corporate social responsibility policy - landmark policy_72dpi.pdf · group managing director,...

Corporate Social Responsibility PolicyMarketplace n Workplace n Community n Environment

Contents

2

Message from Stephen Stout ............................. 3

SummaryMarketplace...................................................... 4

Workplace ........................................................ 5

Community....................................................... 6

Environment ..................................................... 7

Marketplace.............................................. 8

Business practices ............................................. 9Policy Statement

Ethical business practices

Confidentiality of information

Accurate and honest reporting

Responsibilities

Customer policy...............................................10Policy statement

Principles and practice

Responsibilities

Supplier policy .................................................11Policy statement


Responsibilities

Research policy

Policy statement

Marketplace aspiration .....................................12

Workplace ................................................13

Equal opportunities ..........................................14Policy statement

Discrimination

Communication of this policy ..............................15Monitoring

Complaints procedure

Related policies ................................................16Review

Scope

Responsibilities

Recruitment ....................................................17Policy statement

General principles

Ensuring competence in assessment and selection

Treatment of candidates

Responsibilities ................................................18

Training

Policy statement


Responsibilities

Reward policy ..................................................19Policy statement


Responsibilities

Health & safety policy .................................... 20Policy statement

Corporate objectives

Corporate principles and practice

Responsibilities

Human rights policy ........................................ 21Policy statement

Human rights policy guidance

Responsibilities

Workplace aspiration ...................................... 22

Community ............................................ 23

Community .................................................... 24Policy statement

Corporate objectives

Corporate principles and practices

Responsibilities

Community aspiration .................................... 25

Environment .......................................... 26

Environment ................................................... 27Policy statement

Responsibility ................................................. 28

Environment aspiration ................................... 29

Contact us ..................................................... 30

Corporate Social Responsibility Policy


3

Group Managing Director, Landmark Information Group

Landmark Information Group is the UK’s leading provider of property related geo-spatial and environmental information.The company has an unrivalled source of large scale current and historical digital maps together with high quality environmentalrisk and planning information which enables us to provide reliable and trusted solutions that create peace of mind for customers.

We believe that a responsible approach todeveloping relationships between companiesand the communities they serve, national orlocal, is a vital part of delivering businesssuccess. How we interact with the world inwhich we operate determines our place withinit. This statement of corporate socialresponsibility represents a first step intodefining the Landmark position and will evolveover time.

The purpose of our Corporate SocialResponsibility policy is to make clear to allstakeholders our approach to corporate socialresponsibility and to outline how we propose tomeet the challenges of sustainabledevelopment. We reflect this commitment in arange of policies set within the framework offour CSR pillars:

n Marketplace

n Workplace

n Community

n Environment

The corporate social responsibility policy appliesthroughout the Landmark Information Groupand governs our approach to all our activities.

Landmark Information Group is a Daily Mail and General Trust company (DMGT). For more information on DMGT’s corporateresponsibility credentials, please visitwww.dmgt.co.uk/corporateresponsibility/.

Stephen Stout

Group Managing Director

Message from Stephen Stout

Marketplace

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1 millionT H E N U M B E R O F R E P O R T S

P R O D U C E D L A S T Y E A R

90%T H E N U M B E R O F R E P O R T S W E A I M

T O S U P P L Y O N L I N E I N 2 0 0 8

1.5 millionT H E N U M B E R O F E L E C T R O N I C M A P S

S E R V E D T O P R O M A P C U S T O M E R S

9,000T H E N U M B E R O F C U S T O M E R S E R V I C E

C A L L S A N S W E R E D P E R M O N T H

Standards of business conductn We are committed to ensuring that our

business is conducted in all respectsaccording to rigorous ethical, professionaland legal standards.

Customersn We seek to provide our customers with a

service hallmarked by integrity, qualityand care.

Suppliersn We regard suppliers as our partners and

work with them to help us achieve ourpolicy aspirations in the delivery of ourproducts and services.

Landmark websites provide online access to electronic maps and environmental reports.


Workplace

5


Recruitment, reward and trainingn We believe that the quality of our people is

key to our success. They help us to seek andcapture new ideas and ways of working in anever changing environment. It is crucial,therefore, that we recruit, develop and retainthe best talent. We also strive to create aworkplace that inspires, motivates, developsand rewards employees to achieve successwhilst maintaining an effective work/lifebalance.

Landmark offices are based in Exeter and Henley.For more information visit www.landmarkinfo.co.uk

272T H E N U M B E R O F P E O P L E L A N D M A R K E M P L O Y S

1,130T H E N U M B E R O F T R A I N I N G D A Y S C O N D U C T E D B Y E M P L O Y E E S I N 2 0 0 7

Equal opportunitiesn We aim to ensure that no job applicant or

employee receives less favourable treatmenton the ground of race, colour, nationality,religion, ethnic or national origins, age,gender, marital status, sexual orientationor disability.

Human rightsn We respect the Universal Declaration of

Human Rights and seek to be guided by itsprovisions in the conduct of our business.

Health and safetyn We are committed to providing a working

environment which is both safe and fit for theintended purpose.

Community

6

n We strive to be a good corporate citizenaround the world, recognising ourresponsibility to work in partnership withthe communities in which we operate.

In June 2007 Landmark raised over £12,500 for the National Deaf Children’s Society by scaling the three highest mountains in England, Scotland and Wales as part of the gruelling Three Peaks Challenge.


£20,000T H E A M O U N T O F C H A R I T A B L E D O N A T I O N S M A D E B Y T H E G R O U P L A S T Y E A R

2,000 hoursT H E N U M B E R O F H O U R S E M P L O Y E E S S P E N T U N D E R T A K I N G V O L U N T A R Y W O R K I N 2 0 0 7

Environment

7

650T H E N U M B E R O F T R E E S P L A N T E D I N

2 0 0 7 A S P A R T O F O U R P A R T N E R S H I PW I T H T H E W O O D L A N D T R U S T

20:1T H E E S T I M A T E D R A T I O O F C O N F E R E N C E

C A L L S T O F A C E T O F A C E M E E T I N G SC O N D U C T E D I N 2 0 0 7 . L A N D M A R K

W I L L B E E M P L O Y I N G 4 M O R E V I D E OC O N F E R E N C I N G F A C I L I T I E S I N 2 0 0 8

T O I M P R O V E C O M M U N I C A T I O N S A N D C U T D O W N T R A V E L L I N G

B E T W E E N E X E T E R A N D H E N L E Y

n We are committed to a programme ofmanagement, continuous improvement andreporting of our direct and indirect impacts,which marks our contribution to improvingthe world in which we live.

In partnership with the Woodland Trust,trees were planted in Watkins Wood,Woodleigh, Devon and Merry Hill,Bushey, Hertfordshire.


MarketplaceCorporate Social Responsibility Policy

8

Marketplace Corporate Social Responsibility Policy

Policy statement n Landmark is committed to ensuring that its

business is conducted in all respectsaccording to rigorous ethical, professional andlegal standards.

Ethical business practicesn Provide our customers with a service

hallmarked by integrity, quality and care.n Deal with customer complaints seriously and

promptly.n It is the company's policy not to make

donations to political organisations or forpolitical causes.

n Never make any other improper paymentssuch as bribes (whether or not illegal orcustomary in the territory concerned).

n Avoid situations in which financial or otherpersonal interests or dealings are or may bein conflict with the interests of the group.When it is impossible to avoid such conflictsof interest, it should be ensured that theseare clearly disclosed.

n Seek advice from a relevant senior manager incases where a potential conflict of interestmight occur. For example, any business orfinancial arrangements with a family member,an associate, a friend or close acquaintancewho conducts business with the group.

Another example would be holding shares inexcess of 1% in a competitor or a companywhich introduces business, or supplies goodsor services, to the group.

Confidentiality of informationn Unless proper authority is given, do not

access, modify, disclose or make use of anyconfidential customer data, group, personal orsupplier data for any purpose other thanlegitimately carrying out work-related duties.

n Act with integrity upon information obtainedand held on behalf of the group and be onguard to avoid careless or inadvertentdisclosures which may damage the group'sbusiness or that of its customers or suppliers.

n Landmark complies with the Data ProtectionAct. All customer information is held andmanaged responsibly and when appropriate isdisposed of safely and securely.

Accurate and honest reportingn Record all transactions in a timely manner in

the accounting records of the group accordingto generally accepted accounting principles.

n Provide supporting documents for allpayments and transactions, clearly identifyingand describing their nature and purpose.

n Accounting practices that suppress records,

misstate operating results, obscure the natureof transactions or otherwise alter thesubstance of any transaction must not beadopted.

n When Landmark Information Groupoffers/promotes services provided by businesspartners for which Landmark may receive acommission payment, as strict code ofconduct is adhered to and potentialcustomers are notified.

Responsibilitiesn Responsibility for implementing this policy

lies with the Managing Director.n The Group Company heads will establish

appropriate responsibilities within their unitfor embedding and monitoring compliancewith the standards. n

9

Business practices


Policy statementn Landmark is committed to providing reliable

and trusted solutions that create peace ofmind for customers.

n Landmark ensures that all of its data isregularly updated and cross-referenced toensure its accuracy.

n Landmark is committed to expanding itsintellectual property to maintain and enhancethe quality of its data.

Principles and practicen Landmark takes its Customer Service

obligations very seriously. We are constantlylooking to improve our customer accesschannels, increase the availability ofinformation, advice and services, and theflexibility and choice that customers havewhen contacting us.

n We will work tirelessly to improve oureffectiveness of response; our aim is toresolve all enquiries promptly and efficientlyat their point of contact providing value formoney services.

n Landmark will have trained andknowledgeable Customer Service staff readyto provide information, advice and guidanceon our products and services. They will dealwith enquiries efficiently, effectively and in aprofessional manner:

• developing and promoting products andservices which meet the needs of customers.

• providing customers with clear informationand good service when they buy products.

• maintaining appropriate and effectiverelationships with customers and providingthem with good service after they havebought a product.

• Landmark will report progress in the AnnualReport and Accounts.

n All the customer service staff are qualitymonitored periodically over each quarter,with the aim to monitor at least 5 calls eachmonth. The calls are monitored against strictquality criteria and they are set a qualityscore target.

n Any complaints received are dealt withpromptly and efficiently, they areacknowledged on the day on which they arereceived, with a full response given within 5working days of the complaint being received.

n One to ones are conducted monthly withcustomer service staff.

n Team and individual performance figures onsearches are processed, calls answered,quality scores and attendance levels areshared with all customer service staffmonthly so they can self evaluate.

Responsibilitiesn Overall responsibility for implementing this

policy lies with the Group Managing Director.n The Group Company heads are responsible for

the implementation of this policy in theirrespective markets and for monitoring andreporting performance against this policy. n

10

Customer policy


Policy statementn Landmark believes in sourcing goods and

services from suppliers who operate in anethical way.

n We aim to work with organisations that shareour principles and aspirations.

Principles and practicen At Landmark we believe strongly in ethical

principles and good stewardship. We ensurethat our suppliers meet the following ethicaltrading criteria:

• All employment is freely chosen.

• Working conditions are safe and hygienic.

• Child labour is not used.

• Wages are fair and comparable to otherretailers and wherever possible exceed theminimum wage.

• Deductions from wages as a disciplinarymeasure shall not be permitted.

• Working hours are not excessive and are inline with EU guidelines.

• No discrimination is practised.

• Regular employment is provided for thosewho are employed on a permanentcontract.

• No harsh, cruel or degrading treatment orpractices are allowed.

• No bribery, corruption, blackmailing orbullying is permitted.

• Good environmental stewardship ispracticed. Where appropriate,environmental consideration should begiven to purchasing decisions.

• Suppliers and buyers are both free to selland buy from any number of otherbusinesses or outlets. No restrictions, as away of guaranteeing business, are allowed.


policy lies with the Group Managing Director.n The Group Company heads are responsible

for the implementation of this policy in theirrespective markets and for monitoring andreporting performance against this policy. n

Policy statementn To develop new, innovative information

services through the partnering with leadingacademic institutions and externalorganisations.

n To develop pioneering research opportunitieswith leading academic institutions and othersthrough the commissioning of researchprogrammes or the sponsoring of students.

n To provide greater insight to our customersthrough the development of knowledgefounded on Landmark’s extensive dataholdings.

n Overall responsibility for implementing thispolicy lies with the chief operating officer. n

11

Supplier policy Research policy

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Marketplace aspirationOur thinking for the future...

In 2008 we will continue to encourage our customers to use online reporting,to help us reduce our environmental impacts with regards to paper use.

We will also consider developing products that are accessible to customerswith disabilities and are provided in a range of languages. n

WorkplaceCorporate Social Responsibility Policy

13

Workplace Corporate Social Responsibility Policy

Policy statementn Landmark Information Group is committed to

eliminating discrimination and encouragingdiversity amongst our employees.

n Our aim is that our employees will be trulyrepresentative of all sections of society andeach employee feels respected and able togive of their best.

n To that end the purpose of this policy is toprovide equality and fairness for all in ouremployment practices and not todiscriminate on grounds of gender, maritalstatus, civil partnership, race, ethnic origin,colour, nationality, national origin, disability,sexual orientation, religion or age. We opposeall forms of unlawful and unfairdiscrimination.

n All employees, whether part-time, full-time ortemporary, will be treated fairly and withrespect. Selection for employment,promotion, training or any other benefit willbe on the basis of aptitude and ability.Landmark values the benefits that aworkforce of varied backgrounds and diversitybrings to the company and is committed toproviding support and encouragement to allof its employees to enable them to developtheir skills and abilities to the fullest extent.

n Our commitment:

• To create an environment in whichindividual differences and the contributionsof all our staff are recognised and valued.

• Every employee is entitled to a workingenvironment that promotes dignity andrespect to all. No form of intimidation,bullying or harassment will be tolerated.

n Landmark adheres to the DDA – DisabilityDiscrimination Act.

Discriminationn Landmark will not tolerate any form of

discrimination, including the less favourabletreatment of any individual on grounds of theirgender, marital status, civil partnership, race,ethnic origin, colour, nationality, national origin,disability, sexual orientation, religion or age.

• Direct Discrimination

Treating an individual, on one of the groundsstated above, less favourable than anotherindividual who does not share thatcharacteristic.

• Indirect Discrimination

Imposing on an individual an unjustifiablecondition which makes it more difficult formembers of a particular group to comply,than those not of that group and it is totheir detriment that they cannot comply.

• Harassment

Harassment is defined as any unwantedconduct that has the purpose or effect ofviolating an individual’s dignity or creatingan intimidating, hostile, degrading,humiliating or offensive environment. Forexample, such behaviour may take the formof remarks designed to embarrass,inappropriate jokes or ridicule, unwelcomephysical contact and can involve a singleincident or may be persistent and may bedirected towards one or more individuals.

• Victimisation

Treating someone less favourably becausethey either intend to make (or have made) aclaim or allegation of discrimination or, theyintend to give (or have given) evidence inconnection with a claim of discrimination.

Examples of less favourable treatmentrelating to all the above include an employer:

• Deciding not to employ someone

• Dismissing someone

• Refusing to provide an individual withtraining

• Denying someone promotion

• Giving someone adverse terms andconditions of employment

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Equal opportunities


Communication of this Policyn The organisation is committed to ensuring

this policy and its sentiment communicatedto all staff that diversity and equality becomean integral part of the company.

n In addition to the above, this policy will becommunicated to staff through:

• Employee Inductions

• Human Resources Intranet site

Monitoringn The purpose of monitoring is to enable the

organisation to assess how well this policy isbeing implemented.

n Landmark collects the following informationon existing employees and people seekingemployment with the company:

• Gender

• Ethnic origin

• Whether they have a disability

• Religious belief

• Sexual orientation

• Agen All information is maintained as strictly

private and confidential and is used forequality monitoring Landmark.

n The purpose of monitoring is to enable theorganisation to assess how well this policy isbeing implemented.

n In respect of the above, the following is alsomonitored:

• Applicants, interviewed, appointed

• Turnover

• Training and development

• Performance reviews

• Promotion

• Staff groups

• Disciplinary (formal action only)

• Grievance (formal action only)

• Leaversn The results of which will be published by

Human Resources annually along with anynecessary action plan to ensure Landmarkcontinuously meets its aim to be an equalopportunity employer.

Complaints proceduren Employees who feel they have suffered

discrimination, harassment or victimisation inany way should immediately draw the issueto the attention of their line manager whoshould, if possible, resolve the issueinformally.

n If the issue cannot be resolved in this way acomplaint should be made in accordance withLandmark’s Grievance Procedure. Please referto Landmark’s Grievance Procedure forinformation about the specific process.

n Landmark requires that everyone should betreated with dignity and respect and will nottolerate any form of discrimination.Landmark will take seriously any complaintsby members of staff in relation to othercolleagues or the public and will thoroughlyinvestigate these complaints.

n All grievances will be dealt with in thestrictest confidence. Employees must feelable to raise such grievances and no individualwill be penalised for raising such a grievanceunless it is untrue and made in bad faith.

n If complaints are substantiated appropriateaction will be taken in respect of employeesand this may include disciplinary action.

n If the complaint is in respect of the behaviourof a member of the public, then it will bemade clear to that person that suchbehaviour is unacceptable.

n To ensure the procedure is not exploited, inorder to make a complaint of discrimination,harassment, or unfair treatment, applicantsshould try to have available as many of thefollowing as possible:

• Details of what, when and where theoccurrence took place

• Any witness statements, or names ofwitnesses who can give statements

• Names of any other employees who havebeen treated in a similar way

15

Equal opportunities (continued)


• Details of any former complaint madeabout the incident, date, when and towhom made

• A preference for a solution to the incidentn Complainants should refrain from discussing

the matter with colleagues.

Related policiesn Grievance Procedure.

Reviewn This policy will be reviewed annually.

Scopen The Company requires all employees of

whatever level or authority to abide by theletter and spirit of this policy. Specificresponsibilities are detailed below.

n The policy also applies equally to thetreatment of our customers and clients.

Responsibilitiesn Every employee has personal responsibility

for the implementation of the policy. Anydoubt about the application of the policy orother questions should be addressed to theHuman Resources Department.

n The Group Managing Director has overallresponsibility for:

• Ensuring equality is reflected in theorganisation’s business plans and long-termstrategic direction

• Ensuring this policy is implemented,communicated, monitored and updatedeffectively

• Reviewing annually equality monitoringinformation and aiding the developmentand implementation of remedial actionwhere appropriate

n The Group Managing Director is committedto ensuring that Landmark is free fromharassment, victimisation and discriminationby ensuring that all staff are fully aware oftheir responsibilities and expectations withregard to their conduct.

n The Group Human Resources Manager isresponsible for:

• Ensuring Landmark’s recruitment, trainingand development and other workingpractices and procedures are non-discriminatory

• Ensuring managers and members of staffare aware of the content of the policy andthe legislative framework underpinning it

n Managers are responsible for:

• Ensuring equality of opportunity in respectof the employees they manage and theservices they deliver.

• Ensuring that all employees within theirarea are aware of this policy and wherenecessary have received training in theimplementation of the policy, particularlyin respect of those people involved inrecruitment and selection.

n All managers have a corporate responsibilityto act as role models to staff and as suchneed to be especially aware of any methodsthey use to manage their staff and must actin accordance with this policy.

n All employees are responsible for:

• Treating others with dignity and respect

• Ensuring they understand and comply withthe letter and spirit of this policy

• Actively participating in measuresintroduced by the company to ensure thereis equality of opportunity and non-discrimination

• Reporting to management anydiscriminatory practices

• Supporting the proper investigation of anycomplaints. n

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Equal opportunities (continued)


Policy statement n Landmark Information Group's recruitment

policy is underpinned by the requirement tomeet the legal and regulatory bodyobligations in the UK.

n This policy requires the principles of theGroup's equal opportunities policy to be metin recruitment and selection methodologies.Assessment for roles should be againstobjective criteria relevant to the role inquestion.

n This policy applies to both internal andexternal recruitment.

n Landmark recognises its obligations to meetlegal and regulatory standards and requires itsbusiness units to have in place policies andpractices which meet those standards.

n Landmark also believes that an effective, wellmanaged recruitment process will provide itwith a number of benefits:

• An improving quality of workforce wherepeople are being recruited on the basis oftheir ability to perform the role in questionbetter than other candidates.

• Efficient and effective use of its ownresource in managing necessaryrecruitment.

• A good experience for candidates throughthe recruitment process, whether successful

or not, that will enhance the Group'sreputation as an employer and a companywith which to do business.

General principlesn The key requirements of the role should have

been established and written up in the formof a role profile/job description or equivalentbefore the recruitment process begins.Assessment will be against job relatedcriteria, i.e., the candidates' technical andbehavioural competence against rolerequirements and their ability to deliverrequired accountabilities.

n The selection process chosen should beappropriate for the role being filled. It shouldbe kept simple whilst ensuring a sounddecision can be made on final selection.Selection decisions are the responsibility ofline management, with support and guidancefrom the HR Department.

n Before final confirmation of an offer ofemployment suitable checks should becarried out (including, where appropriate,references, work permits and medical checks)to the extent permitted by local law. Wherecandidates state they have academic orprofessional qualifications original certificatesshould be required and copies taken.

n Confidentiality should be respected at alltimes. Personal information on candidates,including any medical information orreferences, should be held on a need to knowbasis. All paper or electronically stored datesshould comply with data protectionrequirements and must be held securely andaccessed only by approved individuals.

Ensuring competence in assessmentand selection n Before the selection process begins all parties

involved should have the necessary skills andknowledge to carry out their role toappropriate standards set by the businessunit. Where necessary, relevant training willbe delivered and individuals will be requiredto demonstrate competence beforeinvolvement in selection processes.

Treatment of candidates n Candidates should be treated professionally

and courteously and given every opportunityto perform at their best (e.g., by catering forthose with special needs). Communicationfrom candidates should be dealt withpromptly and feedback to candidates onsuccess or failure should be timely andconstructive.

17

Recruitment


n Candidates should be informed in advance ofwhat the assessment and selection processwill involve, the anticipated timetable of theselection process and details on how to claimany expenses incurred.

n Assessment and selection decisions should berecorded in the same format for allcandidates. Assessment results should bestored securely for a minimum for 12 monthsand disposed of appropriately given theirsensitivity. Access to assessment resultsshould be on a need to know basis.

Responsibilitiesn The framework set out in this policy is the

responsibility of the Managing Director.n Overall responsibility for the application of

the policy framework and the necessarytraining and guidance to ensure it is carriedout properly rests with the Human ResourcesManager. n

Policy statementn The company will invest in its employees'

training and development, building theircapabilities and skills to meet the businessobjectives and to support succession planningwithin the organisation.

n Landmark believes that effective training anddevelopment processes will assist thecompany to attract and retain high qualitypeople, support them in reaching theirpotential and build the capabilities necessaryto succeed in a fast paced and challengingenvironment.

Principles and practicen Training plans overall will be developed from

a systematic assessment of business needs,and individual training needs will be derivedfrom assessment of performance againststandards and job requirements.

n Excellent internal/external training anddevelopment opportunities will be providedfor all employees, including specific ITtraining, personal skills training and supportfor further educational qualifications.

n 6 monthly performance and developmentreviews will be carried out where objectiveswill be agreed and reviewed and a personaldevelopment plan will be produced for eachemployee.

n A comprehensive annual ManagementDevelopment Programme will be provided forall those who lead teams.




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Recruitment (continued) Training


Policy statement n Landmark Information Group intends to

attract, retain and motivate staff of thecalibre necessary to enable the business todeliver its plans and it therefore believes thatits reward offering should be competitive inthe appropriate market place.

Principles and practicen Salaries are reviewed on an annual basis.n An annual discretionary company bonus

linked to the company performance isprovided for all staff. Full details of thescheme are provided by the HumanResources Manager.

n Employees who deliver over and above theirrole requirements are eligible for the StarPerformer Bonus scheme.

n Employees are entitled to an annualdiscretionary company bonus linked to thecompany performance.

n Landmark operates a Reward & Recognitionscheme, designed to encourage all employeesto put forward new ideas and suggestions.Awards include vouchers, red letter days,weekend breaks.

n Employees that have worked for the companyfor five years or more qualify BUPA privatehealthcare.

n Landmark operates a £1000 finder’s fee formaking a recommendation for a job vacancyat Landmark.




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Reward policy


Policy statement n Landmark Information Group is committed to

providing a working environment which is bothsafe and fit for the intended business purpose.

n The Group is committed to providing aconsistently safe and effective workingenvironment for all staff, includingcontractors, customers and members of thepublic. In doing so it will, as a minimum,comply with UK health and safety legislation,but will exceed those requirements should itbe necessary to do so in order to deliver thecorporate objectives stated below.

Corporate objectives n To ensure that throughout its business

operations Landmark provides workingconditions for its staff, customers andmembers of the public which are consistentlysafe and fit for the intended business purpose.

n To meet, as a minimum, UK health and safetylegislation, or exceed it as required in order toachieve the company’s health and safetycorporate objectives.

n To ensure that the reputation of the companyis not damaged by failures in health andSafety practice and that the management ofhealth and safety contributes to effectivecorporate governance.

Corporate principles and practice n The Group is committed to establishing and

maintaining an effective health and safetyregime throughout its business operationsworldwide.

n All business units will establish appropriateresponsibilities, organisations and processesto enable compliance with this policy.

Responsibilities n The Health and Safety Policy is the

responsibility of the Group Managing Directorsupported by the group executive directorswho are responsible for health and safetywithin their business operations.

n The Office Manager is responsible for thehealth and safety policy and for overallmonitoring of health and safety as is requiredto support the Managing Director indischarging his responsibilities. n

20

Health & safety policy


Policy statement n Landmark respects all fundamental human

rights and will be guided in the conduct of itsbusiness by the provisions of the UnitedNations Universal Declaration of HumanRights (UNUDHR) and the InternationalLabour Organisation (ILO) core labourstandards.

Human Rights policy guidancen Landmark is committed to upholding basic

Human Rights and supports in full the UnitedNations Universal Declaration of HumanRights and the International LabourOrganisation Core Conventions. We arecommitted to the following:

• We will treat all employees fairly andhonestly. All staff will have a writtencontract of employment, with agreed termsand conditions, including notice periods onboth sides. All staff are entitled toreasonable rest breaks, access to toilets,rest facilities and portable water at theirplace of work, and holiday leave inaccordance with the legislation of the UK.All employees are provided withappropriate job skills training.

• We will pay a fair wage reflecting the localmarkets and conditions.

• Working hours shall not be excessive. Theyshall comply with industry guidelines andnational standards.

• Employment must be freely chosen.Overtime shall be voluntary. We will notemploy illegal child labour, forced orbonded labour or condone illegal childlabour, forced or unpaid overtime.

• Employees have the right to freedom ofassociation. We recognise the right of ourstaff to join a recognised trade union wherethis is allowed within national law.

• We provide a safe working environment forour employees by minimising foreseeablerisks in the workplace. We provide propergovernance for health and safety.

• Landmark shall abide by the non-discrimination laws of the UK. It does notdiscriminate unfairly on any basis.

• We will not use, or condone the use ofcorporal punishment, mental or physicalcoercion or verbal abuse. Landmark hasdisciplinary procedures for any member ofstaff whose conduct or performance fallsbelow the required standard.

• We have formal grievance proceduresthrough which staff can raise personal andwork-related issues.

n Any employee who suspects infringements ofthe policy or any of the above has the rightto inform us without fear of persecution.

n We will investigate any allegations ofinfringements of the Human Rights Policy,and take appropriate action as necessary.Serious breaches by employees will beconsidered gross misconduct, and may lead totheir summary dismissal.

n This policy applies to all Landmark employeeswhether they are in full time, part time ortemporary employment.

Responsibilities n The Managing Director is responsible for the

overall implementation of this policy. n

21

Human rights policy

Workplace aspirationOur thinking for the future...

In 2008 we will look at introducing a Career Development Strategywhich will give all employees clear information and support on howthey can develop skills within their current roles and how they can progress their career with Landmark. n

22

CommunityCorporate Social Responsibility Policy

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Community Corporate Social Responsibility Policy

Policy statement n Landmark Information Group is committed to

being a responsible corporate citizen.n Landmark’s strategy for sponsorship and

community investment will enhance thereputation of the company as the UK'sleading supplier of digital mapping, propertyand environmental risk information and be aplatform upon which to promote our brand,values and vision to key stakeholders.

Corporate objectivesn Landmark’s sponsorship and charitable giving

programme will:

• Reinforce Landmark’s reputation as Europe’sleading provider of property related geo-spatial and environmental information

• Raise the profile of the company amongour key national stakeholders.

• Help motivate staff and encourage them tounderstand more fully what Landmarkstands for.

• Bring Landmark’s core values to life andcomplement its strategic vision.

• Provide an opportunity for the companyand its employees to engage actively in thecommunities in which it operates and withthe people it serves.

Corporate principles and practicesn Landmark will strive to be a good corporate

citizen, recognising its responsibility to workin partnership with the communities in whichit operates.

n Landmark will actively encourage staffparticipation in their sponsorship andcharitable giving activities.

n Landmark will publish guidance on itssponsorship criteria to employees andindividuals responsible for making decisionson company activity in these areas.

n Landmark will engage with employees tonominate a ‘Charity of the Year’. In addition toLandmark's financial support for the charity,employees will have the opportunity toactively participate and help raise money forthe charity. Landmark currently supports theNational Deaf Children's Society (NDCS)following an employee survey in August 2006.The Group has raised over £12,500 for theNational Deaf Children's Society (NDCS) byscaling the three highest mountains inEngland, Scotland and Wales as part of thegruelling NDCS Three Peak Challenge

n Fundraising and volunteering targets will beset for the nominated ‘Charity of the Year’.

n Landmark will match any fundraising effortsthat individual employees participate in.

n Landmark will continue to work with ExeterUniversity providing research opportunitiesand a student placement scheme.

n As the UK's leading supplier of environmentalrisk information, Landmark will providerelevant support to help emergency servicescope with natural disasters in the UK.

n Landmark is committed to supporting localsports clubs. Landmark agreed a three yearsponsorship deal with the Exeter Chiefs RugbyUnion team who are in National LeagueDivision One.

n As a business operating in the technologysector, Landmark will provide IT hardware andservices to relevant schools projects.


policy lies with the Group Managing Director.This policy will be reviewed annually toensure that it continues to reflect the mainimpacts of the company. n

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Community

Community aspirationOur thinking for the future...

In 2008 we will look to work with more schools, colleges and universities to provide work experience, placements and graduate schemes.

We will also look at partnership opportunities with disaster support agenciesand charities. Announcements will be made throughout the year. n

25

EnvironmentCorporate Social Responsibility Policy

26

Environment Corporate Social Responsibility Policy

Policy statement n Landmark Information Group recognises its

corporate responsibilities towards theenvironment. We believe in the importance ofenvironmental protection and improvement.We believe that the pursuit of bestenvironmental practice makes soundcommercial sense.

n Landmark Information Group recognises thatour business has an impact on theenvironment through our printing operations,offices, transport and other businessactivities. We are committed to ensuring thatwhere practical any adverse impact on theenvironment from our activities will beprevented. We also acknowledge ourresponsibility to help ensure that our suppliershave an environmental responsibility too.

n In 2007 we became ISO 14001 certified.ISO14001 is the corner stone standard of theISO 14000 series, the internationallyaccepted standard for environmentalmanagement. It specifies a framework ofcontrol for an Environmental ManagementSystem against which an organisation can becertified by a third party. It exists to helporganisations minimise how their operationsnegatively affect the environment (causeadverse changes to air, water, or land), complywith applicable laws, regulations, and otherenvironmentally oriented requirements, andcontinually improve on the above.

n An environmental awareness day will be heldeach year to raise awareness within thecompany of climate change and widersustainability issues.

n Our business will seek to apply best practicein environmental management. Through itsenvironmental programme, we will:

• integrate environmental considerations intodevelopment and implementation ofcorporate policy, business decision making,development and delivery of insurance/investment products and services,purchasing and supplier management;

• strive to minimise CO2 emission throughreductions in energy consumption;

• reduce consumption of resources;

• promote waste re-use and recycling whereeconomically feasible;

• ensure that PCs are switched off after use;

• promote the provision of electroniccommunications and products;

27

Environment

Environment Corporate Social Responsibility Policy

• allow staff to work from home avoiding theneed to travel or to heat/light offices;

• recycle waste paper, print cartridges,kitchen waste, and electronic equipment;

• encourage employees to take advantage ofour car share and cycle to workprogrammes;

• introduce the use of renewable energies;

• use low-energy bulbs and energy efficientequipment;

• use teleconferencing facilities to reducetravelling to meetings and to save time;

• take account of and influence for the betterthe environmental issues associated withour supply chain in particular with regard topaper sourcing;

• take into consideration our business needs,to strive for continual improvement tominimise environmental impacts;

• promote environmental awareness withinthe workforce and provide training wherenecessary, to enable employees to play afull role in implementing this policy;

• continue to be a responsible neighbour inthe communities in which we operate andsupport the quality of community life.

n We will periodically review our performanceto ensure that we are meeting our policygoals and we will publish reports regularly.

n At Landmark, we fully recognise that we eachhave our part to play in contributing toenvironmental improvement. We readilyaccept our corporate commitments and willcontinuously work to demonstrateresponsibility in all environmental,social andcommunity issues.

Responsibilityn Overall responsibility for implementing this

policy lies with the Group Managing Director.This policy will be reviewed annually toensure that it continues to reflect the mainimpacts of the company. n

28

Environment (continued)

29

Environment aspirationPrevent pollution...

Reduce waste, reduce consumption and re-use and/or recycle; Offset through outour Tree Planting Programme and employ Environmentally Friendly Transport Policies as already identified.

In 2008 we will be refurbishing the Exeter Office. In all aspects of the refurbishmentenvironmental impacts will be looked at and improved upon. n


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Landmark Promap

Landmark is the market leader in thedevelopment and supply of digital mapping

and site specific information.

Landmark Legal & Financial

Supplying environmental and planninginformation to property professionals.

Landmark Environment

Supplying high quality data and planninginformation to environmental professionals.

Landmark Solutions

Specialised geospatial services forthe public and private sectors.

www.landmarkinfo.co.uk

Head Office

For general enquiries:

Tel: +44 (0)1392 441700

Fax: +44 (0)1392 441709

DX No: 149460 Exeter 23

[email protected]

Landmark Information Group Ltd

5-7 Abbey Court

Eagle Way

Sowton Industrial Estate

Exeter

Devon EX2 7HY

United Kingdom

Contact us

Corporate Social Responsibility PolicyMarketplace n Workplace n Community n Environment

corporate social responsibility policy - landmark policy_72dpi.pdf · group managing director,...

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