Diversity Policy and Code of Practice

Diversity Vision

Linbert Spencer Consultancy Limited is an open, accessible organisation that lives up to our stated values, demonstrates that we understand, value and welcome diversity and are seen to serve all our clients fairly and equally. We develop and maintain positive working relationships with diverse, talented and high performing associates who support each other and are capable of delivering and developing our programmes and processes in ways that reflect our diversity and equality commitments.

Diversity Beliefs

Our vision is underpinned by four key beliefs. We believe that:

a diversity of perception, thinking and approaches - all of which are more likely when a group is made up of people from different backgrounds - adds value to organisations
combating discrimination, promoting equal opportunity and valuing diversity, are morally right, socially desirable and economically sensible
equality must be consistently worked towards
deliberately managing the inclusion of every individual member of the workforce is the only way to achieve the above

Diversity Mission

Our diversity mission is to help organisations create and sustain a culture that both values and actively supports and promotes diversity - that is a culture that recognises and promotes the importance of corporate values, ethics and objectives whilst at the same time actively encouraging and seeking benefits from differences in perception, thinking and approaches.

Diversity Aims and Objectives

Through our equality and diversity work with clients Linbert Spencer Consultancy aims to:

improve the quality of professional practice in the field of equality and diversity, taking account of individual and corporate needs
act with integrity with clients, suppliers, associates and all other stakeholders
understand, keep up to date with and abide by, the laws of the countries in which we operate
act in the client's best interest at all time.

Diversity Priorities

To encourage and support our client organisations to:

demonstrate leadership at board level and to project an image of an open and accessible organisation, keen to reflect the diversity of their constituencies and striving to utilise all available talent to deliver fair and equal treatment to, and benefit from, a diverse client/customer base
work consistently to develop and improve communication of, and information about their diversity and equal opportunity vision, beliefs and strategy
take positive action to ensure that women, disabled, lesbian and gay employees, members of minority ethnic groups and others whose talents may have been under-used in the past are encouraged and given every opportunity to contribute to the work of the organisation
develop learning and personal development processes as one of the means of equipping their employees to deal with the implications of valuing diversity and contributing more effectively to the organisation's diversity and equality commitments
monitor their working practices to ensure that they are consistent with their diversity vision and values and in keeping with both the letter and the spirit of equal opportunity legislation and that they are benefiting from the knowledge, expertise and life experience of all their employees.

Code of Practice

Relationships with Clients, suppliers and others

Linbert Spencer Consultancy undertake to:

Proactively seek mutual understanding of clients' needs
Offer appropriate responses to those needs
Encourage suppliers and professional partners to promote equality and value diversity
Investigate all complaints against training consultants/associates and to make the results of the investigation known to the complainant and to the consultant/associate

We will encourage and support our client organisations to:

Demonstrate leadership at Board level and project an image of an open and accessible organisation, keen to reflect the diversity of their constituencies and striving to utilise all available talent to deliver fair and equal treatment to, and benefit from, a diverse client/customer base
Work consistently to develop and improve communication of, and information about their diversity and equal opportunity vision, beliefs and strategy
Take positive action to ensure that women, disabled, lesbian and gay employees, members of minority ethnic groups and others whose talents may have been under used in the past are encouraged and given every opportunity to contribute to the work of the organisation
Develop learning and personal development processes as one of the means of equipping their employees to deal with the implications of valuing diversity and contributing more effectively to the organisation's diversity and equality commitments
Monitor their working practices to ensure that they are consistent with their diversity vision and values and in keeping with both the letter and the spirit of equal opportunity legislation and that they are benefiting from the knowledge, expertise and life experience of all their employees

Professional competency

Linbert Spencer Consultancy associates/trainers undertake to:

Engage in regular and continuous professional development
Stay abreast of best practice, developments in equality legislation and case law, and changes in the wider social environment generally
Encourage suppliers and professional partners to promote equality and value diversity
Stay abreast of knowledge and skills within their stated specialist areas of equality and diversity practice