Engaging & Developing our Employees

The continued strong performance of our business would not be possible without motivated and highly skilled employees. Therefore, it is important that we continue to create the right environment by encouraging and creating opportunities for individuals and teams to realise their full potential; thereby enabling our business to achieve its strategic goals and targets.

This is enhanced by internal knowledge sharing seminars, line management training and bi-annual performance reviews – enabling people to perform to the best of their abilities.

On joining Derwent London, all employees receive a staff handbook as part of their welcome pack, which outlines our policies and practices, what we have in place in terms of support and clearly highlights our expectations on joining. The full policies are available to all our employees on our intranet site. 

Human Rights in the Workplace

We support and respect the protection of human rights and are guided by the principles of the International Labour Organisation’s declaration on Fundamental Principles and Rights at Work, amongst others. Our workplace practices and policies on providing fair compensation, equal opportunity, a safe and healthy workplace and other commitments to human rights reflect our belief that the success of our Company is linked with employee satisfaction and well-being.

Equal Opportunities & Diversity

We are fully committed to supporting, developing and promoting diversity and equality across the Company and aim to maintain an inclusive culture, free from discrimination based on the values of fairness, dignity and respect. We recognise that every employee has a right to work in an environment which provides equal opportunities for all. All decisions on recruitment, selection, training, pay and promotion are based solely on objective and job related criteria. In 2015, we signed up to the Property Week Diversity Charter and pledged our commitment to adopt and continually improve against the six principles of the Inclusive Employer Quality Mark launched by RICS.

Bullying & Harassment

We also ensure that we provide a working environment where all our employees can realise their potential free of bullying and harassment on the basis of their race, colour, nationality, religion, sex, sexual orientation, gender reassignment, marital status, age or disability. Regardless of personal characteristics or status, we will not tolerate, permit or condone any form of unwanted conduct, which takes place with the purpose or effect of violating the dignity of a person or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Collective Bargaining

Whilst we do not currently formally recognise any particular trade union, we respect our employee’s right to join a union should they wish to without fear of reprisal, intimidation or harassment. Where a formal meeting may be necessary under our disciplinary or grievance procedure, all employees are given the opportunity to be accompanied by a trade union representative.

Various types of employment

Our core team are employed on a permanent basis and when required, we pull on specific skill sets and experience in the form of consultants, secondments, fixed terms contracts and temporary staff averaging at approximately 10% of headcount at any one time

Anti-Bribery Policy

We are committed to the highest standards of ethical conduct and integrity in our business activities in the UK and overseas. We prohibit the offering, giving, promising, demanding, solicitation or acceptance of any bribery by, or of, our employees, agents or consultants or any person or body acting on our behalf which may expose the Company and our employees to the risk of prosecution and fines as well as causing damage to our reputation. Our Board is committed to implementing effective measures to prevent, monitor and eliminate bribery and corruption. 


We seek to conduct our business with honesty and integrity and believe that we have a duty to take appropriate measures to identify and remedy any malpractice within or affecting the Company. We expect all employees to maintain high standards and to report any wrongdoing that falls short of those standards without being subject to any repercussions, including victimisation and disciplinary action as a result of raising such concerns. We value all concerns reported in good faith and aim to deal with them sensitively and in confidence.

Measures to support this include our conflict of interest policy, anti-bribery policy, money laundering & terrorist financing activity and competition policy.

Additional Leave & Employee Support

We recognise that all employees may, at some time, need to be supported when subject to serious personal distress and / or the bereavement of a partner, close friend or relative or if an emergency arises at short notice which makes coming to work a real problem. We have a suite of policies and practices in place in addition to enhanced maternity leave and paternity leave packages, ordinary parental leave, adoption leave, shared parental leave and we always consider requests for flexible working.

We have in place a private healthcare cash plan for all employees which cover the costs of everyday healthcare needs by providing a range of health benefits and cashback on many areas including dental, optical, physiotherapy and a 24/7 helpline offering counselling and support on heath, medical and legal matters.

We also work closely with an Occupational Health consultant who provides advice and support to employees and Directors when required.

Reward & Recognition

To achieve our strategic objectives we need to attract, nurture and retain our talent. Our approach is to reward people based on individual performance and their contribution to the performance of the Group. Annual salary increases and bonuses are linked to an overall performance rating which is allocated through our appraisal system. We aim to provide market competitive remuneration and a comprehensive benefit package. This includes a non-contributory pension scheme, share options, discretionary bonus scheme, life assurance cover, private healthcare, a healthcare plan, maternity and paternity provision, season ticket loan and access to salary sacrifice schemes which include childcare vouchers and a cycle to work scheme.

Training & Development

We recognise the importance of career development and progression to our employees and how these can support our succession plans which are fundamental to the future growth and stability of the business. We hold six-monthly reviews and regular open discussions to highlight any training requirements, future objectives and aspirations. We continue to offer a range of in-house technical workshops, internal and external personal development opportunities, sponsorship and support of professional qualifications and 1-1 coaching.