Cordant Security

Corporate Responsibility is the action we take to ensure we are not only a responsible employer but we also recognise and manage our impact on the wider community.

Embedding Corporate Responsibility into our organisation will allow us to be more efficient and create a more engaged and diverse workforce, providing development opportunities for our employees and building closer links with our local communities.

We operate a CSR policy which represents a commitment by us to behave fairly and responsibly, contribute to economic development while improving the quality of life for all our staff as well as contributing to local communities and society. We recognise that our social, economic and environmental responsibilities to our stakeholders, marketplace, environment, community and our people are integral to our company strategy and define the basic principles and ethics that guide us in our business conduct.

 

 

 

At PMP Recruitment we are committed to conducting business with integrity and with respect for the interests of our employees, clients, suppliers and wider community.

 

Stronger Together

Human trafficking is the fastest growing criminal industry in the world, second in profitability only to drugs, with an annual trade value of around £32 billion.

The International Labour Organization estimates that there are 20.9 million persons in forced labour globally which includes 14.2 million in private economy sectors such as agriculture, manufacturing, construction and domestic work.

Data on the extent of forced labour in the UK is limited. Joseph Rowntree Foundation research, 'Forced Labour in the UK' published in June 2013 states that, "severe exploitation is growing. An approximate estimate is that a few thousand people in the UK may be aected by severe labour exploitation and forced labour."

The UK Human trafficking Centre reports cases of human tracking increasing by 67% between 2010 and 2012. In 2012, 29% of the recorded cases of human tracking for labour exploitation occurred within the food processing and agricultural sectors.

"Stronger Together" is a multi-stakeholder collaboration between supermarkets, the Association of Labour Providers, the Gangmasters Licensing Authority, Migrant Help, industry trade associations, non-governmental organisations (NGOs), individual employers, labour providers and trade union representatives.

"Stronger Together" has been developed within the UK food processing and packaging, horticultural and agricultural industries but the good practice and tools may be used in any sector where hidden labour exploitation occurs.

The objective of "Stronger Together" is to reduce the occurrence of forced labour, labour tracking and other forms of hidden third party labour exploitation through pragmatic guidance and a range of resources as follows:

  • Multi-language Workplace Posters and Worker Leaflets
  • Workforce induction and training PowerPoint slide deck
  • Downloadable video for use in induction and training
  • Regional workshops to train managers and worker representatives

However, the "Stronger Together" objective of reducing hidden third party labour exploitation will only be achieved if we, as a labour provider implement good practice and engage our workforce as part of the solution.

UN Guiding Principles on Business and Human Rights

PMP Recruitment is the first employment business to incorporate the EC Sector Guide for employment and recruitment agencies on Implementing the UN Guiding Principles on Business and Human Rights into their organisation.

The UN Guiding Principles on Business and Human Rights provide a global framework for preventing and addressing the risk of adverse impacts on human rights linked to business activity. They outline how states and businesses should implement the UN three-pillar "Protect, Respect and Remedy" framework in order to better manage business and human rights challenges.

A European Commission Sector Guide for employment and recruitment agencies on Implementing the UN Guiding Principles on Business and Human Rights has been developed by Shift and IHRB (with ALP involvement) and released in June 2013. The Guide offers practical advice on how to implement the corporate responsibility to respect human rights in day-to-day business operations.

The United Nations Global Compact is a growing platform, currently of over for 10,000 business and non-business entities across 145 countries to proactively network and engage in areas of human rights, labour, environment, anti-corruption and contributing to UN goals in order to achieve the common objectives of building a sustainable and inclusive global economy. A company joining the initiative is expected to:

  1. Make the Global Compact and its principles an integral part of business strategy, day-to-day operations and organizational culture;
  2. Incorporate the Global Compact and its principles in the decision-making processes of the highest-level governance body (i.e. Board);
  3. Contribute to broad development objectives (including the Millennium Development Goals) through core business activities, advocacy, philanthropy and partnerships
  4. Communicate publicly (through its annual report or other public document such as a sustainability report) the ways in which it implements the principles and supports broader development objectives – also known as the Communication on Progress; and
  5. Advance the Global Compact and the case for responsible business practices through advocacy and active outreach to peers, partners, clients, consumers and the public at large. This process provides a framework through which PMP can demonstrate that it has embedded respect for human rights within its business.

United Nations Global Compact

PMP Recruitment became a participant of the United Nations Global Compact on 22nd September 2014.

The Corporate Commitment:

The United Nations Global Compact is a leadership initiative, which involves a commitment from the company's highest-level Governance body, in PMP's case, Derek Skelton, Managing Director. Participation in the Global Compact is outwardly committing to the implementation, disclosure, and promotion of its ten universal principles.

A company joining the initiative is expected to:

  1. Make the Global Compact and its principles an integral part of business strategy, day-to-day operations and organizational culture;
  2. Incorporate the Global Compact and its principles in the decision-making processes of the highest-level governance body
  3. Contribute to broad development objectives (including the Millennium Development Goals) through core business activities, advocacy, philanthropy and partnerships
  4. Communicate publicly (through its annual report or other public document such as a sustainability report) the ways in which it implements the principles and supports broader development objectives – also known as the Communication on Progress; and
  5. Advance the Global Compact and the case for responsible business practices through advocacy and active outreach to peers, partners, clients, consumers and the public at large.

Health & Safety

Health and Safety is integral and absolutely fundamental to everything we represent at PMP Recruitment. We are totally committed to safeguarding the health, safety and welfare of all our employees and furthermore any other person who may be affected by our activities. We willingly accept entire responsibility as an employer to do all that is reasonably practicable to prevent and deter accidents, injuries and damage to health. We persistently work with our supply chain and client base to achieve measurable and sustainable improvements in our health and safety performance.

We regard Health and Safety issues as a high priority and accordingly are reported and discussed, in depth, each month at Board level.

Our impact on the environment

An objective of PMP Recruitment is to reduce our impact on the environment, which includes factors that contribute to climate change, via a commitment to continual improvement and to give maximum co-operation in complying with environmental legislation and regulations. All branch locations have been supplied with recycling facilities and are repeatedly encouraged to use energy saving light bulbs. We also insist that all IT equipment is switched off when not in use to prevent the unnecessary and needless waste of energy.

Our impact on communities

We appreciate that all our business undertakings have varying direct and indirect effects on the societies in which we operate. We, therefore, endeavour to administer all activities in a correct and responsible manner, as we are of the opinion that appropriate performance mirrors business success.

We are dedicated to the continual study, and up-to-date review, to improve our social responsibility programme. Furthermore we are keen to encourage our business partners to apply corporate social responsibilities applicable and fitting to their business. At all times PMP Recruitment inspire their staff to participate in local activities in order to support charitable events.

Commitment to our people

We are steadfast in our commitment to all our employees and, of course, those we place within our client organisations. We rightly recognise that our people are our brand and as such are our greatest asset. We are dedicated to establishing a culture within PMP Recruitment, which focuses on diversity and to naturally promote an environment of fair and competitive employment. PMP Recruitment is a signatory to the REC Diversity Pledge. We, therefore, honour this commitment and wholeheartedly challenge and scrutinise discrimination. Our purpose, at all times, is to motivate employees into realising their full potential and financially rewarding their achievements.

 

Above all we value our workforce and have developed employment policies that are directed at creating an environment that will attract, develop, motivate and reward employees. The work environment is enhanced by lifestyle-friendly policies that support human rights, citizenship, health and safety, disability, personal and career development and high standards of ethical and professional conduct.

We are keen for our CSR policy to be inclusive of our entire workforce and we engage all employees to help to introduce new initiatives into our daily operations.