The Hemming Group recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination.

HGL will seek to promote the principles of equality and diversity in all its dealings with employees, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public. 

All employees and those who act on the Company's behalf are required to adhere to this policy when undertaking their duties or when representing the Company in any other guise.

Unlawful discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Company will take all necessary action to prevent its occurrence. Specifically, The Hemming Group aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, gender reassignment, race (including colour, nationality, caste and ethnic origin), disability, sexual orientation, marital status, part-time status, pregnancy or maternity, age, religion or belief, political belief or affiliation or trade union membership or any other protected characteristic.

This commitment applies to all aspects of employment, including: 

• recruitment and selection, including advertisements, job descriptions, interview and 
  selection procedures
• training
• promotion and career-development opportunities
• terms and conditions of employment, and access to employment-related benefits and 
  facilities
• grievance handling and the application of disciplinary procedures
• selection for redundancy

Equal opportunities practice is developing constantly as social attitudes and legislation change. The Company will review all policies and implement necessary changes where these could improve equality of opportunity.

Career development

While positive measures may be taken to encourage under-represented groups to apply for employment 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 Company will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career-development opportunities.

Complaints of discrimination

The Company will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties and will take action where appropriate. If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your Line Manager, Sector Head or HR using the Company's Grievance Procedure.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Company is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Company's Disciplinary Procedures.

Investigating accusations of unlawful discrimination

If you are accused of unlawful discrimination, the Company will investigate the matter fully. During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions. 

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action. If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

Hemming Group are responding to the climate emergency head on.  Our Green House Gas emissions reduction goals of 50% reduction by 2030 and net zero by 2050 are aligned with the Paris Climate Agreement and our plan to reach those goals include both large and small targeted changes on a month by month basis.

Purpose

The purpose of this Environmental Sustainability Policy is to outline our commitment to reducing Greenhouse Gas emissions (hereafter referred to as GHGs, emissions or CO2e) and reducing our waste footprint, within our organisation, and in the products we deliver. This will be known as “Get Zero!”.

We will communicate this policy to all our stakeholders, including clients, suppliers and staff. We will do this to enable them to work with us in achieving our ambitions in this important area. 

We recognise that the environmental impacts from our products mostly derive from –

• emissions from fuel usage and waste from single-use items
• paper, printing and delivery
• use of IT, including the internet and particularly the use of AI 

We therefore hope to increase environmental awareness across our organisation and with our suppliers and customers with this policy and embed carbon reduction and zero-waste practices in our everyday business and interactions with stakeholders.

Our values and the environment 

Strategic – we have a clear ideas of where we want to be in five years and a roadmap of how we intend to get there
Once we have our base year assessment we will be able to commit to a clear set of mile stones on our journey to 50% reduction and net zero

Collaborative – we respect each others work loads and timescales and understand the importance of working together to meet our common goals
Only by working together will we be able to achieve our goals

Innovative – we value and nurture creativity; investing in it to create innovative, ground-breaking solutions for our customers and markets.
Reaching our goals will involve creativity and a willingness to innovate our processes, products and services

Sustainable – we strive to achieve the triple bottom line of People Profit Planet and to balance the needs of all three
We acknowledge the business imperative as well as the moral imperative bound up in reducing our GHGes and in actively spreading the importance of this issue in all our sector audiences.

Ethical – we are a decent and honourable company to work for and do business with and we understand the importance of supporting mutual growth
Ethically and morally it is no longer a matter of choice to address the climate disaster or to use our influence to help our customers in their own GHGe reduction journeys.

Statement of Intent

Net-zero Goals

Our aim as a responsible business is to create a future fit for everyone. We therefore publicly support a 1.5°C above pre-industrial levels future and are aligning our climate mitigation targets to reach Net Zero Global emissions by 2050 at the latest across our company operations.
We further aim to reduce our emissions by 11% annually to reach the 2030 target of 50% reduction since our base year of 2023

We also recognise that most of our business activities are Scope 3 as they are contracted services. Therefore, we commit to measuring emissions from business activities across energy, travel and transport, catering and production, printing and delivery and our online and in-office work.

We aim to reduce business emissions from products we deliver and contract, in line with a 1.5°C pathway.  Where no greater emissions reduction is possible at that time we will consider mitigating them with accredited offsetting projects appropriate to the sector served.

The Circular Economy

In addition, we are committed to becoming a Circular Economy business. This means we will reduce waste across all company owned operations with a view to diverting 90% from landfill and incineration. We are also committed to running “Circular Events” across our five test events in 2025, increasing that to cover all event deliveries by 2030. This means we will divert 90% from landfill and incineration. 
Monitoring and Reporting
We commit to monitor, review and report on our progress on a annual basis and use the ongoing learnings to inform our approach to reducing emissions and waste across our operational and event activities. 

Our commitments 

We are committed to responsible environmental operations, publishing and event planning and as such commit to reducing greenhouse gas emissions and waste across both our operational activities and our product delivery.  We have applied the basic/better/best practice grades to our commitments. In order to achieve this, we are committed to:

• Joining Science Based Targets initiative Business Ambition for 1.5°C - Best practice
• Halving our greenhouse gas emissions before 2030 across all company owned operations. To do this we will set 2023 as our baseline year and set a yearly reduction target of at least 15% - Better practice
• Achieving Net Zero emissions by 2050 or sooner if possible - Best practice
• Disclosing our progress on a yearly basis - Best practice
•  Integrating positive climate activity in business strategy - Best practice

Our environmental journey

2024

We are conducting a comprehensive assessment to understand our greenhouse gas emissions caused by the materials and energy we use in the production and provision of our products and the pursuit of our business for our base year of 2023.
We are pinpointing both our areas of high emission and easy wins and are planning how to make impactful reductions in those areas.

Our environmental champions

We believe that it is imperative that our people are involved at every level of our environmental journey if we are to achieve our stated, net zero goals.  We have a panel of Champions drawn from all our teams who guide and drive our environmental improvements and reductions at our grassroots level.

2025 – 2030

We will continue to monitor and assess our GHGe annually to pinpoint areas to make reductions; plan how to change our processes and the materials we use and execute those plans.

• We will question our customers and our own needs to and reduce the quantity of materials used
• We will include environmental reductions and the circular economy at the planning stage of all our products.
• We will work with our suppliers, supporting their reduction journeys, working towards only working with those who have pledged to Race to Zero or committed to Science Based Targets by 2030.
• Request our events landlords to switch to a 100% renewable energy provider
• Support our employees to switch to renewable energy in their homes
• Support our employees to switch to electric vehicles
•  Actively promoting lower impact travel options for staff travel with reward schemes in place. 
• Measuring our annual emissions from staff travel for meetings and events, and for company transport. Staff will be asked to keep a record of their travel to and from meetings and events to facilitate measurement.
• Setting limits and / or restrictions on flights for business travel to ensure reductions are in line with our 1.5 °C commitment. 
• Communicating to staff that business travel should be undertaken by low-emitting transport wherever this can be done in less than a business day. This includes C-Suite travel.
• Offering a 75/25 split for plant-based options in staff and parties and in-office catering. our communal kitchens / internal and external. At least 50% of beverages will be plant-based.
• Diverting food waste from landfill and ensuring our office and facilities buildings have food composting bins and the relevant collection service and reducing food waste in our offices by educating staff.
• Ensuring that waste is segregated within our offices with contractors to manage these.
• Reducing emissions associated with services we are contracted to deliver as far as possible, starting from the beginning of the project. 
• Writing a Sustainable Energy Plan for every product to detail our mitigation methods across energy, gas and other fuel usage.
• Design plant based menus across all our events with the option for vegetarian or non-red meat for the main course.
• Setting targets on each event to reduce the number of miles travelled by produce to ensure food is locally produced and requesting menus do not feature out of season produce. 
• Hiring as many assets as possible, such as furniture and decor, even when purchase may be cheaper, unless these items have a designated post-event life.  Where hiring is not feasible, we will Prioritising sustainably sourced materials e.g. renewable or recycled sources and design assets with the Circular Economy in mind to reduce potential waste generation.
• Ensuring a segregated waste stream onsite which includes bins for coffee cups and food waste for 100% of our events. Where we are not responsible for catering, we will work with the caterers collaboratively to ensure efficient and effective waste management across the whole events.  We will only use biodegradable or compostable materials when it has been confirmed there is a waste collection stream available for them and that they are being correctly managed. Where we cannot confirm this management, we will opt for traditional materials that we can ensure will be recycled

It is the Company’s policy to conduct all business in an honest and ethical manner. It takes a zero-tolerance approach to bribery and corruption, and is committed to acting professionally, fairly and with integrity in all business dealings and relationships, and to implementing and enforcing effective systems to counter bribery.

Bribery and corruption are punishable for individuals by up to 10 years' imprisonment, and if the Company were found to have taken part in corruption it could face an unlimited fine, and face damage to our reputation and continued work. We therefore take our legal responsibilities very seriously.

In this policy, “third party” means any individual or organisation you may come into contact with during the course of your work, and includes actual and potential clients, customers, suppliers, distributors, business contacts, colleagues, media. These rules apply to all individuals (whether permanent, fixed-term or temporary), or any other person associated with the Company. Anyone found to be in breach of these rules will be subject to disciplinary action in accordance with the Disciplinary Policy, up to and including summary dismissal.

If you are ever offered a bribe or inducement, you must report it immediately to your Line Manageror Director. Similarly, if you ever become aware that any employee or other colleague has offered anyone else a bribe, or become involved in any form of corrupt behaviour, you must report it immediately. Failing to make such a report may result in disciplinary action being taken against you, up to and including dismissal.

What is Bribery?

A bribe is an inducement or reward offered, promised or provided in order to gain any commercial, contractual, regulatory or personal advantage. Examples of this could be as follows:

• Offering a bribe: You offer some tickets to a major sporting event, but only if they agree to do business with us at strongly discounted rates. This would be an offence because you are making the offer to gain a commercial and contractual advantage. It may also be an offence for the potential supplier to accept your offer.
•  Receiving a bribe: A supplier gives your nephew a job, but makes it clear that in return they expect you to use your influence in the Company to ensure we continue to do business with them. It is an offence for a supplier to make such an offer. It would be an offence for you to accept the offer as you would be doing so to gain a personal advantage.
•  Bribing a foreign official: You arrange for the Company to pay an additional payment to a foreign official to speed up an administrative process [such as clearing some supplies we need through customs]. The offence of bribing a foreign public official has been committed as soon as the offer is made. This is because it is made to gain a business advantage for us. We may also be found to have committed an offence.

Gifts, gratuities and hospitality

These rules do not prohibit normal and appropriate hospitality (given and received) to or from third parties. Common sense should always prevail, or if you have any doubt over what is acceptable, always check with your Line Manager or Director before giving or receiving anything. The receipt of gifts is not prohibited, if the following requirements are met:

• A gift is not given or received with the intention of influencing a third party to obtain or retain business or a business advantage, or to reward the provision or retention of business or a business advantage, or in explicit or implicit exchange for favours or benefits
• it complies with local law
• it is given in the Company’s name, not in your name
• it does not include cash or a cash equivalent (such as gift certificates or vouchers
• it is appropriate in the circumstances. For example, it is customary for small gifts to be given at Christmas time
• taking into account the reason for the gift, it is of an appropriate type and value and given at 
  an appropriate time
• it is given openly, not secretly

The test to be applied is whether in all the circumstances the gift or hospitality is reasonable and justifiable. The intention behind the gift should always be considered. 

However, for the avoidance of doubt, it is NOT acceptable to:

• give, promise to give, or offer, a payment, gift or hospitality with the expectation or hope that a business advantage will be received, or to reward a business advantage already given
• give, promise to give, or offer, a payment, gift or hospitality to a government official, agent or representative to "facilitate" or expedite a routine procedure
• accept payment from a third party that you know or suspect is offered with the expectation that it will obtain a business or commercial advantage for them
• accept a gift or hospitality from a third party if you know or suspect that it is offered or provided with an expectation that a business or commercial advantage will be provided by us in return
• threaten or retaliate against another worker who has refused to commit a bribery offence or who has raised concerns under this policy; or
• engage in any activity that might lead to a breach of this policy.

In order to ensure that any gifts, gratuities or other hospitality enjoyed by any employee or representative of the Company is beyond any suspicion, we hold a register of all such activities. Please ensure that you declare to your Line Manager or Director any hospitality you are party to, any gifts which are offered and/or accepted by you, or any donations made to the Company through you. That way we will have a complete record, and can ensure appropriate internal controls on such matters.

Hemming Group (the Company) has a zero-tolerance approach to modern slavery and is committed to preventing acts of slavery and human trafficking from occurring within both its business and supply chain, and imposes those high standards on its contractors, suppliers and other business partners.

This policy applies to all individuals working for the Company, including anyone providing services to the Company, such as consultants or contractors.

The Company aims to deliver first-class marketing, networking, media, and information solutions in high-value sectors. The vast majority of our businesses use a variety of third-party suppliers to provide us with standard goods and services necessary to operate. These may include logistical support services, IT, and office goods and services.
The partnerships we form with suppliers, contractors, agents, other businesses, and professionals are integral to our success. We aim to create and maintain sustainable partnerships of mutual value and trust. The Company expects the same high standards from those parties with whom we engage.

Policy Aim

This policy aims to help the Company act by the Modern Slavery Act 2015, maintain the highest possible standards of business practice, and advise individuals of the Company's "zero-tolerance" to slavery. Our Anti-Slavery Policy Statement reflects our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking are not taking place anywhere in our supply chains.

The Law

Modern slavery amounts to a violation of an individual's human rights. It encompasses slavery, forced and compulsory labour, and human trafficking, whereby individuals are deprived of their freedom and are exploited for commercial or personal gain as enacted in the Modern Slavery Act 2015 ('the Act'). The prevention, detection, and reporting of
modern slavery in any part of its business or supply chains is the responsibility of all those working for the Company or under its control.

Policy Statement

The Hemming Group takes its responsibilities to combat modern slavery seriously, as demonstrated by the following measures:

• All those working for the company or under its control are responsible for preventing, detecting, and reporting modern slavery in any part of its business or supply chains.
• All supply chain lines are continually risk assessed and managed regarding modern slavery, and any high-risk suppliers are audited.
•  The Company will not knowingly support or deal with any business involved in slavery or human trafficking.
•  Our practices are regularly audited and reviewed to ensure that all employees have appropriate right-to-work documents, are paid fairly, and enjoy a competitive remuneration package.
• The Company encourages anyone to raise any concerns about modern slavery and will support anyone who acts in good faith.
• This Anti-slavery policy is published on our website.
• The Company will continue to develop its commitment to combat modern slavery and will provide staff training where appropriate.
• This policy applies to all permanent and fixed-term staff employed by the Company, as well as any contractors, consultants, or other persons acting under or on behalf of the Company.

Enforcement

Employees failing to observe this policy may be subject to disciplinary action by the Company's Disciplinary Policy. We reserve the right to terminate our relationship with a business partner who fails to comply with this policy.

Monitoring Policy

The policy will be monitored on an ongoing basis to ensure that it addresses issues effectively. The directors will regularly review the policy to ensure its continuing suitability and relevance to the company's activities.

The Company will ensure that all individuals working for the Company are advised of the policy.

Reviewing Policy

This policy will be reviewed and, if necessary, revised in the light of legislative or organisational changes. Improvements will be made by learning from experience and the use of an established annual review.

Policy Amendments

Should this policy be amended, revised, or updated, it is the responsibility of Company senior management to ensure that all relevant employees receive notice. Written notice and/or training should be considered.

Our Position

At Hemming Group, we are unequivocally committed to maintaining a workplace environment that is free from all forms of sexual harassment. We believe that every individual has the right to work in an atmosphere of mutual respect, dignity, and professional conduct.

We maintain a zero-tolerance stance toward sexual harassment in any form. This applies to all interactions within our professional environment, whether they involve employees, contractors, clients, visitors, guests or any other third parties. Our commitment extends beyond our physical workplace to include any work-related events, including social events, awards, exhibitions, and any circumstance that can be connected to our professional activities.

What We Define as Sexual Harassment

We define sexual harassment as any unwanted conduct of a sexual nature has the purpose or effect of violating an individual's dignity or creating a hostile, degrading, intimidating, or offensive environment. This encompasses, but is not limited to:

• Unwanted physical contact or advances
• Verbal or written comments of a sexual nature
• Display or distribution of sexually suggestive material
• Sexually suggestive jokes or innuendos
• Any form of unwanted physical attention or sexual advances

Prohibited Conduct

The following constitutes sexual harassment and is strictly prohibited towards any colleagues, contractors, visitors and other third parties (including during social events and gatherings that are in any way connected to work):

• Any unwelcome sexual advance, request for sexual favours, or other verbal, non-verbal, or physical conduct of a sexual nature.
• Engaging in sexually suggestive, offensive, or discriminatory comments, jokes, or innuendos.
• Making sexually suggestive, offensive, or discriminatory gestures or displaying offensive images.
• Touching someone in a way that is unwelcome or makes them feel uncomfortable.
• Making unwanted sexual advances or attempts to coerce someone into engaging in sexual activity.
• Retaliating against someone for reporting or opposing sexual harassment or using coercion, power or pressure to prevent them from reporting instances of sexual harassment.

NB. This is not an exhaustive list.

Third-party sexual harassment

The company recognises that sexual harassment can also occur by third parties, such as guests, clients, customers, or vendors. While the company cannot directly control the behaviour of third parties, it has a responsibility to provide a safe and respectful workplace for all employees.

The company will take appropriate steps to address the situation, including:

• Communicating with the third party: If appropriate, the company will contact the third party and inform them of the unacceptable behaviour.
• Taking disciplinary action: If the third party is a vendor or client, the company may terminate the business relationship or take other appropriate actions.
• Creating a safe environment: Taking steps to create a safe and respectful workplace where employees feel comfortable reporting incidents of harassment.

Support and Resolution

We are committed to:

• Providing multiple channels for reporting incidents
• Ensuring confidential and thorough investigation of all complaints
• Taking appropriate disciplinary action when necessary
• Protecting individuals from retaliation for reporting harassment
• Offering support services through our Employee Assistance Programme

Our Promise

We recognise that maintaining a harassment-free workplace requires ongoing vigilance and commitment. We continuously review and update our practices to ensure they remain effective and aligned with current legislation, including The Worker Protection (Amendment of Equality Act 2010) Act 2023.

By fostering a culture of respect, dignity, and zero tolerance for sexual harassment, we strive to create an environment where all individuals can work safely and achieve their full potential.