Corporate Social Responsibility Policy

Corporate Social Responsibility Policy
About us
Guoman & Thistle hotels operate 37 hotels in key locations throughout
the UK, across two distinct brands: Guoman Hotels and Thistle
Hotels. We are committed to ensuring that we are a ‘socially
responsible’ company and take our commitment to the environment
and the communities in which we operate seriously.
Our community
Every Thistle and Guoman hotel is part of a
community. We’re working to create a culture
in which our employees, guests, suppliers and
contractors recognise this, and how operating
sustainably and sensitively will ensure our
long-term success.
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Our progress
Monitoring our progress is our Corporate
Social Responsibility committee. Led by an
executive board member, it includes senior
representatives from across our business.
It meets at least six times a year, and reports
directly to the Board every quarter.
Corporate Social Responsibility Policy
We define our social responsibility
into four key areas:
Marketplace
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esponsibility to our guests, suppliers and
R
partners as a leading hotel company. Acting
honourably, ethically and honestly at all times
throughout our business.
“Guoman & Thistle Hotels wholly endorses that it must provide much more than a
quality guest experience – with the Group actively addressing its responsibilities
and remaining committed to supporting, protecting and contributing to its social
and ecological environments, wherever possible.
With 37 hotels across the UK and over 5000 bedrooms in London alone,
the Group actively uses its resources to best effect in order to meet
its CSR ambitions. This is achieved by encouraging and rewarding
colleagues to think and act responsibly, providing a valuable
contribution to the industry through training & development,
recognising and supporting local charity partners and
maintaining a responsible attitude towards eco-policies.
Heiko Figge
MD, Guoman
& Thistle Hotels
The Group continually refreshes its everyday
practices to address these responsibilities, always
takes a proactive stance and grants 100%
respect towards its communities, an approach
that has become an integral part of Guoman &
Thistle Hotels day-to-day hotel culture.”
Workplace
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ommitment to what we regard as our most
C
valuable resource: our employees.
Environment
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oing all we can to reduce our impact
D
on the environment.
Community
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nsuring that each of our hotels is an
E
active partner in the communities in
which they operate.
Measurement and future goals
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Marketplace
As a leading hotel company, we are committed
to the highest standards of business practices
towards our guests, suppliers and partners.
Our services and facilities will, where reasonably practical, be
accessible to all, including those with disabilities or special needs.
All areas of our business will operate a healthy and safe environment
for our guests, employees, visitors and contractors.
We are committed to acting honourably at all times throughout our
business and as well as with third parties.
We are committed to the personal safety of all guests.
We are committed to appropriate investment in our properties.
Our purchasing department will always consider ethical and
environmental obligations in all activities.
Ethical and environmental questionnaires are a requirement within
our tenders and the results are used as part of the decision making
process when selecting suppliers.
We will not purchase from any organisation whose products are
produced with the exploitation of child labour, paying an unfair wage
in poor working conditions or any other violation of workers’ rights.
We are committed to honesty and transparency in our
communication with customers and we adhere to industry
best-practice in advertising and other marketing activity.
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Corporate Social Responsibility Policy
Key Actions Taken:
All of our contractors must
subscribe to a nationwide
Health & Safety scheme.
Our business works in partnership with
a leading independent H&S consultancy
overseeing and monitoring the standards
of safety and hygiene we achieve.
Employees are trained to the latest H&S
standards via our e-learning web site.
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Workplace
We recognise the value and importance of our employees and managing talent within our company
is a priority. Our employment policies not only comply with all relevant legislation, but seek to go beyond
that in order to ensure that the working environment within all areas of our business embraces diversity,
and offers fairness and equality of opportunity in every respect.
The key employment policies that we refer to include the following:
Recruitment
Applicants for employment within our business
will be assessed fairly, regardless of race,
gender, age, disability, marital status, sexual
orientation or religious belief. They will be
treated with honesty and respect at every
stage of the recruitment process.
Training and development
Appropriate training will be offered to all
employees in order to assist and empower
them within their daily work.
Remuneration
We will pay a fair wage for a fair day’s work.
Diversity and equal opportunities
All staff will be treated with dignity and
respect, regardless of their origin or
background. We embrace diversity and it is
viewed as a strength within our business.
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Anti-discrimination
We have robust anti-discrimination policies. Any
allegation of discrimination is taken extremely
seriously and dealt with accordingly.
Family-friendly working policies
We recognise the importance of all our
employees, including those who are working
parents, and we value and uphold the rights of
working parents under current legislation.
Talent management
We are keen to harness the potential of all
of our employees, actively encouraging and
supporting all those who demonstrate talent
and wish to progress within our organisation.
We offer a management training programme
and training courses aimed specifically at
those who wish to develop new skills and a
robust succession plan.
Employee consultation and internal
communications
Communication with our employees is a
priority and we actively seek opportunities to
engage with our staff. We welcome feedback
from our employees and listen carefully to
suggestions.
Health & Safety in the workplace
The health and safety of our employees is
vital and we make the appropriate investment
in equipment and training to ensure that
accidents and injuries are avoided. We provide
a safe and pleasant working environment.
Corporate Social Responsibility Policy
Key Actions Taken:
Diversity & Equal Opportunities
Springboard:
We have continued our work with the
Springboard charity to encourage and
attract young people to enter the industry
and see it as a positive career choice. We
have expanded the ‘Inspire’ programme to
our Guoman brand and through it we have
continued to offer valuable, structured work
placements within our hotels. In July 2011 we
took part in the Springboard ‘Summer School’,
with over 20 young people undertaking a work
placement within our properties.
Key Actions Taken:
Recruitment
E-Recruitment
In 2012 Guoman & Thistle hotels will
launch e-recruitment across the business.
This will allow us to see the best talent
faster and will broaden our talent pool,
enabling people from all diversities and
demographics to apply for roles.
“Having been with Thistle for over
13 years, I have benefitted first-hand
from a supportive career development
programme that has seen my skills
significantly improved. Being given key
career goals and opportunities to learn
from different teams across different
hotels, I’ve advanced with Thistle into a
senior role. In short, you don’t stay with
a company unless you’re looked after –
and I certainly have been!”
Marianne Brown
Operations Manager
The Royal Trafalgar
& Thistle Piccadilly
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Workplace
Key Actions Taken:
Employee Consultation
and Internal Communication
Let’s Listen Survey:
July 2011 saw Guoman & Thistle launch the
first colleague opinion survey, ‘Let’s Listen’.
Over (85%) of the workforce completed
the online survey and from September this
year each individual hotel will put in place an
action plan based on the results to increase
engagement within the business.
“Thistle has provided the best and most
knowledgeable guidance and support
available to start my career. Thistle
recognises potential future talent, and
values the importance of nurturing this
talent to succeed for the future.”
Gemma Pott
Operations Graduate
The Caledonian by Thistle,
Aberdeen
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Key Actions Taken:
Training & Development
Graduate Scheme:
The first Guoman & Thistle graduate scheme
is entering its second year. Having now
completed a placement in every department
within the hotel the graduates have now
chosen a specialism to prepare them for their
future management careers with us.
Apprenticeships:
London Guoman hotels are currently piloting
a bespoke Front of House Apprenticeship
scheme to develop the skills of key service
staff and earn them a nationally recognised
qualification. It is hoped that a similar scheme
will be rolled out nationally over the next year.
E-Learning:
In March 2011, e-learning was introduced
across the business to enable colleagues
to complete mandatory training, such as
H&S, online at their own pace. Dedicated
e-learning PCs were put in place to
allow access for all colleagues. The
mandatory training is just the start of the
e-learning journey, with hotel induction and
development training planned for 2012.
Corporate Social Responsibility Policy
“After a career in the army and at
the age of 69, I can still share my
knowledge and experience with the
younger members of the team and in
turn they guide me through the latest
technologies. Differing age levels
means more viewpoints and a creative
environment to work in.”
Hugh McClymont
Food & Beverage Operative
Thistle Haydock
“Thistle has provided me the opportunity
to be part of a knowledgeable and
inspirational team helping to positively
shape the company’s future, direction
and growth. I value the impact this has
on enriching my personal development
and future career with the company.”
Triona Boyle
Sales Graduate
Thistle Euston
Key Actions Taken:
Talent Management
Acorn Award Winners:
We have continuously
developed our future
leaders within the business
and this year has seen two of
our rising stars win industryrecognised Acorn awards.
Both Vidur Kapur and Marianne
Brown beat other top talent to
secure the prestigious Hospitality
awards, recognising the
achievements they have made
on their chosen career paths
within the industry.
Talent Planning
For The Future:
In 2011 we have taken a more
structured approach to the way
we develop and manage our
talent. With our HR Business
Partners we have been able
to identify talented candidates,
plan their development
and ensure we retain these
managers of the future.
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Environment
Guoman Hotel Management (UK) Limited actively seeks ways to reduce our impact on the environment
and we work with suppliers, partners and our team members to ensure that we all understand the
environmental impact of our operations. All areas of our business are targeted with reducing energy
and water consumption and increasing recycling levels.
“Challenging targets for reducing
energy consumption and waste
generation can only be met by the
close management of the technical and
operation aspects of our properties
by skilled and motivated maintenance
managers and staff.”
Energy consumption
Energy consumption is the largest environmental
impact of our business and we actively explore,
and implement as appropriate, any initiative
that could reduce our energy consumption.
For example, low energy lighting, regular boiler
efficiency audits, maximum water temperatures
and movement sensor-controlled lighting are just
some of our current initiatives.
Waste management
As a group standard, every one of our hotels
is targeted with ensuring that the proportion
of their waste that goes to landfill is less
than 30% in each financial year and we are
committed to increasing recycling levels year
on year. Waste streams are segregated at all
hotels and paper, glass, electrical equipment,
lighting, metals and cardboard are recycled.
Water
Society often overlooks that water is a
scarce resource, but we actively strive and
encourage our team members to conserve
water usage throughout our business. By
detailed measurement and innovation to reduce
consumption, we have implemented a proactive
water monitoring process to quickly identify
leaks and potential problems, in addition to
providing water saving devices in toilets and
restrictors for taps and showers.
We continue to work with suppliers to reduce
the excess packaging and increase the use of
recycled cardboard and reusable delivery trays
wherever possible.
Responsible purchasing
We ensure that all our suppliers are aware of
our environmental goals and have their own
environmental policies in place. Wherever
practical, we purchase products made from
renewable and ethically sound sources.
Mohamed
Busheha
Chief Engineer
Thistle Marble Arch
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Corporate Social Responsibility Policy
We aim to exceed the minimum standards our
business is required to achieve by environmental
legislation and set our general managers
challenging environmental targets to meet.
Every hotel’s performance in each financial year
is accurately measured and reported to the
CSR committee for review.
We recognise that people are key to our
environmental success and all employees are
encouraged to be environmentally responsible
through regular training, instruction and
awareness raising activities.
This policy is regularly monitored by the group
CSR committee and updated to reflect new
initiatives and processes that can further
drive our ability to reduce our impact on the
environment both locally and nationally.
Fact:
Water-saving devices in many rooms and
public toilets have cut water consumption by
over 50%.
Fact:
Thistle Manchester was awarded a silver
award in the 2010 Environmental Business
Pledge awards.
“We set our General Managers
challenging environmental targets
to meet, with performance in each
financial year measured and success
rewarded through the ‘Green Hotel
of the Year’ award in the Company’s
annual performance awards.”
Fact:
By auditing the waste we generated, we
recycled 5% more waste in 2010 than 2009
and were able to reduce the number of
unnecessary vehicle movements.
Fact:
In 2010 we installed low energy equipment
and lighting that saved 160 tonnes of C02.
Simon Farr
Operations Director
Thistle Hotels
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Community
We recognise and value the communities that we operate within. As a successful and progressive hotel
business, we wish to interact with and support these diverse communities wherever possible.
Oxford Street Clean Thistle Marble Arch, London
Aberdeen Winter Care Shelter Thistle Aberdeen Altens and Thistle Aberdeen Airport
Our commitment to the community includes supporting local charities
at individual hotels, forming and maintaining links with local schools and
colleges for work experience placements and assisting employees that
wish to volunteer to assist local community projects where appropriate.
Our corporate policy is to nominate and support a charity each year,
details of which can be found on our corporate websites:
www.thistle.com and www.guoman.com
Young Bristol The Grand, Bristol
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Corporate Social Responsibility Policy
Springboard
As a charity helping young, unemployed and
disadvantaged people find sustainable careers
within the hospitality and leisure sector,
Springboard’s values are close to Guoman &
Thistle Hotels’ own regarding developing and
strengthening talent – the two have worked
closely together to set people on their way to
long and vibrant careers within the industry.
“Springboard is absolutely delighted to
receive such magnificent support from
Guoman & Thistle Hotels in the UK. As
a charity working directly on behalf of
the hospitality sector, we need major
hospitality players like Guoman & Thistle
to fly the flag for our work supporting
young people, disadvantaged groups and
the unemployed into inspirational careers
and opportunities within the industry. This
fantastic effort will ensure that Springboard
can continue its vital work in encouraging
these groups into meaningful positions and
making a real difference to people’s lives.”
A dedicated three month fundraising activity
drive has seen the Group raise over £100,000
for the hospitality careers charity.
Commenting on the success of the charity
initiative, Heiko Figge, Managing Director of
Guoman & Thistle Hotels, said “As a group,
we remain passionate about industry learning
and believe in contributing to skills and actively
developing talent within our industry. Charities
like Springboard are essential to the hotel
industry, so it is only right that we should
support them in turn, and what better than
with this remarkable donation I’m delighted to
be able to share with Springboard.”
Stephen Moss
Chairman
Springboard UK
From right to left: Heiko Figge, Managing Director, Guoman
& Thistle Hotels; Tim Cordon, General Manager, The Cumberland;
Kymberley Hill, Head of Public Relations, Guoman & Thistle
Hotels; Stephen Moss, Chairman, Springboard UK.
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Measurement and future goals
We have a Corporate Social Responsibility committee that meets at least four times per year, with senior level
representatives from all areas of the business including operations, purchasing, human resources and sales &
marketing. This committee is tasked with upholding our duty of care to the environment and our communities.
“Our customers are very aware of
social and environmental issues
and we share those values.
We have a responsibility to our
employees, our stakeholders
and the communities in which
we operate to do the right thing
socially, economically and
environmentally.”
Quarterly performance reports are provided to the Board to review progress.
We aim is to exceed the minimum standards our business is required
to achieve by environmental legislation and set our general managers
challenging environmental targets to meet. Within each hotel we have
an Energy committee to proactively seek ways in which we can reduce
our carbon footprint and waste.
Every hotels performance in each quarter is accurately measured and
reported to the CSR committee for offer support and guidance.
We recognise that people are key to our environmental success and all
employees are encouraged to be environmentally responsible through
regular training, instruction and awareness raising activities.
Tim Corden,
General Manager
The Cumberland
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As for the future we will continue to work with our staff, suppliers,
customers and local communities to develop our CSR policies further.
Corporate Social Responsibility Policy
Within each hotel we have an Energy
committee to proactively seek ways in which
we can reduce our carbon footprint and waste.
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Further information about CSR at Guoman & Thistle hotels can be found
at our corporate websites – www.guoman.com and www.thistle.com
Alternatively, please email [email protected]
Guoman Hotel Management (UK) Limited Registered in England No. 262958. Registered office: PO Box 909, Bath Road, Uxbridge UB8 9FH