Our clear goals & targets

Our sustainability and responsible business commitments.

UN GLOBAL COMPACT: ADDRESSING THE 10 CORE PRINCIPLES

As participants of the United Nations Global Compact and the UN Global Compact Network UK, we’re proud to be working with other organisations that share our commitment to accelerating sustainability efforts and scaling up impact. We’re 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.

We’re setting the stage for long-term success in our responsibilities to our people and the planet, by incorporating the 10 Principles of the UN Global Compact into our strategies, policies and procedures, while establishing a culture of integrity. 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 they are not complicit in human rights abuses.

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

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 Labour and Human Rights policy against each element and employees undertake mandatory 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.

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

We will continue to address Principles 8 and 9 in a variety of ways through different aspects of our business and sphere of influence.

Environment Action Agenda 2023

1. Roll out sustainability enhancements to our technology and reporting products, powered by granular CO2 data and carbon compensations from SQUAKE.

2. Implement a programme of carbon literacy education across the business, while continuing to make professional training in sustainability available for specific disciplines where appropriate.

3. Upload and expand the scope of the global Reed & Mackay carbon footprint onto Saas CO2 management platform, including additional Scope 3 categories of employee homeworking and commutes.

4. Develop and submit our near-term and net-zero targets to Science Based Target initiative for its validation.

5. Publish our pathway to achieving net zero by 2050 at the latest, in line with our Net Zero Carbon Events Pledge.

6. Complete our second response to CDP Climate Questionnaire with the aim of receiving a minimum of ‘Awareness-Level’ engagement score.

7. Engage with the landlords in all of our global locations, aiming to influence a change to renewable energy suppliers. Investigate RECs & PPAs where this is not possible.

Our Clients

To match our own certifications and internal goals, we will encourage and work with clients to manage their own responsibilities. This can be achieved through a wide-ranging series of actions including our own advice, services and products as well as introductions to 3rd-party programmes.

Our plan to continually enhance sustainability support includes:

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 lead supplier negotiations to create environmentally friendly travel programmes, including advice on hotels, electric cars etc.
Educational webinars, in-person events and digital communications to raise awareness of company responsibilities and opportunities for sustainability within managed corporate travel programmes.
Providing the most current, credible, granular CO2 data and messaging at point of sale to enable travellers/bookers to take advantage of the opportunities available to reduce the carbon footprint of their travel and make more eco-friendly accommodation choices

Our Industry & The Wider World

We seek to lend our voice to initiatives and groups advocating for the decarbonisation of the travel industry as well as business and industry on a global scale. Our participation in the UN Global Compact underpins all of our efforts, giving us the opportunity to engage in promotion of, and collaboration towards, shared solutions on a global and cross-sectoral scale. We also look to use our vast knowledge and experience in our own field to influence and work together with various bodies on specific issues in our industry.

We also want to identify and help amplify the efforts of any other organisations with environmental missions that resonate with our ethos. This may range from philanthropic partnerships with environmental non-profits and enterprises, to promoting innovative businesses, projects and climate solutions in need of investment, to all of our stakeholders.

Our Operations & Our People

We tackle internal environmental aspects of our business through our ISO 14001 certified environmental management system, which includes ROAR group meetings and employee engagement. These strategy meetings serve as a platform for discussing our progress towards sustainability goals, identifying areas of improvement and sharing best practices. Our newly created employee engagement initiative, R&M Champions,

also gives our people the opportunity to actively participate, providing valuable insights and ideas on how we can make our operations more sustainable. Additionally, we encourage our employees to adopt environmentally sustainable practices in their home lives as well as day-to-day work, such as reducing energy usage and minimising waste. We understand that internal sustainability is crucial to our long-term success.

Anti Corruption

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

To meet our commitment, we have published an Anti-Bribery & Anti-Corruption Policy and perform Anti-Bribery & Anti-Corruption Risk Assessments annually. All employees must complete mandatory online training.

ECOVADIS

EcoVadis provides a sustainability ratings service for businesses. 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 and can adapt to the supplier profile across industries, geographies and sizes. As well as providing a score, it’s also the basis to drive an improvement programme aligned with other company commitments.

EcoVadis assessed Reed & Mackay’s material sustainability impacts based on documented evidence, with the overall score reflecting the quality of our sustainability management at that time. The medal criteria are reviewed annually; the criteria from 1 January 2022 is as follows:

Platinum - top 1% (overall score between 75 and 100)
Gold - top 5% (overall score between 67 and 74)
Silver - top 25% (overall score between 56 and 66)
Bronze - top 50% (overall score between 47 and 55)

In 2022, we were awarded a 'Gold' medal with a score of 68, which puts us in the 94th percentile. That means we scored higher or equal to 94% of all companies rated by EcoVadis.

This year, we are in the process completing our third EcoVadis assessment and have made it a transformational objective to retain our 'Gold' medal status.

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

ISO 14001

ISO 14001 is the International Standard for Environmental Management Systems (EMS). We are committed to aligning our EMS with the clauses of the ISO 14001 standard and have been certified since 2009.

Aligning to this standard guarantees we have processes in place to reduce the environmental impact of our activities and services and meet relevant compliance obligations.

Reed & Mackay's compliance to ISO 14001 is externally audited by Alcumus ISOQAR annually.

We have made it our business-as-usual objective to demonstrate we have a robust Environmental Management System that meets the requirements of ISO 14001.

OUR PEOPLE AND THEIR WELLBEING

Human Rights

Objective 1: Improve awareness and promote diversity across the business

Ensure at least 95% of our people attend Diversity and Inclusion training over the next 12 months and regularly thereafter.

Ensure every opportunity is used to recruit talented individuals from a diverse range of backgrounds.

All managers or those involved in the hiring process will complete the Interview Skills training.

85% of UK employees to submit diversity monitoring data for benchmarking purposes. Other countries will also be encouraged to submit data in line with local legislation.

Increase the balance of age distribution, particularly focusing on developing our employees aged 18-25, to ensure we have a pipeline of talent within the business.

Ensuring all internal mobility and promotions are inclusive and free from discrimination.

Increasing opportunities for flexible working, including encouraging managers to consider options for flexible working for the diverse range of roles we have across the company.

Ensure every Executive Team member is accountable for diversity within their practices and team.

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’s important we promote an open, respectful and transparent culture, where everybody’s differences are encouraged and can be appreciated for who they are.

Objective 2: Create an Inclusive Culture for all employees

Establish a Diversity & Inclusion Steering Group to ensure all strategies are carried out effectively. The steering group will comprise global senior leaders as well as key leaders in HR. The group will also 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 employees from around the globe, 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 every Executive Team member is accountable for diversity within their practices and team
Launch a diversity calendar focusing on a different area of diversity and inclusion each quarter

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 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’s representative of the entire workforce and workplace
Ensure managers are equipped with the skills and characteristics to lead diverse and multi-cultural teams
Collect Diversity and Inclusion data on all Talent Development programmes to monitor the characteristics of applicants and participants

Develop our 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 life-cycle and understand the experience of working for us and reasons for leaving. Acknowledge and act upon any detrimental Equity, Diversity & 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 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.

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. We aim to liberate employees so they can make more effective use of their time and reduce home-life pressures, while 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 mindfulness. To help equip our employees with the ability to manage emotions internally and externally by enhancing emotional intelligence