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Corporate and Social Responsibility Policy

Corporate and Social Responsibility Policy

Corporate and Social Responsibility (CSR) is defined as the integration of business operations and values, whereby the interests of all stakeholders including investors, customers, employees, the community and the environment are reflected in the company's policies and actions. As a growing business with local roots, Ambitions Personnel are conscious of their social responsibility to the local area and beyond. Within our business culture we work continuously to improve these key areas.

We are committed to:

• Continuous improvement in our Corporate and Social Responsibility (CSR) strategy

• Acting in a socially responsible way

• Continually improving our performance and meeting all relevant legislation

• Encouraging our staff to be mindful of the effect of their actions on any natural resource.

Purpose and aims

• The purpose of the policy is to make clear to all stakeholders what we mean by CSR and how we propose to work towards achieving it. The CSR policy governs our approach to all our activities;

In implementing this policy we aim to:

• Be responsible;

• Be an exemplar of good practice.

Standards of business conduct

• We recognise that good CSR embraces all aspects of sustainable development and the way we affect people through our business operations;

• We will assess which social issues are of most relevance to the contract and decide when this social policy could most effectively and legally be included;

• We shall operate in a way that safeguards against unfair business practices;

• We believe that a responsible approach to developing relationships between companies and the communities they serve, global or local, is a vital part of delivering business success;

• Our contracts will clearly set out the agreed terms, conditions and the basis for our relationship;

• We will continually review our policies and business practices to encourage engagement with small and medium enterprises and to promote the development of the regional supply chain.

Corporate Governance

• We will share and declare information on personal and corporate conflicts of interest and seek guidance from higher authority before acting;

• We are committed to ensuring that our business is conducted in all respects according to rigorous ethical, professional and legal standards;

• All the laws that regulate and apply will be complied with;

• We endeavour to ensure that stakeholders have confidence in the decision-making and management processes of procurement, by the conduct and professionalism of all staff.

• All groups and individuals with whom we have a business relationship will be treated in a fair, open and respectful manner;

• Competition will be reasonable and based upon the quality, value and integrity of the products and services being supplied;

• Feedback on performance will be actively sought, and we will continually review all activities to ensure best practice is observed at all times;

• We will allow our customers and vendors to give feedback on our performance and ensure that all customer comments are analysed, responded to and where appropriate, acted upon;


• Our objective is to endeavour to reduce our impact on the environment through commitment to our Environmental Policy.

Human Rights

• We aim to support and respect the protection of internationally proclaimed human rights;

• Our company is dedicated to protecting human rights and abiding by employment laws such as the Modern Slavery Act 2015.

• We will ensure that our activities do not directly or indirectly violate human rights in countries where we operate.

• During recruitment we look out for signs of labour exploitation and human trafficking and we take action if we have any doubt. The checks we carry out as part of our recruitment process would uncover practices typically associated with modern slavery such as the retaining of passports.

• Since victims of slavery are likely to come into contact with healthcare providers, our staff receive training in the subject of human rights and can identify the signs of trafficking and refer the case to organisations which can provide support.

• Our staff also receive training in safeguarding to help them better respond to the risks related to health, wellbeing and human rights of children, young persons and adults at risk.

• The greatest risk of slavery, child labour, human trafficking and inhumane treatment lies in the employment of suppliers and contractors by Ambitions Personnel, where their work practices may be non-compliant. Therefore, we will only partner with reputable suppliers and will not enter into a business relationship with unethical businesses or oppressive countries.

Equality and Diversity

• We aim to eliminate discrimination on any grounds and promote equality of opportunity with commitment to our Equal Opportunities Policy.

• We will ensure that our customers and vendors are able to work together in confidence and be treated with respect by each party.


• Sustainable procurement will be maintained in line with our Environmental Policy that will set out the principles, policy and procedures on which sustainable business activity within Company will be based.

• The policy will act as a prompt to staff to consider sustainability as a factor in all purchasing decisions;

• We seek to minimise the adverse environmental effects of people travelling to and from our offices.

Impact on Society

• Over the last 30 years we have supported local charities and events and have raised thousands of valuable funds for worthwhile causes.

• We will take steps to understand how we can most effectively support the needs of the local community and implement initiatives accordingly;

• A Director sits on the board of the Greater Lincolnshire LEP (Local Enterprise Partnership). The LEP is a business-led partnership of public and private sector leaders that aims to deliver strategic projects and programmes to drive local prosperity and economic growth. In this capacity, they have also taken on the role of Enterprise Advisor to mentor schools in the local area to provide careers advice and support. Following on from this the Company is taking part in the initiative to “give an hour” where other members of staff will give up their time to support local schools, for example a CV Writing Workshop.

• The company supports the surrounding community by engaging with local contractors

• Participating in the National Citizens Service (NCS) a voluntary personal and social development programme for 16–17 year olds. Donated as corporate sponsor to sponsor 100 young people so they could take part in the scheme.

• We have engaged with the New Futures Network, part of the prison service to consider working opportunities for offenders.

Looking after our staff

• We are only as good as the people we employ. We aim to create a great place to work where everyone is treated with respect and fairness, feels valued and can flourish. The opportunities we offer our staff give them realistic scope to develop and progress.

• The flexible nature of markets we serve means we can offer jobs and income security to those who might otherwise struggle to find work.

• All our staff, including temporary workers receive an itemised and accurate payslip every time they are paid so that they can understand how their take-home pay is calculated.

• We also provide every temporary worker with a handbook which includes a transparent breakdown and ‘one page’ information sheet of the job role, day one rights, 12 week rights, benefits, pay structures/models offered and a calculation of the take home pay that they can expect to be received prior to completion of registration and deployment within a job role.

• We regularly review the ‘one page’ information sheet and staff handbook to update it, as necessary, on an annual basis or as changes to pay and/or benefits occur.

• We will only provide temporary workers via payment methods that deduct PAYE tax and Class 1 ENIC in line with IR35/ITEPA legislation and HMRC requirements. Edit