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Diversity & Inclusion


Diversity & Inclusion

Our Business, Structure & Supply Chains

LSP recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics). 

Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment. 

LSP Renewables is also recognised as a 'Level 2 Disability Confident Employer'. Disability Confident is a government initiative creating a movement of change and encouraging employers to discover new potential employees and the talents they can provide to a workplace. The scheme is to show that as a business you are providing inclusive and accessible recruitment processes to those who require it. 

All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be based on aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation. 

Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies. 


  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. 
  • This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
  • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
  • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
  • Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
  • Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
  • The equality, diversity and inclusion policy is fully supported by senior management.


LSP Renewables ensure diversity when listing candidates and actively seeks suitably skilled female and BAME candidates for all assignments on which we work. 

We partner with Jobsite (a Total Jobs company) to advertise our jobs and utilise their gender bias decoder when writing job descriptions - The Gender Bias Decoder.

LSP Renewables has a link with ‘STEM Returners’ (an organisation dedicated to assisting people return to work following a career break), and the ‘Women’s Engineering Society (WES)’. 

Please contact us to discuss how LSP Renewables can help your business with your Diversity & Inclusion within your recruitment practices.

Further Reading

Women's Engineering Society

STEM Returners

DEI Case Study

Leading Renewable Energy Company
Leading Renewable Energy Company

We worked closely with a leading Renewable Energy company on their 50:50 campaign. They were working to achieve a 50% female work force especially in senior level positions within Engineering. Through our relationship with the Womens Engineering Society (WES) and STEM Returners and utilising our diverse network we worked to deliver all female shortlists across a number of key positions they were hiring for during 2019 / 2020.This campaign resulted in 23 female hires being made into management roles during the campaign.