ESG, Corporate Social Responsibility and Social Value Policy

1. Policy statement

Luma Education Recruitment Ltd is committed to operating as an ethical, responsible and socially conscious education recruitment business. As a specialist education recruitment agency supporting schools, colleges, SEND settings, Alternative Provision and other education providers, Luma recognises its responsibility to create positive social, economic and environmental value through its activities.

Our approach to Environmental, Social and Governance (ESG), Corporate Social Responsibility (CSR) and Social Value is based on three principles:

• Economic value: supporting employment, skills development and sustainable employment opportunities.
• Social value: supporting inclusive communities, equality, wellbeing and the education sector.
• Environmental value: reducing the environmental impact of our operations and promoting sustainable working practices.

Luma will seek to deliver social value in a way that is proportionate to the size and nature of our business and relevant to the contracts and communities we support.

2. Scope

This policy applies to Luma Education Recruitment Ltd; its directors and employees; temporary workers and candidates where relevant; contractors and consultants; and suppliers and business partners where appropriate. All individuals representing Luma are expected to support the principles contained within this policy.

3. Economic value

3.1 Employment opportunities

As a recruitment business, creating access to employment is central to Luma's social and economic contribution. We aim to:

• Create access to temporary, long-term and permanent employment opportunities.
• Support candidates into meaningful employment within the education sector.
• Promote opportunities within SEND, SEMH, Alternative Provision and specialist education.
• Support local recruitment where suitable candidates are available.
• Provide clear information about vacancies, pay, assignments and employment arrangements.
• Support candidates in developing sustainable careers within education.

Luma will seek to ensure that recruitment decisions are based on suitability, qualifications, skills, experience and safeguarding requirements.

3.2 Supporting local employment

Where practical, Luma will seek to recruit candidates from the communities surrounding the schools, colleges and education settings we support. Local recruitment can help reduce unnecessary commuting, increase employment opportunities within local communities, improve access to education-sector employment, support education providers experiencing local staffing shortages, and contribute to local economic activity. Local recruitment will always remain subject to candidate suitability and the requirements of the relevant role.

3.3 Skills and development

Where appropriate, we will support candidates by signposting relevant training opportunities, promoting professional development, encouraging candidates to maintain appropriate qualifications and training, providing information about education-sector roles and career pathways, and helping candidates understand the skills and experience required for specialist education roles.

4. Social value

4.1 Supporting SEND and specialist education

Luma has a particular commitment to supporting SEND, SEMH and specialist education settings. We recognise that appropriately skilled staff are essential to supporting children and young people with additional needs. Through our recruitment activity, we aim to:

• Help specialist education providers access suitable staff.
• Support continuity of education and provision.
• Promote candidates with relevant SEND and specialist experience.
• Support schools experiencing recruitment challenges.
• Increase access to employment within specialist education.
• Promote high standards of safeguarding and professional conduct.

4.2 Equality, diversity and inclusion

We will provide fair access to employment opportunities; treat candidates and workers fairly and respectfully; avoid unlawful discrimination; promote inclusive recruitment practices; consider reasonable adjustments where appropriate; challenge discriminatory behaviour, harassment and victimisation; and make recruitment decisions based on objective and relevant criteria. Luma will comply with applicable UK equality legislation, including the Equality Act 2010. See our Equal Opportunities Policy.

4.3 Supporting candidates facing barriers to employment

Where practical and appropriate, Luma will seek to support individuals who may face additional barriers to entering employment, for example by providing clear and accessible information about vacancies, helping candidates understand recruitment requirements, signposting training, considering reasonable adjustments, and promoting opportunities across different levels of the education workforce. Any placement will remain subject to the appropriate suitability, safeguarding, qualification and compliance requirements.

4.4 Candidate wellbeing

We aim to treat candidates with dignity and respect; provide clear information about assignments; ensure candidates understand the nature of the role before starting work; provide appropriate communication and support during assignments; provide channels through which concerns can be raised; and take safeguarding and health and safety concerns seriously. Luma does not tolerate bullying, harassment, discrimination or victimisation.

5. Safeguarding and social responsibility

Safeguarding is a fundamental part of Luma's social responsibility. Because Luma supplies staff to education settings, we recognise our responsibility to help protect children and young people. Our recruitment and compliance procedures include identity verification, right to work checks, enhanced DBS checks, verification of qualifications, employment and professional references, safeguarding checks, training requirements, monitoring of compliance documentation and escalation of safeguarding concerns. See our Safeguarding and Child Protection Policy.

6. Community engagement

Where practical, we may support local employment initiatives, work with local education providers, support community or education-related initiatives, provide careers or employment information, promote opportunities within the education sector, and support initiatives that improve access to employment and skills. Any community commitments will be proportionate to Luma's resources and relevant to its business activities.

7. Environmental responsibility

Although recruitment is not a highly carbon-intensive industry, we still have a responsibility to reduce unnecessary environmental impact. We aim to:

• Operate a digital-first recruitment process.
• Reduce unnecessary printing and paper use.
• Use electronic contracts and documentation wherever practical.
• Conduct meetings remotely where appropriate and reduce unnecessary business travel.
• Make responsible use of energy and office resources.
• Recycle and dispose of equipment responsibly where practical.
• Consider environmental factors when selecting suppliers and services.

See our Environmental Policy.

8. Sustainable procurement

Luma will seek to work with suppliers and business partners that demonstrate appropriate ethical and environmental standards. Where proportionate, supplier considerations may include ethical business practices, compliance with UK legislation, modern slavery risks, equality and diversity, data protection, environmental responsibility and, where relevant, safeguarding. Luma may review relationships where significant legal, ethical, safeguarding or environmental concerns arise.

9. Governance and ethical business

Luma is committed to maintaining high standards of corporate governance and ethical business conduct. The company maintains policies and procedures covering safeguarding, data protection, equality and diversity, modern slavery, anti-bribery and corruption, whistleblowing, health and safety, candidate compliance, confidentiality, and complaints and concerns. Luma expects employees, contractors, suppliers and business partners to act honestly, professionally and ethically.

10. Modern slavery and responsible recruitment

Luma has zero tolerance for modern slavery, forced labour, human trafficking and exploitation. We will seek to ensure that our recruitment practices do not contribute to exploitation by completing appropriate identity and right to work checks, remaining alert to potential indicators of exploitation, providing candidates with clear information about employment and assignments, escalating concerns appropriately, and not knowingly working with organisations or individuals involved in exploitative practices. See our Modern Slavery Policy.

11. Social value in contracts and tenders

Where Luma participates in public-sector, education-sector or framework procurement, we will seek to identify relevant opportunities to deliver additional social value. Depending on the requirements of the contract, this may include:

Where a tender or contract specifies particular social value outcomes or reporting requirements, Luma will seek to align its commitments with those requirements.

12. Measuring social value

Where practical, we may monitor the number of candidates placed into employment; the number of local candidates placed; the number of candidates placed within SEND or specialist education; training or development opportunities supported; community initiatives supported; candidate retention or assignment outcomes; reduction in paper-based processes; use of remote meetings to reduce travel; and other contract-specific social value commitments. Where required, Luma will provide appropriate evidence or reporting to clients and contracting authorities.

13. Continuous improvement

ESG, CSR and social value are ongoing commitments. We will review this policy annually and consider opportunities to improve our social impact, employment contribution, support for specialist education, equality and inclusion practices, environmental performance, ethical governance, and the measurement and reporting of social value. Our commitments will remain proportionate to the size and resources of Luma Education Recruitment Ltd.

14. Responsibilities

Daniel Benson, Director, has overall responsibility for this policy. All Luma employees and representatives are responsible for acting ethically and responsibly; treating candidates, clients and colleagues fairly; following company policies; supporting equality and inclusion; maintaining appropriate safeguarding standards; raising concerns where unethical or inappropriate conduct is identified; and supporting Luma's ESG, CSR and social value commitments.

15. Policy review and approval

This policy will be reviewed annually to ensure it remains appropriate to Luma Education Recruitment Ltd's activities and reflects relevant legislation, procurement requirements and good practice. First approved by Daniel Benson, Director, in December 2025 and reviewed in November 2026.

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