AN INCLUSIVE EMPLOYER

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A DIVERSE WORKFORCE BRINGS A WIDE RANGE OF DIFFERENT AND UNIQUE SKILLS

At Landmarc, we believe that everybody deserves equal opportunities and that having such a diverse workforce brings with it a wide range of different and unique skills that help us to deliver the best service we can for our customer.

We are proud supporters of the Business in the Community (BITC) Ban the Box campaign, which means we have removed the criminal record tick box from our job application forms. This is creating equal opportunities for all, as well as giving us access to a wider talent pool, which can produce a great outcome for individuals, businesses and our wider communities.

As part of Landmarc’s commitment to the Armed Forces covenant, we also guarantee interviews for military veterans with the required pre-requisite qualifications or relevant experience for the role they are applying for. This is one of the many reasons why we are a Defence Employer Recognition Scheme Gold Award holder.

Within Landmarc we are dedicated to providing a safe, constructive and positive environment at work and we strive to be an inclusive organisation, where diversity is valued, respected and built upon.

BAN THE BOX

At Landmarc we believe that people from all walks of life can bring unique and valued skills to our business. That is why we support the BITC Ban the Box campaign to remove the criminal record tick box from job application forms.

EX-OFFENDERS

We will ensure that no applicant or member of staff is subject to less favourable treatment on the grounds of an offending background. We actively promote the right mix of talent, skills and potential, welcoming applications from a wide range of candidates including those with criminal records.

GUARANTEED INTERVIEWS

Landmarc guarantees interviews for veterans who meet the basic minimum criteria for the role they are applying for. Please make it known that you are a veteran in your covering letter when going through the application stage.

GENDER PAY GAP

Gender pay reporting legislation requires employers with 250 or more employees to publish annual statutory calculations showing how large the pay gap is between their male and female employees. The latest Landmarc report is available to read here.

EQUAL OPPORTUNITIES POLICY

Introduction

Equality of opportunity is essential to the effectiveness of all employees as well as to achieving good relations among the various workforces. All staff have the right to equality of opportunity in their terms and conditions of employment, career development and advancement and to a working environment free from discrimination and harassment on the grounds of race, gender, sexual orientation, disability, nationality, ethnic origin, religious beliefs, political opinions or age. Whilst the main responsibility for eliminating discrimination and providing equal opportunity is that of the employer, individual employees at all levels and of all racial groups have responsibilities too. Employees must not discriminate or knowingly aid the employer to do so. Any employee who commits such an offence could be subject to disciplinary action, which may lead to dismissal.

Policy

The Company’s policy is to offer equal treatment and opportunities in all respects of employment to men and women regardless of their sex, colour, disability, marital status, race, nationality, sexual orientation, ethnic origins, religious beliefs, political opinions or age.

Recruitment

Each individual will be assessed according to his/her personal capability to carry out a given job. All candidates compete in fair and open competition for vacancies. Selection is on merit and those who are successful must demonstrate their suitability for appointment according to pre-determined job related selection criteria.

Disabled People

The Company seeks to provide employment for disabled people. It will make available to disabled people, on recruitment or subsequently, the fullest possible opportunities for employment, training, career development and promotion, including the taking of reasonable steps to adapt working methods when necessary.

Career Development & Training

Procedures and practices will be operated such that they do not discriminate and which provide equal opportunities for all employees. Consideration of potential to take on more demanding work or carry greater responsibility will be based on clear and objective assessments of aptitude and ability. All staff will be afforded equal opportunity to benefit from training, assessment and promotion.

Harassment

Harassment means unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Everyone has a responsibility to ensure that they treat colleagues and third parties with equity and dignity. Allegations of harassment will be taken seriously and a full investigation undertaken. Anyone found guilty of this offence will be severely disciplined.

Complaints and Grievances

The Company’s aim is to encourage a culture in which people are deterred from attempting to victimise or harass those with whom they work, and who are able to confidentially register any instances which may appear to constitute this and have them resolved without it being a detriment. Any issues involving discrimination or harassment will be dealt with through the grievance procedure. If it is not possible to discuss the complaint with the immediate line manager, either the next level of management or the HR Manager should be approached.