Equality and Diversity
We are committed to diverse representation reflective of the local business community and the geographical area which it serves.
This is considered in the composition of the Board and sub-groups to ensure that a broad range of representation and views is reflected.
We aim to ensure gender equality of Board representation by 2023, with a commitment for one third of our members to be female by 2020.
Code of Conduct and Conflict of Interest policy
We are committed to ensuring that all Board Members and officers act in line with the Nolan Principles of public life. This policy provides the detail of how the Board Members should consider conflicts of interest and declare any interests in line with our processes.
We are committed to using our resources effectively and efficiently. It is our aim to provide an excellent service to our stakeholders. We recognise that there may be occasions when a stakeholder may not be happy with our service and might want to complain.
We are committed to conducting our business with honesty and integrity and expect all Board members and staff to maintain high standards of conduct.
All organisations, however, face the risk of things going wrong from time to time, or of unknowingly harbouring illegal or unethical conduct. A culture of openness and accountability is essential in order to prevent such situations occurring or to address them when they do occur.
Data Protection Policy
The LLEP is a non-statutory body, and as such is not subject to the Freedom of Information Act 2005 or the Environmental Information Regulations 2004.
However, in the interests of transparency we will process any FOI requests as we are committed to meeting the highest standards of corporate governance.
To share knowledge and best practice, we are committed to working in partnership with other LEPs and government through the LEP Network.
This will include regular attendance at relevant forums and workshops, the dissemination and exchange of information and the uptake of any appropriate training or additional support provided through the network.
Although the Leicester and Leicestershire Enterprise Partnership (LLEP) is a separate legal entity, Leicester City Council is the employing body on behalf of the entity.
Our secretariat is employed by the council on the same terms and conditions of service as their staff, and the LLEP Chief Executive Officer and staff are covered by Leicester City Council pay policy statement.
Out of Pocket Expenses Policy
We will reimburse all Board members and staff for reasonable expenses wholly, necessarily and exclusively incurred in connection with the business.
Board members and staff should not be either financially disadvantaged or advantaged because of genuine business expenses.
None of the Board members have claimed travel since May 2018.
Employee Expenses payments made during financial years 2020 and 2021 can be downloaded below.
Gift and Hospitality Policy
This policy does not prohibit normal and appropriate hospitality (given and received) to or from third parties.
However, hospitality is an area in which we must exercise careful judgement. There is a need to distinguish between low cost hospitality of a conventional type, for example, a working lunch, compared with more expensive and elaborate hospitality.
Travel and Expenses Policy
This policy sets out the LLEP expectations in relation to business travel and the aspiration around selecting modes of transport.
This policy aims to minimise the environmental impact of business travel and minimise the financial impact of business travel.
This policy applies to all board members and staff who incur reasonable expenses wholly, necessarily, and exclusively incurred in connection with the business.