CORPORATE SOCIAL RESPONSIBILITY POLICY
WG takes great pride in our business practices and procedures and takes its Corporate Social Responsibility seriously. In order to meet the needs of our clients fully, it is important that our corporate, social and environmental goals are in line with those of our clients and wider stakeholders.
This policy outlines our key commitments to our employees, environment, suppliers, customers and our community.
WG understands its responsibility to the local community and as such is constantly striving to contribute further. We endeavour to give time and financial aid to a range of charities both nationally and locally.
Our commitment to the community also extends to the development of future generations and we welcome work placement students and apprenticeships. As part of our commitment to the education sector any surplus office supplies are distributed to local schools.
Modern Slavery and
Human Trafficking Statement
WG is dedicated to ensuring that we work with reputable suppliers across all aspects of our business.
We act ethically and carry out appropriate due diligence on all of our suppliers to ensure that there is no modern slavery or human trafficking in our supply chain or within any aspect of our Company.
This statement is made in accordance with section 54(1) of the Modern Slavery Act 2015.
WG is committed to providing the highest level of service and is driven by developing long-term, loyal relationships with all our customers. It is the policy of WG to act with the upmost integrity when dealing with any existing or potential customer.
We are committed to communicating fully with our customers through a variety of mediums including direct communication through the sales team, emails and posted letter but also through the internet, trade press, annual road shows, customer forums and presence at industry events.
WG is committed to working with its suppliers to ensure that the welfare of workers and labour conditions within the supply chain meet or exceed recognised standards.
The Company will not knowingly deal with any suppliers where:
• Forced, bonded or involuntary prison labour is used
• Workers are required to lodge deposits or their identity papers and are not free to leave their employer after reasonable notice
• A safe and hygienic working environment is not provided
• Workers do not have access to clean toilet facilities and potable water
• Recruitment of child labour takes place
• Workers are not paid fairly and consistently
• Workers are required to work excessive hours
• Harsh or inhumane treatment of workers is permitted
• Wages paid are not enough to meet basic needs
• Deduction from wages is permitted as a disciplinary measure
Senior members of the Merchandise team undertake regular reviews with all suppliers, including factory visits, to ensure that recognised standards are adhered to.
Each supplier is required to sign up to a CSR code of practise to ensure they meet with the above criteria.
WG is an Equal Opportunity Employer and as such is committed not only to observing employment legislation but also to the promotion of equality of opportunity in employment. WG values diversity within our workplace to reflect the workplaces of our clients.
All employees and job applicants will be given equal opportunity irrespective of their sex, sexuality, culture, HIV aids status, marital status, race, religion, nationality, ethnic or national origin, colour, disability, age and any other condition which cannot be shown to be relevant to effective job performance.
Selection for positions, opportunities for career development and the provision of training will depend solely on job requirements and the individual’s abilities.
WG is committed to the elimination of any type of harassment and will take appropriate steps to deal with complaints. Deliberate or repeated acts of discrimination by employees will be treated as serious disciplinary offences in accordance with the WG discipline procedure.
WG also expects suppliers and manufacturers whose products and services we sell to adopt a similar equal opportunities approach.
Recruitment and Promotion
To ensure that WG equal opportunities aspirations are met it is essential that professional procedures are carried out in cases when recruitment and selection is taking place. Compliance with the policy is mandatory and disciplinary action may be taken against any persons who wilfully or repeatedly fail to comply with its requirements. Further advice about all aspects of recruitment and selection are available from the Human Resources Department.
Training, Promotion and Career Development
It is the policy of WG that it will not discriminate in the provision of training.
The Company is committed to ensuring that individuals have the necessary skills and knowledge to perform their jobs effectively and are able to contribute towards the efficient running of their departments/location, by providing them with the necessary training.
It is the Company’s policy to develop in-house training programmes wherever possible so that they can be tailored specifically to meet the needs of the individuals concerned. In house courses will be reviewed on a regular basis to make sure that they are up to date and relevant. Requests for external courses may be granted if there is a genuine need for training, which cannot be satisfied within the Company.
Employees can request financial support/sponsorship from the business for vocational training and professional development which takes place over a period of months or years; applications are considered from all employees irrespective of service.
WG believes in the effective communication of information to all employees.
The Company communicates internally through a variety of mediums including the Intranet, briefings, notice boards, and employee forums.
The Company is committed to honest communication with employees in relation to our strategies, targets and performance.
We value the comments and ideas of our people and operate a “Bright Ideas at Work” scheme which rewards those ideas which make a difference to the business.
Health and Safety
It is the Company policy that all reasonable steps will be taken to ensure the health and safety of persons whilst at work, and to prevent damage to Company property.
It is the duty of all employees to conform to Company policy and safety codes of practice and to co-operate with the Company in meeting all relevant statutory obligations.
The management’s responsibility cannot be discharged without the co-operation of all employees, whatever duties they are asked to perform. Involvement by all in the prevention of accidents and risks to health is therefore clearly the responsibility of all personnel.
The Company regards it as essential to promote joint discussions on the subject of safety; thereby ensuring involvement at all levels throughout the organisation. It is essential that all employees understand that no one person is the custodian of safety.
Safety at work can only be achieved by positive action and teamwork at every level in the business; everyone has a vital role to play. At the highest level, there is a duty to provide the means to secure a safe working environment and to monitor progress towards achieving this.
Middle and line management has a duty to ensure that they involve all their employees in this task. Likewise, all employees have a responsibility to co-operate with management instrumental in achieving our safety objectives.
All contractors and other authorised persons working on, or visiting, Company locations, must receive written Company permission to use any plant, equipment, apparatus etc., and must ensure that there are health and safety facilities available and used and that the Health and Safety Policy is observed at all times.
All work methods and systems of work will be periodically appraised for risk to ensure that the safest possible methods and procedures are adopted.
The Board of Directors give full backing to this policy and will support all those who endeavor to carry it out. Employees are responsible for their own behavior and should ensure that they do not add to the dangers of others. Any employee involved in an accident or dangerous occurrence should report the facts to their supervisor immediately.
The Company Compliance Officer is responsible for assisting management and the Local Health and Safety Representatives to implement the Company’s Health and Safety Policy in the workplace.