How we can make a real difference

Demonstrating how we align our clear sustainability strategy with the core overall business strategy.

ALIGNING OUR VALUES TO OUR SUSTAINABILITY COMMITMENTS

In 2021, we re-set our company goals and values following an extensive review of our culture and our service. Having a defined set of goals and values enables us to provide a clear direction for the company so our people feel they can make a real contribution and effectively represent our brand.

We have highlighted our four most important values - each with a representative assessment of how they can be acknowledged. The value assessments dovetail substantially, placing our core values and our people in total alignment with our corporate sustainability commitments and ambitions.

Passion

We love what we do. We are energetic, take responsibility and achieve extraordinary results. We inspire customers with our entrepreneurial spirit and are passionate about our exceptional levels of service.

Inspire amazing results
Love what you do
Step into their shoes

“Step into their shoes” - we are proactive in our approach to sustainability, using our intimate knowledge of our clients’ businesses to create specialised solutions.

Care

We treat others as we would want to be treated ourselves, demonstrate compassion and empathy, going out of our way to promote equal opportunity and protect the well-being of our colleagues, clients, communities and the environment.

We look after each other
We create camaraderie
We care on a big scale

“We look after each other and we care on a big scale” – our sustainability mission is built on solid ground with widespread internal support.

Entrepreneurial

We’re not afraid to be different. We don’t follow. We’re dynamic, creative and we stand out from the crowd. We communicate without criticism and aim to change people’s lives for the better.

We own this together
We’re brave and imaginative
We make change happen

“We own this together – we make change happen” – we don’t have to pressurise our people to share our corporate goals, the required commitment and drive already exists.

Fun

We enjoy what we do. We share stories and successes, engage with each other, laugh, and avoid taking ourselves too seriously. We keep smiling even when facing adversity.

We’re one team and everyone’s contribution matters

Our people provided this value – it sums up our attitudes perfectly.

Our mission:

To connect people effortlessly and enable business relationships to flourish sustainably.

KEY POLICIES & MANDATORY TRAINING

At Reed & Mackay, our mission and values are driven through a collection of company policies, all of which are held accountable by a member of the Executive Team. All policies set a clear direction for how we expect those working for, and on behalf of our company to behave.

The following key policies address important aspects of sustainability and responsible business practice. They are in the public domain and available on request.

Anti-Bribery & Anti-Corruption Policy

We are committed to conducting business in an honest and ethical manner. We uphold all laws relevant to countering bribery and corruption. We take a zero-tolerance approach to bribery and corruption and we are committed to operating professionally, fairly and with integrity in all our business dealings and relationships. Our people are encouraged to raise concerns about any issue or suspicion of malpractice at the earliest possible stage. Queries are raised with Reed & Mackay’s Global Finance Director, who is accountable for our Anti-Bribery & Anti-Corruption Policy.

Accountable: Global Finance Director

Training: All employees must complete Anti-Bribery & Anti-Corruption training when they join the business.

Anti-Money Laundering Policy

We are committed to undertaking due care and diligence to ensure that we conduct our business only with reputable clients and suppliers involved in lawful activities undertaken in good faith, and to create an effective Anti-Money Laundering (AML) programme. We adhere to all current money laundering and terrorist financing prevention laws. All employees are required to record and promptly report all suspicious activities to the Global Finance Director, who is also the appointed Money Laundering Reporting Officer (MRLO).

Accountable: Global Finance Director

Training: Employees from selected departments must complete Anti-Money Laundering training when they join the business.

OUR PEOPLE DEFINE OUR VALUES AND DRIVE OUR STRATEGY

Traditionally organisations tend to illustrate their structure as a triangle with the Executive Team at the apex. Reed & Mackay’s reputation has been built around the quality of its “high-touch” service, and it recognises that employee interaction with clients is paramount to understanding and meeting client expectations.

Our structure can be viewed as an inverted pyramid with employee at the top and information from client interactions filtering down through the management chain to inform the business strategy.

Our People

Our people are responsible for working towards their objectives while adhering to policy, processes and procedures; and for identifying and highlighting risks and improvement opportunities.

Line Managers

Line Managers agree individual objectives with employees which are aligned to departmental objectives. They manage the performance of employees and resources to ensure that the direction and definition of activities provided by Department Heads are followed.

Department Heads

Department Heads, some of whom are members of the Leadership Team, define departmental objectives which are aligned to corporate objectives and therefore the overall business strategy/plan.

Executive Team

The Executive Team are actively involved in the daily operations of the business and collectively define the mission, vision, business strategy/business plan and corporate objectives for the global organisation using various tools and resource, including:

Feedback from stakeholders
Business and market intelligence regarding the travel industry and industries that make up Reed & Mackay’s market share, both from national and international perspectives
Technological, political, economic, financial developments
Current and future resourcing requirements identified by Senior Management
Outputs from bi-annual Management Review meetings
The Executive Team reviews progress of the business and related issues arising from business operations during Executive Team meetings

Information and actions to be taken are communicated during one-to-one and team meetings with Senior Management, participation in working groups, business updates, conferences etc.

Equality & Diversity Policy

We have a zero tolerance to discrimination and is committed to confront and eliminate discrimination whether by reason of race, colour, nationality, religion or belief, sex, sexual orientation, marital status, age, ethnic and national origin, education, experience, socio-economic status, disability or gender reassignment.

We recognise that a talented and diverse workforce is a key competitive advantage and as a result, we are committed to encouraging diversity in our workforce. We are an equal opportunities employer whose aims are to ensure that:

employees are able to achieve their full potential
all employment decisions are taken without reference to irrelevant or discriminatory criteria
our supply chain, partners and all parties involved with Reed & Mackay adhere to the principles of equality, value diversity and ensure fairness

Accordingly, we afford equal employment opportunity to qualified employees and applicants regardless of their race, colour, religion, sex, national origin, sexual orientation religion, age, or physical or mental disabilities in conformity with all applicable federal, state, commonwealth and local laws and regulations.

Accountable: Global HR Director

Training: All employees receive a comprehensive induction from the HR Team upon joining the business where our Equality & Diversity Policy is discussed. Reed & Mackay’s Employee Handbook outlines expectations on employees with regard to Equality & Diversity.

Modern Slavery & Human Trafficking Policy

We are committed to undertake due care and diligence to ensure that we conduct our business in accordance with our obligations under the Modern Slavery legislation in the territories in which we operate in.

We recognise that in addition to a legal obligation by virtue of our operations in territories where Modern Slavery legislation applies, we also have an ethical responsibility to support the aims of the legislation and endeavour to ensure we minimise Modern Slavery risks throughout our global business and supply chains.

All employees are required to record and promptly report all suspicious activities to the Governance, Risk Management & Compliance Team.

In accordance with legislation Reed & Mackay prepares a Modern Slavery statement for each financial year describing the steps we have taken to ensure that slavery and human trafficking is not taking place in its business and supply chain. The statement is approved by the Executive Team and published as required, including on our website.

Accountable: Group CEO

Training: All employees must complete Modern Slavery & Human Trafficking training when they join the business.

Health & Safety Policy

Our Executive Team recognise the significance of Health & Safety and is committed to providing and maintaining a safe and healthy working environment to all employees and visitors. Our Global HR Director has overall responsibility for Health & Safety and has assigned day-to-day management of Health & Safety to the Office Manager.

The Office Manager is responsible for conducting regular workplace inspections and risk assessments (including workstation assessments) and taking appropriate actions as a result. Appropriate Health & Safety documentation and records (e.g.: accident logs, hazardous substance data sheets, and training certificates for fire wardens and first aiders) are maintained appropriately in accordance with applicable laws and regulations.

Planned evacuations occur at all office locations at least annually and areas for improvement are logged and addressed by the Office Manager. Emergency exits and evacuation signage is clearly displayed.

Health & Safety due diligence is carried out on suppliers who provide a service physically at Reed & Mackay’s site, or a site where they have responsibility for Health & Safety.

The policy was adapted significantly as a result of the COVID-19 pandemic with the effects emanating from the global and national lockdowns and the subsequent return to working in a safe office environment. The review particularly considered health, safety and wellbeing for employees required to conduct work from a home environment.

Accountable: Global HR Director

Training: All employees receive a comprehensive Health & Safety induction upon joining the business. Display Screen Equipment (DSE) assessments are available to all employees.

Corporate Social Responsibility Policy

We recognise the importance of Corporate Social Responsibility and embedding this within the company culture and integrating in all business decisions.

Being a responsible company isn’t just about having a policy or saying the right thing. It’s about the way we think, the way we behave and running our business sustainably, with a sense of purpose and consciousness about the world we inhabit.

We are committed to promoting best practice within business and to developing our employees through activities and initiatives which enable us to minimise the impact and maximise the benefits our work has on the environment and people around us.

The Company will comply with, and aim to exceed, all relevant regulations, legislation and other relevant requirements. All employees are responsible for complying with this policy and associated standards.

Accountable: Global HR Director

Training: All employees receive a comprehensive induction from the HR and GRC Teams, where environmental and CSR principles are discussed. Our Employee Handbook outlines expectations on employees with regard to Corporate Social Responsibility.

Environmental Policy

Our Executive Team recognise that being an environmentally responsible business is fundamental to the brand promise of “Extraordinary Travel Management”. Our Brand Pillars of “Extraordinary Service”, “Sharper Efficiency”, “Deeper Understanding” and “Inspired Intelligence” are integral to our commitment to the protection of the environment, the prevention of pollution, sustainable consumption, the continual improvement of our environmental performance and the fulfilment of our compliance obligations.

Annual “transformational” environmental objectives are documented by the Governance, Risk Management & Compliance Team and are formally reviewed and updated on an annual basis. We comply with all relevant environmental regulations, legislation and other relevant requirements.

Accountable: Group CTO

Training: All employees receive a comprehensive induction from the GRC Team, where our environmental practices are discussed. Green awareness programmes take place at least annually.

THE IMPORTANCE OF OUR PEOPLE AND THEIR WELLBEING

We welcome, grow and celebrate the extraordinary; it is our mission to emanate our values across the globe encompassing a variety of perspectives and a commitment to our people that everyone matters. We seek to be inclusive and diverse creating a working environment where everyone is appreciated and encouraged to thrive.

We have four main pillars to the foundation of our approach in this area.

Pillar 1: Human Rights

Our workforce is made up of individuals with their own unique identities. They represent a variety of ages, ethnicities, abilities, faiths and beliefs, sexual orientations, gender identities, parental and caring responsibilities, socioeconomic and educational backgrounds. It is important that we promote an open, respectful, and transparent culture, where difference is encouraged, and everyone can be appreciated for who they are.

Pillar 2: Talent Development

Talent Development plays a key role within our business by retaining, attracting, developing and motivating our employees, ensuring everyone is working towards our organisational goals. Every employee’s development and aspirations are listened to and valued, creating career paths and opportunities for all. Employees must feel comfortable being themselves, leveraging their unique strengths and sharing their perspectives. Ensuring that everyone can make an impact and understand why their work fits into the bigger picture.

Pillar 3: Wellbeing

We want our employees to thrive and enjoy a positive working environment where both physical and mental wellbeing is always high on the agenda. Knowledge is key and we empower our employees to know and understand how important it is to look after your body and mind. As a business we have built a culture designed to protect and nurture our employees. In order to create organisational and individual resilience we intervene early and support through every step of recovery.

Pillar 4: Employee Engagement

Our employees' commitment, both mentally and emotionally, to the organisation is something that is never taken for granted - in order to succeed, we all work towards one organisational goal. It is through high engagement that drives Reed & Mackay and its employees to be exceptional, in turn providing the best service to our clients. Our culture is at the heart of our business allowing everyone to play an important and invested role in its success.