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Corporate Social Responsibility Policy Our Corporate Social Responsibility Policy affects almost everything which the Firm does, and everyone with whom the Firm has dealings. It provides one of the links between the individual policies which together form the policy, and which together reflect the ethos of Beale and Company. Our aim is to act responsibly in the way in which we do business, not only in respect of our work with clients and suppliers, but also as regards our place in the community. We are a leading supplier of services to the insurance industry and the construction industry, and we aim to align our Corporate Social Responsibility Policy with our business planning and strategy. We are inclusive in the formulation and operation of our Corporate Social Responsibility Policy and particularly include our employees in the operation of that policy. The policies which together make up our Corporate Social Responsibility Policy deal with relationships with our employees, our clients, our suppliers and with the community as a whole. Our policies include policies in respect of standards of behaviour, the environment, human rights, and all the many challenges which face employers and employees. One of our Partners, Martin John, is responsible for the Corporate Social Responsibility Policy. Our size, approximately 80 people, means that it is possible for one Partner, assisted by support staff where necessary, to implement and keep up to date the Corporate Social Responsibility, supported by other Partners who are responsible for areas such as employment, finance, the environment, and business continuity planning. Our policy consists of the following policies: Standards of Business Conduct Clients Human Rights Policy Employees Equality and Diversity Health and Safety Suppliers Community Environment Objective The Partner responsible for our Corporate Social Responsibility Policy is Martin John, assisted by support staff where necessary. Each of the individual policies is owned by a Partner or a senior manager, who will monitor compliance on a regular basis. Martin John is responsible for managing that process. Employees, clients and suppliers are invited to provide feedback on our policy and on our operation of the policy as we are constantly striving to improve it. Policy owner: Martin John, Partner STANDARDS OF BUSINESS CONDUCT It is the Firm’s aim to provide the best possible service for all our clients, employees, suppliers, regulators and the public at large. The Firm’s policies and procedures, which are constantly monitored and updated, provide the framework for the Partners to manage the processes and activities of the Firm enabling staff to be of service through the highest levels of quality, integrity and transparency and providing to the clients the greatest possible value while striving to meet their expectations at the same time as meticulously abiding by the law and any regulators recommendations. The Firm expects each member of staff to adhere to its policies and procedures and to discuss with the Firm’s Executive Committee any ideas that might promote greater consistency in the provision of its services, reduce errors, increase efficiency and improve client satisfaction. The Firm has been in practice since 1838. We recognise the very high value of our reputation, and our aim, in all our dealings with clients, suppliers, the Regulatory Authorities and anyone else with whom we do business, is to protect that reputation. In a sense, everything we do is aimed at that. Being 80 strong, and with our Partner led way of doing business, we are able to keep very close supervision of all activities in the Firm, and this is one of the principal ways in which we protect our reputation. Our employees fully appreciate the need to protect and enhance our reputation, and observe this requirement in everything they do. We firmly believe in treating our suppliers fairly, with clear communication and prompt payment. In the event of problems with suppliers, we ensure that clear and open dialogue is maintained with them to solve the problem with them as quickly as possible. Elsewhere in this Corporate Social Responsibility Policy we set out our employee policies. We have a comprehensive range of policies to protect our employees, and enhance their performance. We will not tolerate any form of harassment. We believe in treating everyone with respect. We are very conscious of the need to protect the confidentiality of clients’ affairs, and we take considerable steps to protect that confidentiality. Our IT systems are well protected against external and internal hazards, hacking, and virus infection. Our IT staff are extremely vigilant in the protection of this system and the protection of client confidential data. Also, the IT system has systems in place to prevent access to illegal, offensive or obscene materials, which may not be accessed or downloaded. We do not make contributions or donations to any political organisation or political party. We are very careful about conflicts of interest, indeed we believe we are more careful than most law firms. We will not act against an existing client in conflict of interest. All our staff, particularly professional staff, senior managers and accounts staff are trained in anti-money laundering policies and in all requirements concerning compliance with the complex rules governing the way in which solicitors deal with clients’ money. We are open and honest in all our transactions. CLIENTS Clients are our lifeblood. Our philosophy is clients come first, by which we mean that we will always place the client’s interests before our own, and we will always carry out our work for clients to the highest standards, in a cost-effective and efficient way, and that we will always give priority to clients’ affairs. This has always been our philosophy. We believe that it has played a vital role in the maintenance of the Firm’s reputation and position as one of the leading providers of legal services to the insurance industry and to the construction and civil engineering industries. An important part of maintaining our reputation is to keep in very close contact with our clients, to listen to them, to find out where their businesses are going, and what their business needs are. We are able to react quickly to clients’ needs, and to provide a wide range of services to those clients. Our clients trust us and this trust is invaluable and is not to be endangered by any act or omission by any Partner or member of staff. Every commercial client will know more than one Partner in the Firm, so that if that Partner is not available, another Partner will be able to respond to that client’s needs. This also ensures continuity, and provides considerable comfort to clients who know that they can obtain the highest level of service from the Firm even if they cannot contact a particular individual. We regularly talk to clients about the services which we provide, and the services which they expect. We are open with them about discussions concerning our levels of performance, and any comments are noted and acted upon. We have a very high client retention rate, and again this is vital to our business. We maintain that high client retention rate by ensuring that all clients are more than happy with the service that we give them. This policy is the responsibility of all the Partners, who ensure that all employees are aware of it and conduct the Firm’s business in accordance with it. HUMAN RIGHTS POLICY The Firm has a number of policies and procedures the aim of which is to ensure that all employees and those with whom the Firm deals are treated equally and fairly. All of the Firm’s policies and procedures are brought to the attention of all members of staff and it is the intention that these policies and procedures are open, available, consistent and fair. All staff are trained in the principles of equality and it is the Firm’s objective that its policies and procedures promote that principle. The Firm expects that the human rights of all members of staff will be adequately protected by the proper operation of its internal policies and procedures. However, if it is perceived by anyone that the internal rules, however well applied, have not brought about a fair outcome then staff should bring this to the attention of the staff partner or the executive partner who will ensure that those rules have been and continue to be, interpreted according to the broad principles of fairness and common sense. Similarly, if an employee is perceived to be acting in a manner that is contrary to these principles by not treating fairly and responsibly another member of staff, that employee may be subject to disciplinary action under the terms of the relevant policy, which may ultimately lead to dismissal. As a law firm, we are aware of the Human Rights Act, and the United Nations Universal Declaration of Human Rights, and we agree with the principles of those enactments and seek to follow them in all our dealings with clients, employees and suppliers. Our policy on human rights reflects our policy in relation to our reputation, as set out under the heading “Clients”. It is seen as another part of that philosophy, and benefits the Firm, its employees, its clients and its suppliers. It is not easy to separate a human rights policy from all the other policies which operate in relation to employees, and reference should also be made to those policies. This policy is the responsibility of all Partners in the Firm. The principal responsibility for employee policies rests with the Staff Partner. EMPLOYEES Our employee policies are:
EQUALITY AND DIVERSITY POLICY 1. STATEMENT OF COMMITMENT Beale and Company Solicitors LLP is committed to eliminating discrimination and promoting equality and diversity in its own policies, practices and procedures and in those areas in which it has influence. Its commitment will apply to all professional dealings with staff, members, other solicitors, barristers, clients and third parties. Beale and Company Solicitors LLP intends to treat everyone equally and with the same attention, courtesy and respect, regardless of their age, gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion or beliefs, sexual orientation, or disability.
It will continue to strive for the highest standards of integrity and fairness as an employer and provider of services through planning, monitoring and, where necessary, amending its policies, practices and procedures, and will on a regular basis review the implementation and effectiveness of this policy. 2. PROMOTING DIVERSITY WITHIN THE FIRM Beale and Company Solicitors LLP is committed to opposing inequality and valuing diversity in all of the day-to-day aspects of its practice. It recognises, however, that in order to do so it must promote and communicate the policy and ensure that everyone who is affected by it or likely to benefit from it, is aware of its aims and, where appropriate, the steps which they will need to take in order to ensure compliance. The members of the Firm have the ultimate responsibility for ensuring that this equality and diversity policy is implemented developed and its provisions adhered to and that all employees and members are aware of its provisions. EXCO will be responsible for ensuring that all employees and members are aware of this policy and for the day to day compliance with the provisions of this policy and will be the first port of call for anyone who has any issues which they wish to raise in connection with this policy. All employees and members have a role to play in creating an environment within the Firm in which discrimination, harassment, bullying and unequal treatment are not tolerated and where the benefits of diversity are valued. In particular it is the duty of everyone to be aware of their own conduct and behaviour and that of those around them and not to carry out or be involved in, or allow others to carry out or be involved in, acts, omissions or words which could be discriminatory, harassing, bullying or otherwise designed to act to the detriment of others. This policy will be communicated to all employees and members by means of:
3. IMPLEMENTING, MONITORING AND EVALUATING 3.1 Responsibility Ultimate responsibility for implementing this policy rests with the members of the Firm. The Firm has appointed EXCO to be responsible for the implementation and operation of this policy. All employees and members are expected to pay due regard to the provisions of this policy and are responsible for ensuring compliance with it when undertaking the roles within, or representing, the Firm. Acts of discrimination, bullying, harassment, unfair treatment or breach of the provisions of this policy by any employee or member of the Firm will result in disciplinary action being taken against the person concerned and may lead to dismissal. Acts of discrimination, bullying, harassment, unfair treatment or breach of the provisions of this policy by any person acting on behalf of, or supplying services to, the Firm will result in appropriate action being taken to terminate the relationship. The Firm will treat seriously any allegation that an act of discrimination, bullying, harassment, unfair treatment, or breach of the provisions of this policy, has taken place. 3.2 Monitoring and review This policy will be monitored and reviewed in a manner proportionate to the size and nature of the Firm on a regular basis to measure its progress and judge its effectiveness. In particular, the Firm will, as appropriate, monitor and record: (a) the gender, age and ethnic composition of the workforce and members as well as the number of disabled employees and members at different levels of the organisation; (b) the ethnicity, gender, age and disability of all applicants, short-listed applicants and successful applicants for jobs and training contracts; (c) the ethnicity, gender, age and disability of all applicants for promotion, including to the role of a member; (d) where it is possible to do so, and where doing so will not cause offence or discomfort to those whom it is intended to protect, the sexual orientation and religion or belief of all employees and members will be monitored so as to ensure that they are not being discriminated against in terms of the opportunities or benefits available to them; (e) the number and outcome of complaints of discrimination made by employees, members, barristers, clients and other third parties; and (f) the disciplinary action (if any) taken against employees by race, gender, age and disability. This information will be used to review the progress and impact of the equality and diversity policy. Any changes required will be made and implemented. 4. LEGISLATIVE COMMITMENT In developing and implementing this equality and diversity policy Beale and Company Solicitors LLP is committed to complying with the Law Society’s Code of Conduct 2007 (Rule 6 – Preventing discrimination and promoting diversity) and with all current and future anti-discrimination legislation including, but not limited to:
and any relevant amendments or re-enactments of such legislation and any associated codes of practice and relevant amendments to such codes. 5. FORMS OF DISCRIMINATION The following are the kinds of discrimination, which are against this policy: (a) Direct discrimination: where a person is treated less favourably on the grounds of race, racial group, colour, nationality, ethnic or national origins, sex, pregnancy, marital status, gender reassignment, maternity, paternity, religion or belief, age, disability or sexual orientation. (b) Indirect discrimination: where an apparently neutral provision, criterion or practice (or requirement or condition) which is applied to everyone has the effect of placing at a disadvantage a particular person or group of people by reason of sex (including their marital status and reasons relating to gender reassignment, pregnancy, maternity and paternity); race or racial group (including ethnic or national origins, colour or nationality); religion or belief; sexual orientation; or age and it cannot be shown that the provision, criterion or practice (or requirement or condition) is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary. (c) Victimisation: where someone is treated less favourably than others because he or she has taken action against the Firm under one of the relevant Acts. (d) Harassment: when unwanted conduct related to any of the grounds referred to above takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may involve physical acts or verbal and non-verbal communications and gestures and need not be the intention of the person carrying out the harassment. (e) Failure to make reasonable adjustment: which occurs where reasonable steps (adjustments) are not taken to ensure that:
do not put at a disadvantage a person with a disability when compared with a person without that disability, without justification. 6. EMPLOYMENT ISSUES 6.1 General Statement Beale and Company Solicitors LLP will treat all employees and job applicants equally and fairly and will not unjustifiably discriminate against them in relation to arrangements for:
6.2 Recruitment and selection The Firm recognises the benefits of having a diverse workforce and will take such steps as are appropriate to ensure that: (a) it recruits from the widest possible pool of qualified candidates; (b) employment opportunities are open and accessible to all on the basis of their skills, abilities and personal merit; (c) where appropriate, positive action measures are taken to attract applicants from all sections of society, especially from groups under-represented in the workforce; (d) selection criteria and processes do not discriminate on the grounds of race, racial group, colour, nationality, ethnic or national origins; sex, pregnancy, marital status, gender reassignment, maternity or paternity; religion or beliefs, age, disability or sexual orientation other than where the Firm is permitted to do so by law or under the terms of the Law Society Code of Conduct (Rule 6 – preventing discrimination and promoting diversity); (e) wherever appropriate and necessary, lawful exemptions (genuine occupational requirements) will be used to recruit suitable staff to meet the special needs of particular groups; (f) all recruitment agencies acting for the Firm are aware of its requirement not to discriminate and to act accordingly. 6.3 Targets Where permitted to do so by law, the Firm will use its best endeavours to comply with Law Society policies and targets for the employment of ethnic minorities, as are produced from time to time. 6.4 Conditions of Service The Firm will treat all employees equally and will create a working environment which is free from discrimination and harassment and which respects, where appropriate, the diverse backgrounds and beliefs of employees. Terms and conditions of service for employees will comply with anti-discrimination legislation. The provision of benefits such as working hours, maternity and other leave arrangements, performance appraisal systems, dress code, bonus schemes and any other conditions of employment will not discriminate against any employee on the grounds of their race, racial group, colour, nationality, ethnic or national origins; sex, pregnancy, marital status, gender reassignment, maternity or paternity; religion or belief; age; disability; or sexual orientation other than where the Firm is permitted to do so by law or under the terms of the Law Society Code of Conduct (Rule 6 – preventing discrimination and promoting diversity). Where appropriate and necessary, the Firm will endeavour to provide appropriate facilities and conditions of service which take into account the specific needs of employees which arise from their race, racial group, colour, nationality, ethnic or national origins; sex, pregnancy, marital status, gender reassignment, maternity or paternity; religion or belief; age; disability; or sexual orientation. 6.5 Promotion and Career development Promotion within the Firm (including in relation to members) will be made without reference to any of the forbidden grounds and will be based solely on merit. The selection criteria and processes for recruitment and promotion will be kept under review to ensure that there is no unjustifiably discriminatory impact on any particular group. Whilst positive action measures may be taken in accordance with the relevant anti-discrimination legislation to encourage under-represented groups to apply for promotion opportunities, recruitment or promotion to all jobs will be based solely on merit. All employees will have equal access to training and other career development opportunities appropriate to their experience and abilities. However, the Firm will take appropriate positive action measures (as permitted by the anti-discrimination legislation) to provide special training and support for groups which are under-represented in the workforce and encourage them to take up training and career development opportunities. 7. MEMBERS Arrangements and procedures for selecting members, their terms and conditions of membership, access to benefits, facilities or services and termination arrangements will be reviewed and amended where necessary to prevent discrimination on any of the forbidden grounds. Maternity rights available to members shall be no less favourable that those required by legislation for employees. 8. CLIENTS The Firm is generally free to decide whether to accept instructions from any particular client, but any refusal to act will not be based upon any of the forbidden grounds. The Firm will take steps to meet the different needs of particular clients arising from its obligations under the anti-discrimination legislation (such as the Disability Discrimination Act) and the Solicitors Anti-Discrimination Rule 2004. In addition, where necessary and where it is permitted by the relevant anti-discrimination legislation (for example, provisions relating to positive action or exemptions) the Firm will seek to provide services which meet the specific needs and requests arising from clients’ ethnic or cultural background; gender; age; responsibilities as carers; disability; religion or belief; sexual orientation or other relevant factors. 9. BARRISTERS AND THIRD PARTIES 9.1 Barristers Barristers should be instructed on the basis of their skills, experience and ability. The Firm will not, on any of the forbidden grounds, avoid briefing a barrister and will not request barristers’ clerks to do so. Clients’ requests for a named barrister will be complied with, subject to the Firm’s duty to discuss with the client the suitability of the barrister and to advise appropriately. The Firm will discuss with the client any request by the client that only a barrister who is not disabled or who is of a particular gender; marital status; age group; race; racial group; colour; ethnic or national origin; nationality; religion or belief; or sexual orientation be instructed. In the absence of a valid reason for this request, which must be within the exemptions permitted by the anti-discrimination legislation, the Firm will endeavour to persuade the client to modify their instructions in so far as they are given on discriminatory grounds. Should the client refuse to modify such instructions, the Firm will cease to act. 9.2 Suppliers All lists of approved suppliers and databases of contractors, agents and other third parties regarded as suitable to be instructed by those within the Firm have been compiled only on the basis of the ability of those persons or organisations to undertake work of a particular type and contain no discriminatory exclusion, restriction or preference. 10. COMPLAINTS AND DISCIPLINARY ISSUES Beale and Company Solicitors LLP will treat seriously all allegations and complaints of discrimination or harassment on any of the forbidden grounds made by employees, members, clients, barristers or other third parties, and will deal with those complaints in accordance with the procedure set out below. Any employee or member who feels that they have been subject to unlawful discrimination, harassment, bullying or otherwise treated unfairly and in contravention of this policy should raise the matter through the Firm’s normal grievance procedure. Any job applicant, client, barrister or third party who feels that they have been subject to unlawful discrimination, harassment, bullying or otherwise treated unfairly and in contravention of this policy should make a complaint, preferably in writing, to the staff partner. In the event that the complaint is about the staff partner, then the complaint should be made to the executive partner. If it is found that an employee or member has unlawfully discriminated or harassed or bullied anyone in contravention of the terms of this policy then that person will become subject to the appropriate disciplinary measures and may be dismissed or removed from the Firm. If it is found that a contractor or other service provider has unlawfully discriminated or harassed or bullied anyone in contravention of the terms of this policy then this will result in appropriate action being taken to terminate the relationship. SUPPLIERS Our policy is to form long term relationships with suppliers, as we find that this leads to relationships of trust on both sides, to efficiency, and value for money. We guard against complacency and potential supplier problems by checking the market from time to time, and, where necessary, employing external consultants to advise on procurement. Suppliers are aware of our policy in relation to guarding against complacency and problems with suppliers, and have bought into that policy. They recognise that it is in their interests, as well as ours, to co-operate and to be seen to be a preferred supplier to us, and to be seen to be treating us fairly. In turn, we treat suppliers fairly. We are clear in our dealings with them, ensure that proper paperwork is always put in place for orders, that deliveries are checked, that any problems are reported immediately to the supplier, and that the supplier is paid promptly in accordance with agreed terms. All this ensures that our relationships with suppliers are smooth, and the level of trust is such that we can call on suppliers for assistance at short notice if it is ever needed. We have thresholds in place for authority at different levels within the Firm for ordering supplies. The ordering of day to day supplies is supervised by the Partnership Secretary, with the Assistant Partnership Secretary and Office Manager/Facilities Manager managing issues day to day. Over a stated threshold, any purchase has to be authorised by a Partner. All staff are aware that conflict of interests should be avoided in relation to any supplier, and that any relationship with a supplier should be on an open and honest basis. There should not be any interest in any suppliers’ business or operation of any employee. Employees are not allowed to accept, or solicit, gives or favours of any kinds from any supplier, except a gift which they would be happy to reciprocate by spending an equivalent sum of money from their own pocket, not the Firm’s. If in doubt, say no. Under no circumstances should any member of staff accept entertainment or hospitality from a supplier without first declaring it, and such hospitality or entertainment should not be disproportionate, nor should it influence the decision of the employee about the purchase of goods or services. Any employee found accepting money, or gifts in contravention of this policy or entertainment or hospitality which is disproportionate, will be subject to severe disciplinary proceedings. We also recognise that our suppliers will play a vital role in the event of a serious disaster which affects our business, and that we will rely on suppliers in such circumstances. This is another reason for maintaining good long term relationships with suppliers. The responsibility for overseeing this policy rests day to day with the Partnership Secretary, under the supervision of the Finance Partner. COMMUNITY AND SPONSORSHIP POLICY This is part of our policy for the protection and enhancement of our reputation. We do not make donations to political parties, or political organisations. We do, however, support Partners and staff in charitable work. We act for the David Beale Charitable Trust, and we regularly advise clients about charitable bequests. We support staff in charitable fund raising activities, including sponsorship and support by means of creating opportunities for such charitable activities to take place. We understand that each Partner and employee will wish to make charitable donations in their own way, to charities of their own choice, and we respect that wish. We do not, therefore, have a “favourite” charity, nor do we attempt to influence employees or Partners about any charity donation, or activity, which they may wish to make, provided it does not conflict with the Firm’s reputation or way of doing business. We also understand that charitable activities are more likely to be carried out if they are enjoyable, and they are carried out as part of a group. We therefore encourage such activities, and these would include things like taking part in the Chase Manhattan Run, support for the Marie Curie Cancer Care Charity by taking part in physical activities, taking part in the Race for Life, holding raffles and donating prizes. We do not sponsor sporting or entertainment functions, believing that our resources can best be used elsewhere. We keep this policy under review. Any decision to carry out charitable work, or carry out any other form of sponsorship has to observe not only the requirements of Beale and Company’s business, but also all relevant religious beliefs, and the generally accepted social requirements of the society, or the part of the world in which such activities are to be carried out. If in doubt, an employee should raise this issue with a Partner who will make the necessary enquiries. ENVIRONMENTAL POLICY Beale and Company Solicitors LLP is committed to good environmental practice as part of its overall approach to corporate responsibility. The Firm’s operations are office based and therefore comparatively speaking, do not have a large impact on the environment. However, the Firm does have a responsibility to minimise its impacts where practical. The Firm strives to follow industry best practice in all of its operations. Sound environmental management and prudent use of resources fit within this remit and the Firm is committed to using resources in the most efficient and economic way. 1. Principles The Firm is committed to measuring, reporting and where practical, reducing its impact on the environment and recognises that the wise use of resources delivers both environmental and financial benefits. All members have equal responsibility for environmental performance but the day to day environmental management of the Firm is the responsibility of the executive committee (EXCO) and any questions relating to environmental issues or suggestions in ways in which the Firm could reduce its impacts on the environment should be addressed to EXCO. However, all staff are responsible for ensuring that the environmental policy is observed and that resources are wisely used. Objectives and targets for each of the Firm’s key impacts will be set and reviewed regularly by EXCO. The Firm’s suppliers are expected to reflect the Firm’s commitment to sound environmental practice. 2. Key Impacts The most significant environmental impacts that the Firm has results from:
3. Objectives and Targets 2007/2008 In support of the Firm’s environmental policy, the following objectives and targets have been adopted. 4. Energy The Firm will reduce the impact of energy use by being as efficient as possible and where practical, using renewable sources. The Firm’s aim is to reduce energy consumption by at least 5% through 07/08 when compared with usage in 06/07. The Firm will endeavour to purchase all or part of its annual gas and electricity supplies from a green energy tariff (energy that is generated from a renewable source such as wind or solar). The Firm has made a commitment to purchase of energy-efficient office equipment in order to reduce energy consumption and actively promotes the use of public transport (by way of providing interest free season ticket loans to staff) and by wherever possible ensuring that staff either use public transport or walk to meetings rather than use taxis and where possible, to use viable alternatives to travelling to meetings such as teleconferencing. Our main office is not air conditioned, and is a very thermally efficient building, thereby saving energy. 5. Waste The Firm will ensure that minimal waste is sent to landfill sites and will put in place where possible, measures to recycle as much of the waste generated as possible, specifically paper (both non confidential and confidential) by adopting electronic filing, encouraging the practice of double-siding all paper used, the use of email rather than sending letters and by not printing emails unless essential and by encouraging the recycling of cardboard, metal and plastic. Most of our waste is potentially confidential and is securely pulped by a specialist supplier. The pulp is re-cycled. The Firm will ensure that all redundant computer equipment is disposed of in a way that is environmentally and ecologically friendly and that hazardous waste is disposed of appropriately. 6. Materials The Firm will actively promote the reduction of its impact on the environment through more efficient use of materials, and where practicable, selecting environmentally preferable options. No non eco-friendly cleaning materials will be used unless there is no alternative; where possible, only organically grown or fair trade catering supplies will be purchased; alternatives to using plastic cups at water towers will be investigated; green alternatives will be found for stationery items such as Tippex and where possible, paper products using recycled paper will be purchased. The Firm is working closely with its suppliers to ensure that their activities support the Firm’s environmental targets and objectives. all major suppliers will be given a copy of the firm’s environmental policy and the Firm will endeavour to employ only those suppliers who have policies, procedures, and appropriate management systems in place to deal with their own environmental impacts. As new technologies are developed and new initiatives undertaken this policy will be updated to reflect the Firm’s ongoing commitment to improving its environmental policy. |
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