employment Practices
Equality and fairness will be considered throughout the employment relationship, not only during recruitment.
Where applicable, this includes:
- Terms and conditions
- Pay and benefits
- Working arrangements
- Flexible working
- Leave arrangements
- Work allocation
- Training opportunities
- Professional development
- Performance management
- Promotion
- Disciplinary procedures
- Grievance procedures
Decisions relating to these areas will be based on legitimate business considerations and will not intentionally disadvantage individuals unlawfully because of protected characteristics.
6Reasonable Adjustments and Accessibility
LCM recognises that treating everybody identically does not always produce equality in practice.
Where required and reasonably practicable, the company will consider reasonable adjustments for disabled applicants, employees and workers to remove or reduce disadvantages relating to:
- recruitment and interview processes;
- work equipment or technology;
- communication methods;
- working arrangements;
- access to information;
- training and development; and
- other relevant aspects of employment.
Requests for adjustments will be considered individually according to the person's circumstances and the requirements of the role.
7Dignity, Respect and Workplace Conduct
Everyone working for or representing London Construction Magazine is expected to treat colleagues and other people with dignity, professionalism and respect.
LCM does not accept workplace behaviour involving unlawful discrimination, bullying, harassment or victimisation.
Unacceptable behaviour may include inappropriate conduct occurring:
People are encouraged to raise concerns about inappropriate conduct so that issues can be considered promptly and fairly.
8Training and Awareness
LCM recognises that an equality policy is only effective when the people working within the organisation understand what it requires.
All staff employed or engaged by London Construction Magazine Limited will receive appropriate equality, diversity and inclusion awareness as part of their induction and periodic refresher training thereafter.
Training and awareness will be proportionate to individual responsibilities and may cover:
- the principles of this Equality, Diversity & Inclusion Policy;
- protected characteristics under the Equality Act 2010;
- fair recruitment and employment practices;
- discrimination, harassment and victimisation;
- dignity and respect at work;
- reasonable adjustments;
- how to raise concerns; and
- responsibilities of anyone involved in recruitment or management decisions.
LCM will keep an appropriate record of staff EDI training where staff are employed or engaged and will review training requirements at least annually.
At the date of publication, LCM does not employ staff. The training arrangements set out above therefore establish the process that will apply when employees or workers are recruited or engaged.
9Raising Concerns
Anyone who believes they have experienced or witnessed discrimination, harassment, victimisation or other conduct inconsistent with this policy is encouraged to raise the matter promptly.
Concerns will be considered seriously and, where appropriate, handled as confidentially as reasonably practicable.
No person should be subjected to retaliation or detrimental treatment merely because they have raised a genuine concern, made a complaint or supported another person in doing so.
Where employees are engaged, relevant concerns may also be addressed through applicable grievance or disciplinary arrangements.
10Responsibilities
Responsibility for implementing and maintaining this policy rests with the management of London Construction Magazine Limited.
Management is responsible for:
- applying fair recruitment and employment practices;
- ensuring decisions are made on appropriate and objective grounds;
- considering reasonable adjustments where required;
- addressing complaints or concerns appropriately;
- ensuring staff receive suitable EDI information and training;
- reviewing policies and practices for potential discriminatory effects; and
- promoting a professional and respectful working environment.
Employees, workers and other representatives of LCM are expected to follow this policy and to contribute to an environment based on fairness, dignity and respect.
11Monitoring and Review
This policy will be reviewed periodically and at least annually to ensure that it remains appropriate to the organisation's activities and workforce.
The review may consider:
- changes in the size or structure of the workforce;
- recruitment and employment practices;
- staff training and awareness requirements;
- requests for reasonable adjustments;
- concerns, complaints or lessons identified;
- changes to relevant legislation or official guidance; and
- opportunities to strengthen equality, diversity and inclusion arrangements.
Where staff are employed, feedback may also be considered as part of future policy reviews.
12Approval and Contact
This Equality, Diversity & Inclusion Policy has been approved for implementation and publication on behalf of London Construction Magazine Limited.
For enquiries concerning this policy or to raise an equality, diversity or inclusion concern: