Diversity, Equality & Inclusion Policy

LCC is committed to equality of opportunity, diversity and inclusion, with a working environment where everyone is treated with dignity and respect.

Policy owner: Moein Memari, Managing Director · Policy date: 1 August 2026 · Review: annually. This page summarises our Diversity and Equality Policy, which applies to employees, job applicants, agency workers, subcontractors and visitors to our offices and sites.

Our commitment

We will not tolerate unlawful discrimination, harassment, bullying or victimisation of any kind. Decisions about recruitment, training, promotion, pay and allocation of work are based only on merit, ability and the needs of the role.

A diverse workforce brings a wider range of skills, experience and ideas, and makes us a better business for our clients and the communities we work in. Our own team works in English, Mandarin, Cantonese and Japanese.

Legal framework

We comply with the Equality Act 2010 and related employment law, including the Worker Protection (Amendment of Equality Act 2010) Act 2023 and the Employment Relations (Flexible Working) Act 2023. It is unlawful to discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. We also do not tolerate unfair treatment because of trade union membership, part-time or fixed-term status, social background or accent.

Recruitment, development and pay

Fair, consistent recruitment against objective criteria, with vacancies advertised to reach a wide range of candidates.
Right-to-work checks carried out consistently on every candidate.
Fair access to training, apprenticeships and qualifications such as CSCS, SMSTS and SSSTS.
Equal pay for equal work, and no less favourable treatment of part-time or fixed-term workers.
Reasonable adjustments for disabled applicants and employees.
Flexible working requests considered fairly from the first day of employment, and support for family and religious needs where operations and safety allow.

Harassment and site conduct

Harassment and bullying are treated as serious misconduct. "Site banter" is not a defence: what matters is the effect on the person receiving it. We take reasonable steps to prevent sexual harassment, including by clients, suppliers and the public.

Welfare facilities that meet the needs of all workers, including separate or lockable facilities for women where required.
PPE in a suitable range of sizes, including PPE designed for women.
Offensive graffiti, images or material removed from sites immediately.
Safety information communicated so that all workers can understand it.

Subcontractors, suppliers and clients

We expect subcontractors and suppliers to share our commitment to equality and comply with the Equality Act 2010. This policy is shared at pre-qualification and site induction. Discrimination or harassment towards LCC workers by anyone may lead to removal from site or termination of the contract.

Raising concerns

Anyone who experiences or witnesses discrimination, harassment, bullying or victimisation should raise it with their manager or Site Manager, or in writing to the Managing Director. Complaints are investigated promptly, fairly and confidentially in line with the Acas Code of Practice, and no one raising a concern in good faith will be victimised. Breaches are handled under our disciplinary procedure and may lead to dismissal or removal from site.