Corporate Social Responsibility Policy 2017

Transcription

1 Corporate Social Responsibility Policy

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3 Introduction Passionate About People Ltd group of companies are a fast expanding, exciting and innovative group that serve industry with the very latest in staffing resource solutions and design and build solutions. Accredited with ISO 14001, ISO 9001 & AS9100, the group consists of four sister companies, the range of services include contingent recruitment solutions (contract, permanent, retained exec search), onsite volume Manage Service Contracts, RPO and design and build engineering solutions. Established in 1998 the group has its headquarters in South West, with additional locations across the UK and one international operation in Doha, Qatar. Our passion lies in supplying the Engineering, Aerospace, Automotive, Construction, Manufacturing, Oil & Gas and Logistics sectors with solutions that are driven by our experienced staff supported by the latest CRM, ATS, RPO and back office T&A technology providing our Clients with the very best service. Our attitude towards Corporate Social Responsibility reflects the rest of our business. It is integral to our systems, is based on sound leadership of the business, respecting people s human rights and looking after the people who work for us, our customers, our local community and the environment. We believe in measuring our performance against established international measures such as ISO9001 and ISO14001 and therefore record our CSR performance against ISO26000 the international standard for Social Responsibility, and produce a publicly available annual CSR report. We take compliance very seriously, our systems, experience and knowledge effectively eliminates compliance risk. We aim to build a talented, committed and loyal team and make us an employer of choice. We understand that exceptional performance stems from the creation of a skilled, motivated and loyal workforce. We treat people with consideration, respect and dignity at all times and our focus on operational performance is matched by our commitment to train and develop our team. By investing in our temporary workforce we help to foster loyalty which reduces attrition. Our processes ensure that these staff are fit for work. Through training and development we build the loyalty of our teams and through an attractive range of benefits we retain our people. We have developed unique partnerships to source training and funding to create and develop our skilled workforce. We use screening and selection to attract the very best candidates; we manage our teams to deliver excellent performance and motivate the teams to create a loyal and committed workforce. Our commitment to training and developing people is genuine and our programme delivers immediate performance uplift and provides for long term progressive improvement. WE AIM TO BUILD A TALENTED, COMMITTED AND LOYAL WORKFORCE AND MAKE PASSIONATE ABOUT PEOPLE AN EMPLOYER OF CHOICE. PASSIONATE ABOUT PEOPLE 3

4 ISO26000 highlights seven themes of the socially responsible business and we use these to measure our performance. Managing People The Environment Fair Operating Practices Respecting People Customer Care Business Processes Community Involvement Improving our CSR performance is the responsibility of everyone within the organisation. On an annual basis we produce a Corporate Social Responsibility report which is signed off by the directors who have overall responsibility for CSR. We review our CSR performance at Board level on a quarterly basis. Day to day implementation of the CSR policy and measurement of the performance is the responsibility of the HR & Operations Director. Every member of staff, be they based in our offices or employed by us in a client s premises, is aware of our CSR policy and has a responsibility to play their part in living our values. 4 PASSIONATE ABOUT PEOPLE

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6 Business Processes What We Believe As a leading employer we want to be accountable for our actions and recognise the impact they could have. We want a workforce who are engaged with what we do and understand the values that make the brand strong. We want Corporate Social Responsibility to be at the heart of our decision making and recognise ISO as the standard and framework we work to. CSR relies on strong governance and is a function of the leadership of the organisation. How We Achieve This We achieve this by ensuring that up to date public information about our company is available. Principally this is achieved through our website, Facebook page, LinkedIn and Twitter profiles. CSR reporting takes place quarterly at Board level against the measures in this document. We believe in transparency in the way we run the business and staff are encouraged to raise issues with their managers or directly with directors. For staff who wish to raise issues anonymously there is a suggestion box. We have a monthly meeting with all staff where current performance and future opportunities are discussed. This is a chance to reiterate our values and beliefs about the company. On an annual basis we hold a presentation day for all staff where the successes of the past year are celebrated and the challenges of the coming year are discussed. Business Processes

7 Successes We have embedded the principles of CSR into all aspects of our business. These principles are accountability, transparency, ethical behaviour, respect for stakeholder interests, the rule of law, international norms of behaviour and human rights. We focus on getting the very best out of people, rewarding them fairly, treating them with dignity and providing them with greater levels of opportunity than they can achieve elsewhere. This philosophy starts at the top and is embedded in every aspect of the business. Maintain our interactive website; uphold our 5000 follows on Linked In; sent over 1000 tweets. We measured our CSR performance against ISO We made our CSR policy available to all staff via our website and via the Employee Handbook. Future Opportunities We will continue to work with key staff to ensure they understand the mission and values of the organisation and can translate this to our teams. We will continue to work with staff to ensure their activities are aligned with the vision of the leaders of the organisation. Where appropriate we will embed CSR principles into other policy areas, this will create and nurture an environment and culture in which the principles of social responsibility are practised. How We Measure Ourselves Measure attrition rates amongst our staff, both within our businesses and in the candidates and workforces we place with clients. Working in partnership with clients we report this on a weekly, monthly, quarterly and annual basis. Progress reports to the quarterly board meeting. Measuring our performance against CSR benchmarks.

8 Respecting People

9 Respecting People What We Believe We believe that organisations have a responsibility to respect all human rights and we will take positive steps to avoid passively or actively allowing human rights abuses to take place in the workplace or within our spheres of influence. How We Achieve This We meet and strive to exceed all legal requirements under relevant human rights legislation. We do not tolerate direct or indirect discrimination, harassment, bullying or any behaviour that can lead to employees, customers, stakeholders and anyone else with whom we have an impact believing that their human rights have been abused. Successes We have affirmed that our employment practices are free from discrimination based on race, colour, gender, religion, national extraction, social origin, political opinion, age, or disability. Future Opportunities We will continue to monitor our policies, processes and way we operate to ensure we continue to act in a non-discriminatory way and ensure we continue to exceed human rights legislation. How We Measure Ourselves We will strive on an annual basis to record zero Human Rights complaints. WE BELIEVE THAT ORGANISATIONS HAVE A RESPONSIBILITY TO RESPECT ALL HUMAN RIGHTS AND WE WILL TAKE POSITIVE STEPS TO AVOID PASSIVELY OR ACTIVELY ALLOWING HUMAN RIGHTS ABUSES TO TAKE PLACE IN THE WORKPLACE OR WITHIN OUR SPHERES OF INFLUENCE. PASSIONATE ABOUT PEOPLE 9

10 Managing People Managing People What We Believe We believe that we should remain an employer of choice, with a promotion rate of 62 percent - the highest in the industry. We want our people to be developed and grow in their roles whilst making a valued contribution to the success of the business by providing internal and external job specific training. We believe in valuing the contribution of every employee be they based in our offices or hosted in our clients premises and regardless of whether they are permanent or temporary staff. We believe in breaking down barriers to employment and giving candidates with potential the support to be ready to work. The Company is committed to a policy of Quality Assurance throughout all activities of the company and sets goals and quality objectives in all areas to ensure a focus on continual improvement. We recognise that the health and safety of our staff is paramount. The company believes that excellence in the management of health and safety is an essential element within its overall business plan a good health and safety record goes hand in hand with high productivity and quality standards. How We Achieve This We provide employees with fair wages and a full range of additional benefits. These include childcare vouchers, salary sacrifice car scheme, high street vouchers, discounted Gym membership, non-contributory pensions, out of pocket expenses and a subsidised cycle scheme. In addition, some employees are eligible for bonus payments and private medical insurance. We hold monthly and annual meetings with the staff team where Company performance and other matters of interest or concern are discussed. Topics include financial performance, new business successes, employee news and CSR updates. We recognise and respect the need to balance work and other commitments so ensure that members of staff are asked to work no longer than necessary to fulfil their duties. To allow individual flexibility staff are eligible at the end of the year to trade up to 2 days of holiday. The company cars which we provide to some employees are fuel efficient and designed for lower carbon emissions. We provide annual staff appraisals to ensure that we review the training needs within every department. 10 We enrolled our internal Employee Engagement Team in 2015, which meets bi-weekly to discuss activities within the group, which can range from Dodgeball to Clay Pigeon shooting.

11 Successes To maximise the success of our employment practices we overcome barriers to work. In 2015 we launched our PAP Leadership Programme which followed our first employee engagement survey. The board recognised that it was important to invest in our Managers of the Future to keep them engaged with their objectives. In 2014, the Board of Directors created the Management Board, with key heads of departments. The principle behind the Board is one of recognition, increased day to day responsibility and progression for its members Providing our staff with recognised qualifications to enable them to build their skills within their professions. Recently our QHSE Officer completed her AS9100 approved internal auditor certification, providing up to date skills to ensure we maintain our in-house compliance; our HR & Operations Director is currently completing her CIPD and our payroll team complete SAFE end of year training to safeguard HMRC conformity. All members of the management board have completed Growth Accelerator Training. Future Opportunities We will continue to monitor our policies, processes and the way we operate to ensure we continue to act in a non-discriminatory way and ensure we continue to exceed human rights legislation. We will continue to support employees who wish to change their employment pattern to be able to undertake caring responsibilities. We will continue to be flexible in our working patterns to support employees who work a distance from our bases to enable home working and to encourage a work/life balance. How We Measure Ourselves We audit exit interviews for employees leaving the organisation. We monitor staff turnover, the reasons for people leaving and establish patterns. This is reported to the board on a quarterly basis with recommendations. We aim to deliver zero RIDDOR incidents each year either on site or at our offices. PASSIONATE ABOUT PEOPLE 11

12 The Environment

13 The Environment What We Believe We recognise that our activities impact on the environment and take all reasonable steps to reduce that impact. We aim to continually reduce our carbon footprint. We monitor our aspects and impacts against ISO How We Achieve This We only provide company cars where absolutely necessary and only provide vehicles which will have lower impact over the lifecycle of the vehicle, are fuel efficient and have low carbon emissions. We encourage video conferencing and telephone conference calls to reduce the need to travel to meetings. We continue to support employees who wish to participate in our Cycle to Work scheme, of which 27% have already taken advantage. Successes We recycle paper, cardboard, toner cartridges, light bulbs, plastic bottles and drinks cans. We donate all old IT equipment to the Schools for Africa charity. We have retained our ISO14001 and ISO9001 certification every year since they were first awarded. Future Opportunities We continually strive to minimise the environmental impact of the business. We endeavour to recruit locally to meet the needs of our large site clients and work with clients to recognise the environmental impact of the journey to work and minimise this. How We Measure Ourselves We will baseline our carbon footprint and from there determine and set carbon reduction targets. WE RECOGNISE THAT OUR ACTIVITIES IMPACT ON THE ENVIRONMENT AND TAKE ALL REASONABLE STEPS TO REDUCE THAT IMPACT. PASSIONATE ABOUT PEOPLE 13

14 Fair Operating Practices

15 Fair Operating Practices What We Believe We recognise that a company of our size has a responsibility for our involvement in the public sphere, to act responsibly, to avoid corruption, and to maintain strong relations with other organisations. How We Achieve This We achieve this by ensuring anti-corruption measures are in place including anti-bribery and maintenance of all local laws and customs in the markets in which we operate. Where local laws fall short of the standards in the UK we strive to maintain UK standards in our businesses. To prevent bribery we follow the 6 principles of the Bribery Act Successes We monitor our suppliers and those we supply, and encourage them to maintain their CSR and monitor ours. Future Opportunities We will continue to be diligent in maintaining a zero tolerance approach to corruption measures. How We Measure Ourselves The board will continue to lead on this by example. They will not tolerate corruption and will monitor this in their quarterly CSR report. WE RECOGNISE THAT A COMPANY OF OUR SIZE HAS A RESPONSIBILITY FOR OUR INVOLVEMENT IN THE PUBLIC SPHERE, TO ACT RESPONSIBLY, TO AVOID CORRUPTION, AND TO MAINTAIN STRONG RELATIONS WITH OTHER ORGANISATIONS. PASSIONATE ABOUT PEOPLE 15

16 Customer Care

17 Customer Care What We Believe We believe that customers have the right to be treated with respect, for issues they raise to be addressed, for their engagements with us to be conducted efficiently, professionally, safely and ethically and for them to have the information they need for us to become their supplier of choice. How We Achieve This We maintain all personal information highly securely and exceed all data protection standards. We will ensure customers are able to make decisions on the basis of free choice and give them the information they need to make their decisions to purchase. Successes We do not engage in practices that are deceptive, misleading, fraudulent or unfair, unclear or ambiguous, including omission of critical information. We ensure the safety of customers when on our premises. We have strong measures in place to ensure customer satisfaction at all times. This includes close monitoring of questionnaires and responses to ensure a continuous cycle of improvement. We ensure our contracts are written with clarity, lack ambiguity and do not include unfair terms. In placing staff we will take reasonable precautions to ensure that staff are capable to undertake requested tasks safely. Future Opportunities We will promote sustainable development by placing orders where possible with suppliers whose values sit well with ours. We will search for every opportunity to improve the customer experience; we will use reflective learning and continual improvement methodologies to improve our performance. How We Measure Ourselves Record, review and report on regular customer satisfaction surveys and incorporate them into the cycle of improvement. Ensure high levels of customer retention. WE WILL PROMOTE SUSTAINABLE DEVELOPMENT BY PLACING ORDERS WHERE POSSIBLE WITH SUPPLIERS WHOSE VALUES SIT WELL WITH OURS. PASSIONATE ABOUT PEOPLE 17

18 Community Involvement

19 Community Involvement What We Believe We believe that as a company we have the power to work for good in the communities we serve and will continue to act as a responsible business and to influence other businesses to act with integrity. How We Achieve This We achieve this by managing our resources of time and money effectively to allow the best possible return from our giving programme. We are generous with our support for a wide range of activities and will enhance and improve this programme in the future. Successes We support 4 local sports teams through sponsorship. In October 2015, 9 members of staff from across the Group volunteered their time for one day assisting on restoring the Stroud Water Canal Project. Three of our senior management regularly offer charity helicopter and hot air balloon flights equating in approximate donations of 3000 per year. Our Group HR Advisor and CEO are on the committee of Stroud Festival of Manufacturing which is designed to get young adults interested in engineering careers. Our CEO is a Gloucestershire Ambassador and on the Business and Professional Services Group of the Local Economic Partnership. We sponsored the first annual Cotswold Life EMI Awards, presenting Charlie Fryer at ARC Energy Resource with the Employee of the year award. We support local schools with mock interviews and careers days. We have undertaken charity fundraising challenges including the Three Peaks trek, climbing Mount Kilimanjaro, bike ride from Stonehouse to Paris 2013, bike challenge Stonehouse to St Emilion In conjunction with the Customade Group, we raised 38,000 for our 2015 charity, The Spring Centre. Events included, 5 runners in the London Marathon, 3 Peaks challenge and a charity raffle. We work closely with local community groups and leaders in areas where we place substantial numbers of temporary employees to ensure local customs and practices are respected. We recognise that when we are placing large numbers of staff we can be a force for good and embed ourselves into that community to maximise the benefit to candidates, their families and communities and for the employer. We encourage our employees to generate their own charity within the office in the way of local bake sales and raffles to raise vital funds for Macmillan Coffee Morning, Comic Relief, Children in Need and Meningitis Now. We donate to local schools providing them with items for charity raffles. We have been identified for our efforts with 3 recent awards, Contribution to the Community Award (Stroud Life) and CSR Award (Gloucestershire Business Awards), Western Daily Press - Contribution to the Community Award. PASSIONATE ABOUT PEOPLE 19

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21 GLOBAL RESOURCE SOLUTIONS 21

22 Future Opportunities In 2016 our nominated charity of the year will be Orla s Own Steps. Raising vital funds towards their target of 85,000, to enable Orla to have the operation she needs, which unfortunately the NHS are unable to fund. We will ensure that our involvement in the community is measured and is backed up by policies to ensure that our impact is targeted most effectively. We will continue to up skill both our permanent and temporary workforce. We are exploring ways to measure the impact of our philanthropy. How We Measure Ourselves We have a broad based approach to ensuring our efforts are appreciated, that they are recognised and ensure we can deliver the successes we are aiming for. WE WORK CLOSELY WITH LOCAL COMMUNITY GROUPS AND LEADERS IN AREAS WHERE WE PLACE SUBSTANTIAL NUMBERS OF TEMPORARY EMPLOYEES TO ENSURE LOCAL CUSTOMS AND PRACTICES ARE RESPECTED.

23 A Consistent Promise As an Equal Opportunities Employer, we never discriminate against sex, sexual orientation, age, race, disability, marital status, colour, ethnic or national origin, religion, working hours or trade union membership. In partnership with the Best in Business, we are proud of our no-compromise service commitment. We pride ourselves on working to our core values and to embrace our CSR. By this, we open doors to new markets, opportunities and relationships, increasing competitiveness and profitability and demonstrating our continued commitment to sustainable development. The Board PASSIONATE ABOUT PEOPLE 23

24 Passionate About People Ltd Head Office Omega House Bond s Mill, Stonehouse Gloucestershire, UK GL10 3RF T: +44 (0) F: +44 (0)