Telecoms • Power • Signalling • Civils

  • Design
  • Install
  • Test
  • Commission
  • Training
  • Resources •

Test

Revolution Slider Error: Slider with alias home not found.
Maybe you mean: 'tech-journal'

Anti-Slavery and Human Trafficking Statement

Linbrooke Services Ltd. are a leading provider of mission-critical solutions in telecoms, power and signalling – predominantly in Rail, Utilities and Subsea environments.

 

As a Principal Contractor (PC) for Network Rail and an Independent Connection Provider (ICP) with National Electricity Registration Scheme (NERS) accreditation, we have world-class multifunctional in-house design and build capability. This enables us to provide a comprehensive service, from design, installation, test, commissioning and integration through to training and resourcing, ensuring exceptional time and cost savings on all our projects.

 

We fully support and uphold all aspects of the Modern Slavery Act 2015 in accordance with our industry regulations.

 

We work in partnership with a broad range of national and international suppliers and therefore see this as our primary focus for managing and monitoring any potential contravention of the legislation.

 

We undertake all reasonable and practical steps to ensure that both our own standards and the legislative requirements to uphold the Modern Slavery Act 2015 are met throughout our business and our supply network.

 

We will assess any instances of non-compliance on a case-by-case basis and will then tailor remedial action appropriately.

 

We will only trade with partners and suppliers who, through a process of due diligence, can comfortably demonstrate their compliance and commitment to the Modern Slavery Act 2015.

This policy will be reviewed annually.

Safety, Quality, Innovation Culture Statement

Safety

 

The safety of all of our staff is our first priority; it must underpin everything we do. Safety is not just about following rules and completing paperwork; it’s about discussing and continuing to learn from our mistakes. Mistakes and safety issues can only be discussed if you admit and talk about them. We expect you all to have to moral courage and humility to do so.

 

Above all, safety is about understanding how safety can become compromised and reacting in a fair, measured and strategic way.

Every leader, manager and supervisor is responsible for creating a culture of fairness, openness and honesty in which people feel comfortable in admitting and discussing mistakes and safety issues. If you don’t know how to do this, ask.

 

Quality

 

Linbrooke aspires to have the best reputation in the industry with regard to quality of work we undertake. We expect everyone to take pride in everything they do and enjoy being part of a company that is trusted to deliver every time.

 

When work does not meet our own standards, we will all seek to listen, understand and learn rather than look immediately for individual blame.

Every leader, manager and supervisor is responsible for creating an environment where people take pride in their work. In practice, this means noticing and praising when people give their best and understanding the many reasons as to why people don’t. If you don’t know how to do this, ask.

 

Innovation

 

Linbrooke dares to improve the way things are done. Our competitive edge relies on constant innovation. Innovation starts with allowing everyone to contribute ideas from the bottom up. People only contribute if they feel they will be listened to, receive fair recognition for ideas that are implemented and a decent explanation when their suggestions are not taken forward. Contributing, improving and receiving recognition for our ideas however small, gives us all a sense of ownership, involvement and pride.

 

Every leader, manager and supervisor is responsible for asking their people how things can be improved and listening to them intently. An innovative culture is about giving people the confidence to contribute, to challenge how we do things regardless of role, time served and experience. If you don’t know how to do this, ask.

 

Collaborative Working Policy Statement

Sustained success in Linbrooke Services is only achievable by the effective management of the organisation and by consistently attaining first class standards of safety and sustainability with outstanding customer service. Customer, staff, designers, specialist contractors, suppliers and other interested parties are encouraged to work with Linbrooke Services to achieve the objective. In particular, the active support and participation of our staff is essential to our success.

 

Linbrooke Services collaborative working strategy with our clients and supply chain is designed to introduce greater levels of innovation and deliver value for money.  Knowledge and experience are essential, but it is through collaborative working that cost-efficient and value adding solutions will be found. Working together with our clients and suppliers, from the early stages, will enable us to overcome uncertainties and risks in pursuit of such value

 

ISO44001 provides us with the strategic framework to develop the policies and processes, the culture and behaviours required to establish successful collaborative relationships, drive continual improvement and harness the strength of the diversity within groups of organisations. We are totally committed to developing collaborative business relationship and believe that they add value and lead to increased trust and confidence between all involved

 

Linbrooke Services are committed to the continuing progress of the collaborative business relationship management process and we want Linbrooke employees to be committed, to the principles of collaboration.

 

Gender Pay Gap Report

Linbrooke Services is required by law to publish an annual gender pay gap report.

This is its report for the snapshot date of 5 April 2018.

  • The mean gender pay gap for Linbrooke Services Ltd. is 30.66%.
  • The median gender pay gap for Linbrooke Services Ltd. is 38.24%.
  • The mean gender bonus gap for Linbrooke Services Ltd. is 42.40%
  • The median gender bonus gap for Linbrooke Services Limited is -25%
  • The proportion of women receiving a bonus was 7.5% and the proportion of men who received a bonus was 10.65%.

Pay Quartiles By Gender

 

BAND MALES (%) FEMALES (%) DESCRIPTION
A 95.3 4.7 Includes all employees whose standard hourly rate places them above the upper quartile
B 87.5 12.5 Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
C 90.6 9.6 Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
D 62.5 37.5 Includes all employees whose standard hourly rate places them at or below the lower quartile

 

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. <br

What are the underlying causes of Linbrooke Services Ltd’s gender pay gap?

Under the law, men and women must receive equal pay for:

  • – the same or broadly similar work;
  • – work rated as equivalent under a job evaluation scheme; or
  • – work of equal value.

Linbrooke Services Ltd. is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

It has a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other characteristic set out above).

As such, it:

  • – carries out pay and benefits audits at regular intervals;
  • – provides regular equal pay training for all managers and other staff members who are involved in pay reviews; and
  • – evaluates job roles and pay grades as necessary to ensure a fair structure.

Linbrooke Services Ltd. is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

 

Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation. In addition, men are more likely to be in technical roles, which attract higher rates of pay than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example, to bring up children. They are also more likely to work part-time, and unfortunately, many of the jobs that are available across the UK on a part-time basis are relatively low paid.

 

This pattern from the UK economy as a whole is reflected in the make-up of Linbrooke Services Ltd’s workforce, where the majority of line manager and senior manager roles are held by men. This can be seen above in the table depicting pay quartiles by gender. This shows Linbrooke Services Ltd.’s workforce divided into four equal-sized groups based on hourly pay rates, with Band A including the highest-paid 25% of employees (the upper quartile) and Band D covering the lowest-paid 25% (the lower quartile). In order for there to be no gender pay gap, there would need to be an equal ratio of men to women in each Band.

 

However, within Linbrooke Services Ltd., 37.5% of the employees in Band D are women and 62.5% men. This is an improvement on 2017’s percentages in the lowest quartile which saw 40% of the employees in Band D being women and 60% men.

 

The figure of -25% for our median gender bonus pay gap is slightly misleading in that there were only three women paid a bonus last year- and their bonus payments were comparatively small to those of their male counterparts. However, the median calculation only accounts for a mid-range figure in both genders which did not accurately portray some larger payments made to male employees in 2017-2018.

 

The percentage of male employees increases throughout the remaining Bands (with a discrepancy at Bands B and C). Our figures are also affected by the gender demographics at Linbrooke Services, in that 85% of our workforce is male and 15% is female.

What is Linbrooke Services Ltd. doing to address its gender pay gap?

While Linbrooke Services Ltd.’s gender pay gap compares favourably with that of organisations both across the whole UK economy and within the retail and wholesale sector, this is not a subject about which Linbrooke Services Ltd. is complacent, and it is committed to doing everything that it can to reduce the gap. However, Linbrooke Services Ltd. also recognises that its scope to act is limited in some areas – it has, for example, no direct control over the subjects that individuals choose to study or the career choices that they make.

 

We have undertaken a broad scale evaluation of our terms and conditions following a consultation exercise and, after looking to the wider market for comparators, we have released the Alignment of Terms project which sees set bandings for staff occupying roles. This project has been restricted to field staff initially, however it provides us with an excellent blueprint to roll this homogenization out to the wider workforce. In particular, we acknowledge that this project must be rolled out to support and administration staff as we recognise that a higher percentage of females will occupy these roles.

 

To date, the steps that Linbrooke Services Ltd. has taken to promote gender diversity in all areas of its workforce include the following:

  • Revising the worked hours policy: Following publication of “Linbrooke Services Ltd. – working together to create equal opportunities”, in May 2017, Linbrooke Services Ltd.’s flexible working policy was substantially revised to make it clear that employees in all areas and levels of the organisation will be considered for flexible working regardless of their role and level of seniority, and that flexible working need not be limited to part-time working. We hope this will attract and retain female talent to the business.
  • Supporting parents: Linbrooke Services Ltd. has developed new guidelines for managers on supporting employees prior to, during and on return from maternity and other parental leave, to be backed up by training for all line managers and senior managers.

 

None of these initiatives will, of itself, remove the gender pay gap – and it may be several years before some have any impact at all. In the meantime, Linbrooke Services Ltd. is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making.

Right now, Linbrooke Services Ltd. has plans to extend its evidence-gathering to include qualitative data. It will do this through a consultation exercise across all areas and levels of the organisation to identify the barriers (and the drivers) for women employees.

In the coming year, Linbrooke Services Ltd. is also committed to:

  • – Reviewing its policy on bonus payments; and
  • – Investigating affordable childcare options.

Any further initiatives launched throughout the year will be reported by means of the company newsletter, Genbuzz.

Worksafe Policy Statement

Linbrooke Services expects that employees stop work and apply this policy where they consider the working environment or working practices to be unsafe. The work-safe policy provides this opportunity.

 

    • – All employees must play their part in implementing this policy if safety standards are to constantly improve. They must do so to meet their legal duty to inform their employer of shortcomings in any protection arrangements. The refusal to work process is as follows:

 

    •  – If an employee (individual) believes that a task or condition will endanger either themselves or others, work should cease and the situation be immediately reported to the person in charge on site (Linbrooke Services’representative as appropriate).

 

    • – The situation will then be reviewed by the person in charge on site and consideration will be given to the safety impact on the individual and others. Wherever possible, immediate and appropriate action must be taken to resolve the situation.

 

    • – As a result of the review, the system of work will either be confirmed as safe or amended. If the individual is satisfied with this outcome, they will resume work.

 

    • – If the individual remains dissatisfied, the person in charge will contact Linbrooke Services’Project Manager (or Duty Manager) providing all the relevant details/background to the situation.

 

    • – If the situation cannot be resolved, a review of the risk assessment and a benchmark review will be undertaken by the Head of HSEQ, the respective Director and competent persons against all legislative requirements, railway group standards and industry best practice to determine the safety impact of the task or condition.

 

    • – If the benchmark review fails to produce a satisfactory outcome, the disputed system of work will cease and Linbrooke Services’Head of HSEQ or respective Director will inform the standard owner as soon as practically possible.

 

The Head of HSEQ will liaise with the customer to consider the disputed working arrangements, making any necessary changes and advise the Director accordingly.

Changes to working arrangements will be documented and implemented by the Director. This may include amendments to internal work instructions, processes, risk, aspect and COSHH assessments. Additional levels of training and competence may be required by individuals or further briefings as appropriate.

Full details of the eventual agreed outcome will be forwarded to the complainant and the customer where appropriate. Suitable records will be maintained.

Should the complainant still be dissatisfied with the system of work, Linbrooke Services will provide independent arbitration from an external source. Linbrooke Services will undertake to follow the arbitrator’s advice.

Should the arbitrator uphold Linbrooke Services’safe system of work and the complainant still refuse to work, Linbrooke Services will implement the disciplinary procedure.

Disciplinary action will not be taken against any individual who initiates the work safe process based on concern for workplace safety.

The arrangements in place to implement this policy form part of the company’s day to day operational procedures and as such are reviewed on a continuous basis.  Where opportunities for improvement in safety standards or safety problems are identified they will be tackled promptly, with sufficient resources, to ensure that they are adequately dealt with, implemented and briefed into all employees.

This policy statement will be formally reviewed on an annual basis.

 

Health & Safety Policy Statement

Linbrooke Services are committed to achieving the highest standards in the field of health & safety.  This aim is not pursued simply to achieve compliance with current legislation, but because it is in our best interests.

 

Linbrooke Services seek continuous improvement in health & safety performance through attention to the design and maintenance of systems, monitoring places of work and the setting of objectives.

 

In order to carry out this policy, responsibilities for health & safety have been clearly defined and accepted at all levels.  Linbrooke Services commits to ensuring legal compliance and ensuring all employees play their part in implementing this policy in accordance with current legislation, relevant client standards and industry practices.

 

When implementing this policy Linbrooke Services will:

    • – So far as is reasonably practicable, control the health & safety risks arising from company activities in relation to employees, contractors, clients, the public and other third parties.

 

    • – Consult with employees on matters affecting their health & safety.

 

    • – Provide and maintain safe equipment, safe working practices and adopt industry best practice.

 

    • – Provide sufficient resources in the form of finance, personnel and time to ensure the health & safety of employees.

 

    • – Measure and review safety performance, including behavioural safety culture using recognised business maturity assessment methods.

 

    • – Ensure the safe handling and use of substances hazardous to health.

 

    • – Ensure that all employees are competent to do their tasks and provide them with adequate information, instruction, supervision and training.

 

    • – Seek expert help where the necessary skills are not available within the Company.

 

    • – Aim to prevent injury and causes of work-related ill health.

 

    • – Make the policy available to employees and other interested parties.

 

This policy will be reviewed annually.

 

Environmental Policy Statement

Linbrooke Services recognises the context of its responsibility towards the environment and issues this policy as a statement of commitment to protect and minimise the environmental impact of its business activities. In order to ensure effective management of activities with the potential to affect the environment, Linbrooke Services commits to the protection of the environment by:

 

  • – Continuously seek opportunities to improve environmental performance against the ISO 14001 standard over the next 5 years.

 

  • – Being aware of how activities, products and services impact upon the environment, as well as complying with relevant environmental legislation and regulations and other requirements to which the organisation subscribes.

 

  • – Ensuring compliance and support with, identified, applicable client environmental policies and contract specific requirements.

 

  • – Ensuring suitable and sufficient resources are available.

 

  • – Minimising environmental impact, for the life cycle of a plant, equipment and other physical assets under our control.

 

  • – Ensuring all sites are covered by this policy which is implemented, maintained and communicated to all employees with the overall objective for ensuring compliance against statutory regulations.

 

  • – Communicating this policy to employees, public and other interested parties or stakeholders with the aim to continually improve our environmental performance and drive improvement year on year.

 

  • – Ensuring our suppliers share our commitment to environmental management for the goods and services they provide.

 

  • – Ensure that all employees are competent to do their tasks and provide them with adequate information, instruction, supervision and training.

 

This policy will be reviewed annually.

 

Quality Policy Statement

Linbrooke Services commits to a high standard of product and service, recognising it as the keystone to our success, reputation and total satisfaction of our customers.

We will aim to:

 

  • – Identify objectives across the business, aimed at continuous improvement of the integrated management system and enhancing customer satisfaction.

 

  • – Work with suppliers and customers to establish and maintain the highest quality standards and legal requirements.

 

  • – Be open to new ideas and adaptive to change.

 

  • – Be resourceful and innovative in meeting our customers’ needs and expectations.

 

  • – Analyse data, customer satisfaction and conformity to service requirements in order to identify opportunities for preventive action, continuous improvement and to measure the effectiveness of the integrated management system.

 

Linbrooke Services will establish measurable, quality centred, objectives which will be periodically reviewed to track progress and ensure that they remain relevant to the business. We will ensure that this policy is communicated to and understood by all members of staff.

 

Linbrooke Services are committed to operating in accordance with the requirements of BS EN ISO 9001:2015.

This policy will be reviewed annually as part of the management review process to ensure its continued relevance and adequacy.

 

Ensure that all employees are competent to do their tasks and provide them with adequate information, instruction, supervision and training.

 

This policy will be reviewed annually.

 

Thameslink

With enhancements required through Thameslink platforms to enable station dwell time to be managed by train operators to meet the headways required by an increased timetable, Linbrooke were selected to design and install 225 new CIS displays across Blackfriars, City Thameslink, Farringdon and London St Pancras stations. Read More

As a Principal Contractor, Linbrooke Services provide professional telecommunications engineering to support the whole project life cycle throughout the entirety of the sector. Through the successful delivery of many complex rail telecommunications projects, we can demonstrate our proven ability to consistently meet our customers’ needs, timescales and budgets.

This includes delivery in Operational Telecommunications, Digital Transmission Networks, European Train Control Systems (ETCS), Station Information and Surveillance Systems (SISS), and Driver Only Operations (DOO) Systems as well as the delivery of Terestrial Radio Transmissions Networks and Subsea Transmission Networks.

Services Offered

Core Engineering Services

• Design & engineering management including all

Electrical, Mechanical and Civils sub systems

• Turnkey project delivery, conception to completion, including all Electrical, Mechanical and Civils sub systems and in-house delivery.

• Solutions development, feasibility & consultancy and business analysis

• Enabling innovative solutions via test bed & product development

• Robust survey

Core Engineering Services

• Design & engineering management including all

Electrical, Mechanical and Civils sub systems

• Turnkey project delivery, conception to completion, including all Electrical, Mechanical and Civils sub systems and in-house delivery.

• Solutions development, feasibility & consultancy and business analysis

• Enabling innovative solutions via test bed & product development

• Robust survey

Core Engineering Services

• Design & engineering management including all

Electrical, Mechanical and Civils sub systems

• Turnkey project delivery, conception to completion, including all Electrical, Mechanical and Civils sub systems and in-house delivery.

• Solutions development, feasibility & consultancy and business analysis

• Enabling innovative solutions via test bed & product development

• Robust survey

Core Engineering Services

• Design & engineering management including all

Electrical, Mechanical and Civils sub systems

• Turnkey project delivery, conception to completion, including all Electrical, Mechanical and Civils sub systems and in-house delivery.

• Solutions development, feasibility & consultancy and business analysis

• Enabling innovative solutions via test bed & product development

• Robust survey

Have a Query?

Contact Linbrooke today!

Stobart Rail Logo Northern Powergrid Logo Murphy Logo Mott MacDonald logo