1. Commitment and Values

Promoting equality and addressing health inequalities are at the heart of LMC Services Yorkshire CIC’s (the company) values. The company is committed to encouraging equality, diversity, and inclusion across all its activities while eliminating unlawful discrimination.

The organisation aims to be fully representative of all sections of General Practice, ensuring that everyone feels respected and able to give their best. All individuals and organisations engaged with the company will be treated equally, regardless of gender, sexuality, race, religion, ethnicity, age, or disability.

The company recognises that its services are strengthened when they reflect the diversity of the population and the communities it serves. While it does not impose quotas or practice positive discrimination, it is committed to fairness and inclusivity in all areas.

2. Policy Purpose

The purpose of this policy is to:

• Ensure equality, diversity, inclusion, fairness, and respect for all users of LMC Services Yorkshire CIC.
• Prevent unlawful discrimination in line with the Equality Act 2010, including protected characteristics such as:
  • Age and disability.
  • Gender reassignment, sex, and sexual orientation.
  • Marriage, civil partnership, pregnancy, and maternity.
  • Race (including colour, nationality, and ethnic or national origin).
  • Religion or belief.
• Oppose and avoid all forms of unlawful discrimination.

3. Our Commitments

The company is committed to:

• Promoting Inclusion: Encouraging equality, diversity, and inclusion as both good practice and good business.
• Safe Environment: Creating a workplace free from bullying, harassment, victimisation, and discrimination, where dignity and respect are maintained.
• Training and Awareness:
  • Ensuring all individuals engaged with the company understand their responsibilities under this policy.
  • Providing appropriate training and guidance.
• Expected Behaviour:
  • All individuals must act in a way that promotes equal opportunities.
  • Everyone is accountable for preventing and avoiding inappropriate behaviour.
• Accountability:
  • Individuals will be held responsible for any acts of bullying, harassment, victimisation, or discrimination.
• Handling Complaints:
  • All complaints are taken seriously and addressed promptly.
  • Misconduct will be managed through grievance and disciplinary procedures.
  • Sexual harassment or assault will be treated in line with the Protection from Harassment Act 1997 and may constitute a criminal offence.
• Fair Decision-Making:
  • All decisions will be based on merit, except where lawful exceptions apply.
• Policy Review:
  • Regular reviews will ensure compliance with current legislation and guidance.
• Monitoring:
  • The company will monitor representation and policy effectiveness and take action where needed.

4. Compliance and Enforcement

• Breaches of this policy will be treated as misconduct and handled under grievance and disciplinary procedures.
• Any disputes should be referred to the company’s dispute resolution policy.
• Internal procedures do not affect an individual’s right to make a claim to an employment tribunal within three months of the alleged incident.

5. Raising Concerns and Support

The company is committed to maintaining an environment free from harassment, bullying, and discrimination. Individuals are strongly encouraged to raise any concerns, either about their own experience or that of others.

Where possible, individuals may choose to address concerns informally by explaining to the person responsible that their behaviour is unwelcome. If this is not appropriate or comfortable, support is available:

• Mentors and Mentees:
  Contact the Mentor Lead or Associate Mentor Lead via: info@gpmplus.co.uk

• All Others:
  Contact Stacey Fielding, Head of Operations via: info@yorlmcltd.co.uk

All complaints will be:

• Investigated promptly and confidentially.
• Managed by an impartial individual with appropriate experience where possible.
• Shared only on a “need to know” basis.

Following investigation:

• Outcomes will be communicated.
• If misconduct is confirmed, disciplinary action will be taken.
• If a third party is involved, appropriate action will be considered.
• Ongoing relationships will be managed appropriately regardless of the outcome.

6. Protection from Victimisation

The company encourages individuals to raise concerns about any inappropriate conduct. Anyone who raises a concern in good faith, or participates in an investigation, will be protected from retaliation or victimisation.

7. Additional Guidance

The company recognises that certain behaviours may be unlawful. Further legal guidance can be obtained from Shanee Baker, LMC Law.

The company also maintains a Code of Conduct, which provides further guidance on expected standards of behaviour.

1. Introduction

This Code of Conduct provides guidance on expected standards of behavior that support the values of LMC Services Yorkshire CIC (the company). The company is committed to an inclusive culture where open debate is welcomed, all viewpoints are valued, and differences of opinion are respected.

This code applies to the entire community served, including Directors, employees, and contractors, whether working temporarily, part-time, or full-time. All individuals must conduct themselves in a manner that promotes the success of the company and maintains its collective reputation. This code is reviewed annually.

2. Key Definitions

• Company Business: Includes company listservers, meetings, events, premises, social media accounts, and representing the company at external events. It does not include personal capacity comments or personal social media accounts.
• Member: Includes all members of the community served by the company.

3. Our Behaviour Principles

Everyone associated with the company has a responsibility to promote positive behaviors and challenge poor ones. Our core principles are:

• Respect others: Value every contribution and listen without interrupting.
• Be professional: Prepare for meetings and mentor less experienced members.
• Be accountable: State cases clearly and support democratic decisions in public.
• Be representative: Seek and represent the views of those you serve.
• Be kind: Critique ideas, not people, and be welcoming to all.

4. Responsibilities of Individual Members

• Personal Conduct: High standards of conduct are expected at all times. Bullying and harassment—including sexual harassment—will not be tolerated. This includes intimidating, malicious, or insulting behavior, as well as unwanted conduct related to protected characteristics (age, disability, race, religion, etc.).
• Conflicts of Interest: Individuals must declare any secondary interests that could influence their judgment before a debate or decision is made. Participation may be limited where a conflict exists.
• Confidentiality: Non-public information held by the company must be used only for the company’s benefit and shared only with those entitled to receive it.
• Media Relations: The company currently makes no comments to the press. If approached by the media, individuals must seek advice from the Head of Operations.
• Health and Safety: Employees should refer to the staff handbook for specific policies and procedures.
• Payments: All individuals must comply with current policies regarding expenses, honoraria, and remuneration.

5. Relationships with Third Parties

• Suppliers: All suppliers, professional advisers, and consultants must be treated with courtesy and fairness.
• Gifts and Hospitality: Any acceptance of gifts or hospitality relevant to company business must be disclosed.
• Sponsorship: All third-party sponsorship or co-branding must be consistent with the company’s sponsorship policy.

6. Raising a Complaint

While the company prefers to address poor behavior informally through support, training, and feedback, it recognizes the importance of formal challenges when necessary.

• Procedure: Concerns regarding the conduct of a member or colleague should be raised with the Head of Operations via email (info@yorlmcltd.co.uk) or phone (01423 879922).
• Forum: Individual complaints must not be raised in an open forum.
• Protection: Concerns may be raised by the affected individual or witnesses. Anyone making a complaint in good faith will be protected from retaliation or victimisation.

7. Conclusion

Building a sustainable future requires proportionate and respectful engagement. Honest disagreements should not hinder working relationships. It is essential to respect those who disagree with you and avoid obstructing decisions by unnecessarily repeating the same issues.

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Appendix: Positive vs. Poor Behaviours

Principle	Positive Behaviours	Poor Behaviours
Respect others	Encouraging contributions; listening without interrupting; being open to changing your mind.	Ignoring input; interrupting; undermining or humiliating others.
Be professional	Preparing for meetings; active participation; mentoring new members.	Behaving unbefitting of a doctor; persistent non-attendance; failing to read papers.
Be accountable	Debating in private but supporting decisions in public; maintaining confidentiality.	Undermining democratic decisions in public; breaching confidentiality; raising vexatious complaints.
Be representative	Seeking constituent views; feeding back non-confidential outcomes; acting in members’ best interests.	Assuming views without asking; representing personal views over constituent views; failing to manage conflicts.
Be kind	Criticising ideas, not people; recognizing positive behavior; challenging disrespectful conduct.	Forming cliques; blaming others; being aggressive, impatient, or exclusionary.

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This document has been created by LMC Services Yorkshire CIC and is not permitted to be distributed or reproduced without the written consent of LMC Services Yorkshire CIC.