Our clear goals & targets

Our sustainability and responsible business commitments.

UN GLOBAL COMPACT – ADDRESSING THE 10 CORE PRINCIPLES

As a participant of the United Nations Global Compact and the UN Global Compact Network UK, we are proud to be working with other organisations that share our commitment to accelerating sustainability efforts and scaling up impact. We are dedicated to aligning strategies and operations with universal principles on human rights, labour, environment, and anti-corruption, and to take actions that advance societal goals.

By incorporating the Ten Principles of the UN Global Compact into our strategies, policies and procedures, and establishing a culture of integrity, we are not only upholding our basic responsibilities to people and planet, but also setting the stage for long-term success.

Learn how you can join us on this journey by clicking here.

Human Rights

Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights

Principle 2: Make sure that they are not complicit in human rights abuses

To meet our commitment to both principles, we have a published formal policy on both Human Rights and Modern Slavery for which all employees must pass e-learning modules.

Environment

Principle 7: Businesses should support a precautionary approach to environmental challenges

We exceed “precautionary approach” with a commitment to make environmental awareness, action and certification a core aspect of our business strategy.

Principle 8: Undertake initiatives to promote greater environmental responsibility

In line with our UN Global Compact commitments, we are very conscious of our responsibilities in this area and are continually enhancing our programme of initiatives in order to meet our goals.

To match our own certifications and internal goals, we encourage and work with clients to manage their own responsibilities. This is achieved through a wide-ranging series of actions including our own advice, services and products as well as introductions to third party support programs. We offer:

Strategic Business Planning to incorporate client sustainability goals into travel policy and processes
Provision of formal CO2 emissions reporting and data for inclusion in annual company statements to shareholders and governance bodies
Proactively led supplier negotiations to create environmentally friendly travel programmes including advice on Hotels, Electric Cars etc.
Training seminars and internal marketing to raise awareness of company responsibilities in the travel arena

Reed & Mackay have set a target to reduce our CO2e / FTE by 50% by 2035

To support client initiatives, we deliver messaging at point of sale to remind travellers of the opportunities available to reduce their carbon footprint.

Online booking message boxes to advise of optional ground transportation on applicable routes
Side by side Air/Eurostar search results for Paris/Brussels routes
Our online booking tool, R&M/Book enables clients to make informed purchasing decisions through visibility of the carbon emission difference, between a domestic flight and a rail journey to the same destination
Eco-friendly hotels are identified on all hotel search results

Labour

Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining

Principle 3 is honoured in the first part, but collective bargaining is not a facet of our business model as each person is employed on an individual contract of employment.

Principle 4: The elimination of all forms of forced and compulsory labour

Principle 5: The effective abolition of child labour

Principle 6: The elimination of discrimination in respect of employment and occupation

To meet our commitment to principles 4-6, we have a published formal policy against each element and employees undertake mandatory e-learning modules.

ECOVADIS

EcoVadis provides a sustainability ratings service for companies. The EcoVadis Business Sustainability Rating covers a broad range of non-financial management systems including Environmental, Labour & Human Rights, Ethics and Sustainable Procurement impacts.

The EcoVadis methodology is extremely flexible, it can adapt to the supplier profile across industries, geographies and sizes. It not only provides a score, but also the basis to drive an improvement programme aligned with other company commitments.

EcoVadis assessed our material sustainability impacts based on documented evidence, and the overall score reflects the quality of our sustainability management system at that time. The medal criteria are reviewed annually with the criteria from 1st Jan 2020 as follows:

Platinum - top 1% (overall score between 73 and 100)
Gold - top 5% (overall score between 66 and 72)
Silver - top 25% (overall score between 54 and 65)
Bronze - top 50% (overall score between 45 and 53)

In our first assessment we were awarded a Bronze medal with a score of 53 which puts us in the 68th percentile.

As one of our annual transformational objectives our minimum target for 2022 (current audit and submission in progress) is to move to Silver level, which we were 1 point away from in our previous assessment.

We have a partnership with ClimateCare, who enable clients to turn climate responsibilities into positive outcomes, by offering high quality carbon credits from a global portfolio of carbon offsetting and removal projects. In combination with their carbon footprinting services this can also enable clients to achieve carbon neutral status for their operations or products.

Principle 9: Encourage the development and diffusion of environmentally friendly technologies

In September 2021, a global partnership between Reed & Mackay and Neste - the world’s leading sustainable aviation fuel (SAF) producer - was announced, making Neste MY Sustainable Aviation Fuel™ purchase available to all of our clients.

Neste's Sustainable Aviation Fuel which is produced from waste oils provides the opportunity to reduce the emissions of air travel. Over its life-cycle, Neste MY SAF™ can deliver a reduction of up to 80% in carbon footprint compared to fossil jet fuel.

SAF delivers a direct impact benefit through immediate, measurable, in-sector emission reductions. These reductions, which such a partnership gives our clients access to, are able to be counted towards corporate sustainability efforts. The Science-Based Targets initiative (SBTi) guidance for the aviation sector recognises SAF as a solution for corporate customers to meet emissions targets for business travel, through a direct purchase of SAF from a fuel producer as well as indirectly through an airline.

We also deliver innovation in our proprietary technology offerings as described previously.

Anti-Corruption

Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery

To meet our commitment, we have a published formal policy and we carry out an annual Anti-Bribery and Anti-Corruption Risk assessment. All employees must pass e-learning modules.

EMPLOYEE ENGAGEMENT

Our employee’s commitment both mentally and emotionally to the organisation is something never taken for granted, in order to succeed we all need to be working 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.

Objective 1: To communicate regularly and effectively to all employees across the globe

To ensure we engage effectively with all employees across the globe using a method suitable for the majority
To celebrate, recognise and communicate the achievement of all employees globally
To be transparent with our goals including our highs and our lows

Objective 2: Employee Voice

To provide a safe environment where employees can share their opinions without repercussion
To ensure all complaints, suggestions and thoughts on improvement are recorded and actioned if possible

OUR ACTION AGENDA FOR 2022

Continue enhancement of the sustainability suite in our technology product offering to enable clients to create policy based on CO2 emissions and make more informed travel decisions based on granular emissions data
Design and implement a program of carbon literacy education across the business, along with professional training in sustainability for specific disciplines
Formalise the structure of our employee engagement and initiatives, connecting teams globally and across departments to spur collaboration and innovation
Strengthen sustainable procurement processes and proactively engage with our suppliers and partners to encourage and support them with their own sustainability goals
Complete a global carbon footprint of the Reed & Mackay Group across Scopes 1,2 and 3 using the GHG Protocol Standard
Further to a full global carbon footprinting exercise, we intend to formalise and document our emission reduction strategy

ISO 14001

ISO 14001 is the international standard for environmental management systems (EMS). It helps Reed & Mackay improve our environmental performance through more efficient use of resources and reduction of waste.

Reed & Mackay has held this certification since 2009 and is certified by Alcumus ISOQAR.

Reed & Mackay’s Environmental Management System was externally audited in July 2021. The audit confirmed that our management system is robust, and we achieved our re-certification to ISO 14001:2015.

As another of our annual transformational objectives with an environmental focus, our goal for 2021-22 is to improve CO2 reporting, and subsequently reduction initiatives, by collecting data for all Reed & Mackay global offices.

OUR PEOPLE AND THEIR WELLBEING

HUMAN RIGHTS

In a previous section of this report, we talked about the importance of our people and their wellbeing, highlighting our four pillars approach. Against each pillar, we have set objectives for the coming year:

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.

Objective 1: To discover and engage ethnic minority professionals

Extend our commitment to interviewing diverse candidates by reviewing and promoting our recruitment process internally. Ensure that every opportunity is used to recruit talented individuals from all ethnic backgrounds
Locate a specialist recruitment agency who will help us diversify our workforce by sourcing capable candidates from various ethnic backgrounds
Ensure approved recruitment agencies are taking a more inclusive approach to recommending candidates of underrepresented groups
Provide Diversity & Inclusion training for those involved in the recruitment and selection process

Objective 2: Create an Inclusive Culture for all employees

Ensure 100% of our people attend Diversity and Inclusion training over the next 12 months and regularly thereafter
Establish a Diversity & Inclusion Steering Group to ensure all strategies are carried out effectively. The steering group will be comprised of global senior leaders as well as key leaders in HR, will be gender balanced and include representatives from a variety of backgrounds, reflecting our broader workforce
Establish a Diversity & Inclusion Advocate Network with a diverse spectrum of individuals from around the globe, bringing together employees to help embrace and deliver change. These Advocates will connect people on a local level to the bigger strategy through online training and small networking groups
Ensure that every Executive Team member is accountable for diversity within their practices and teams

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.

Objective 1: Meaningfully Improve Opportunities

Incorporate diversity and inclusion into the core of our talent development strategy
Ensure learning and development opportunities are available and accessible to all, regardless of background, ethnicity or location
Enrich the development of all employees with continuous learning, with content that is representative of the entire workforce and workplace applicable
Ensure managers are equipped with the skills and characteristics to lead diverse and multi-cultural teams
Collect Diversity & Inclusion data on all Talent Development programmes to monitor the characteristics of applicants and participants
Mentorship programme - support and empower all employees, developing their skills and network to increase leadership succession. Pair high potential employees, especially those in a minority groups; with senior leaders to diversify the talent pipeline

Adapt the appraisal and off-boarding process to discover whether employees have faced any direct or indirect discrimination during the employee lifecycle and understand the experience of working for us and reasons for leaving. Acknowledge and act upon any detrimental equality, diversity and inclusion issues
Encourage employees to complete at least 70% of personal data when onboarding to help us understand the demographic of our workforce at all levels
Promote from within wherever possible, ensuring the development and progression of all employees across the globe

Objective 2: Aspirations and Development of the Next Generation

Increase the population of the younger generation specifically ages 18-25
Partner with colleges/universities to gain access to a diverse audience of potential candidates for the graduate programme. Identify and build future talent by providing graduates with a holistic programme over the first 18 months
Utilise the Apprenticeships scheme to attract and develop individuals in the context of our organisation

Design learning interventions specifically aimed at younger generations, including setting clear objectives, giving regular feedback, providing opportunities for upward communication and guidance on which skills they can develop or are developing on the job. Providing a strong support network, including mentoring or peer support
Design learning interventions that enable managers and leaders to understand how best to support young people, especially those in the transition between education and the workplace

WELLBEING

We want our employees to thrive and enjoy a positive working environment where both physical and mental well-being 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.

Objective 1: To provide exceptional support to all of our people across the globe

To continue to support all employees with wellbeing initiatives via regular articles and online training resources
Providing a pathway of support for all employees
Line Managers to be trained on how best to support their teams when they need it most
To increase our Mental Health First Aiders to spread the support globally

Objective 2: To create a happy and healthy working environment

To create enhanced flexibility for our workforce enabling a good work-life balance. Our aim is to liberate employees so they can make more effective use of their time and reduce home-life pressures. All whilst maintaining the extraordinary service levels provided to our clients
To create a heightened sense of awareness for all and the environment to which they work through methods of mindfulness. To help equip our employees with the ability to manage emotions internally and externally by enhancing emotional intelligence