Signify Policies 

Please note: Signify is in the process of refining a full CSR policy.

Signify’s entire mission is to improve communication and participation in democracy, including giving a voice to oppressed or excluded people. We are proud to work with a number of charities and NGOs and equally proud that we have created a strong and evolving ethical framework that is applied to all work with clients in order to prevent the mis-use of data.

Please see below for our Equal Opportunities and Environmental Policies. This page will be next reviewed and updated on 15 January 2019.

 

Equal opportunities

 

Signify is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of both society and our customers, and for each employee to feel respected and able to give their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

 

The policy’s purpose is to:

·   provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

·   not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation

·   oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

·   encourage equality and diversity in the workplace as they are good practice and make business sense

·   create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

·   take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

 

·   make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation

·   decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)

·   review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law

·   monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

 

The equality policy is fully supported by senior management and has been agreed with all employees. All employees are informed in their first week about the organisation’s grievance and disciplinary policies. This includes with whom an employee should raise a grievance.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

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Environmental Policy

 

Mission statement

Signify recognises that it has a responsibility to the environment beyond legal and regulatory requirements. We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy and operating methods, with regular review points. We encourage customers, suppliers and other stakeholders to do the same.

 

Responsibility

Lisa Farron, Chief Science Officer is responsible for ensuring that the environmental policy is implemented. However, all employees have a responsibility in their area to ensure that the aims and objectives of the policy are met.

 

Policy aims

We endeavour to:

·         Comply with and exceed all relevant regulatory requirements.

·         Continually improve and monitor environmental performance.

·         Continually improve and reduce environmental impacts.

·         Incorporate environmental factors into business decisions.

·         Increase employee awareness and training.

 

Paper

·         We will minimise the use of paper in the office.

·         We will reduce packaging as much as possible.

·         We will seek to buy recycled and recyclable paper products.

·         We will reuse and recycle all paper where possible.

 

Energy and water

·         We will seek to reduce the amount of energy used as much as possible.

·         Lights and electrical equipment will be switched off when not in use.

·         Heating will be adjusted with energy consumption in mind.

·         The energy consumption and efficiency of new products will be taken into account when purchasing.

 

Office supplies

·         We will evaluate if the need can be met in another way.

·         We will evaluate if renting/sharing is an option before purchasing equipment.

·         We will evaluate the environmental impact of any new products we intend to purchase.

·         We will favour more environmentally friendly and efficient products wherever possible.

·         We will reuse and recycle everything we are able to.

 

Transportation

·         We will reduce the need to travel, restricting to necessity trips only.

·         We will promote the use of travel alternatives such as e-mail or video/phone conferencing.

·         We will make additional efforts to accommodate the needs of those using public transport or bicycles.

·         We will favour ‘green’ vehicles and maintain them rigorously to ensure ongoing efficiency.

 

Maintenance and cleaning

·         Cleaning materials used will be as environmentally friendly as possible.

·         Materials used in office refurbishment will be as environmentally friendly as possible.

·         We will only use licensed and appropriate organisations to dispose of waste.

 

Monitoring and improvement

·         We will comply with and exceed all relevant regulatory requirements.

·         We will continually improve and monitor environmental performance.

·         We will continually improve and reduce environmental impacts.

·         We will incorporate environmental factors into business decisions.

·         We will increase employee awareness through training.

·         We will review this policy and any related business issues at our monthly management meetings.

 

Culture

·         We will involve staff in the implementation of this policy, for greater commitment and improved performance.

·         We will update this policy at least once annually in consultation with staff and other stakeholders where necessary.

·         We will provide staff with relevant environmental training.

·         We will work with suppliers, contractors and sub-contractors to improve their environmental performance.

·         We will use local labour and materials where available to reduce CO2 and help the community.