Empowering people

Equality and diversity

We understand the importance and benefits of greater diversity, including social and professional background, cognitive and personal strengths, sexual orientation, disability status, gender and ethnicity throughout the organisation. We are committed to ensuring that recruitment and promotion of individuals at all levels of the business is based on merit and objective criteria and that, within this context, each candidate is judged on their unique combination of skills, knowledge and experience, cognitive and personal strengths, and there is no relevance to their social and professional background, sexual orientation, disability status, gender and ethnicity.

Our approach to disability

Luceco plc is committed to fostering an inclusive and supportive workplace and is actively putting processes in place to be a Disability Confident employer. We ensure that individuals with disabilities receive full and fair consideration throughout the employment process, assessing all applications based on skills, experience, and potential without bias, and guaranteeing interviews to those protected by the Equality Act 2010, should they opt in and meet the minimum role requirements. For employees who become disabled during their tenure, we are dedicated to providing the necessary support, including appropriate adjustments and training, to enable them to continue in their roles effectively. Additionally, we promote the training, career development, and progression of disabled employees, ensuring equal opportunities for growth and advancement within the company. We also educate employees and managers on the benefits of a diverse workforce, as well as how to conduct workplace processes with an objective and unbiased lens. By taking these steps, we are continuously improving our policies and practices to create an accessible and empowering work environment for all.

Employee engagement

In February 2025, we conducted an employee engagement survey using Culture Amp, the world’s leading employee experience platform. Employees across our UK and international businesses were invited to participate, and we achieved a remarkable participation rate of 87%, significantly exceeding our target of 80% and the industry standard of 70%.

The overall employee engagement score across the Group stood at 71%, with Luceco UK achieving an impressive 76%, which is 7% above the industry average. These results reflect our ongoing commitment to listening to our people and implementing meaningful changes to enhance engagement. In China, we saw an 81% participation rate in a similar survey to last year, along with improved engagement scores, marking positive progress.

Building on feedback from last year’s survey, we’ve worked to enhance and harmonise employee benefits across our UK businesses. New initiatives such as the EV and cycle-to-work schemes, holiday buyback and long-service recognition programmes have been introduced. We have also made a concerted effort to improve communications and engagement, which has seen significant progress, though we remain committed to further improvement in this area.

This year’s survey results show high scores in areas such as company confidence, motivation, and work-life balance. Moving forward, our key areas of focus will be learning and development, improving communications, and fostering visible leadership throughout the business, from managers to senior leaders.

Learning and development

We know that high quality and sustained learning and development (“L&D”) is crucial to the ongoing success of the business. We are also aware that with an increase in flexible working, it is all the more important that we maintain consistency in our training procedures, and this starts on day one of an individual’s employment at Luceco. Within their first week of employment, all staff receive a Company induction from their Human Resources Manager, Payroll Manager and a Health, Safety and Facilities Coordinator. This ensures the new team member feels comfortable in their environment and that they know we are available to help should they need assistance.

We also recognise how important the line manager’s role is in the induction process and we ensure that all line managers are trained in how to work with new starters, how to identify their initial needs and how to set clear goals and objectives.

Following induction, we continue to develop employees for the long term. Through our Annual Performance Review process, we do not just look to appraise performance in the year, we identify individual training needs and ensure specific personal development plans are in place to tailor to that team member’s requirements.

Luceco has invested heavily in our L&D tools in recent years, partnering with Hays Thrive/Go 1 to introduce our first L&D platform, which is available to all employees. This platform covers compulsory training, such as “Anti-money Laundering” to ensure our teams have the knowledge they need to comply with all relevant laws and regulations, but also includes modules related to more personal development and growth.

Importantly, the L&D platform covers learning regarding mental health and general wellbeing, which is something that we have signposted to our employees. Our employees’ health, happiness and wellbeing is paramount to us and we are pleased that this platform is providing further support.