Corporate Social Responsibility

In all our activities, Mansion House strives to operate in an economically, socially and environmentally sustainable manner.

Equal opportunity and diversity

Policy Statement

Mansion House Recruitment Ltd is committed to supporting the principle of equal opportunities, and opposes all forms of unlawful or unfair discrimination on the grounds of any Protected Characteristic (PC) including sex; race (including colour, nationality, ethnic or national origin); religion or belief; age; disability; marital status and civil partnership; sexual orientation; gender reassignment; pregnancy and maternity.

This policy covers vacancy advertising, recruitment and selection, training, promotion and conditions of service and is compliant with the following legislation:

  • The Rehabilitation of Offenders Act 1974.
  • The Local Government Act 1988 and 1999.
  • Special Educational Needs &Disabilities Act (SENDA) 2001.
  • Racial & Religious Hatred Act 2006.
  • The Work & Families Act 2006.
  • Equality Act 2010.

The Company's aim is to create an environment that encourages and values diversity within its workforceand builds on the differences individuals bring, enabling the Company’s continued success.We aim to draw upon the widest possible range of views and experiences in order to meet the changing needs of our staff, clients, partners, candidates, contractors and temporary workers.

We seek to promote diversity and to respond to the needs of all individuals in a fair and equitable manner, whilst observing our commitment and responsibility to current legislation.

To achieve this, we will:

Fulfil our social responsibility towards our employees, contractors, temporary workers and the communities in which we operates.

Recognise all of our legal obligations with particular reference to those acts and directives detailed previously.

Make all opportunities (including advertising, interview and selection processes, promotion and training) as accessible as possible to under-represented groups.

Conduct monitoring and to ensure processes are fair, equitable and accessible and to identify any significant under-representation.

Endeavour to attain a workforce that is representative of the communities from which it is drawn to secure the widest possible pool of talent.

Recruit, train and promote the best person for the job and to make full use of the talents and resources of all our employees.

Create a working environment free from unlawful discrimination, victimisation and harassment in which all employees, clients, partners, candidates, contractors and temporary workers are treated with dignity and respect.

Periodically review our selection criteria and procedures to ensure that they remain compliant and maintain a system that ensures fairness.

Distribute and continuously publicise our full Equality & Diversity Policy and procedures throughout the company to employees and to clients, partners, visitors, candidates, contractors and temporary workers.

Provide the facilities and opportunity for anyone who believes that they have been treated inequitably within the scope of our policy to raise the matter through the appropriate grievance or complaints procedure.

Log all reported instances of harassment and take action to mitigate and minimise harassment and victimisation wherever possible.

Ensure that employees understand that breaches of this policy will not be tolerated and may lead to disciplinary proceedings.

Our Equality & Diversity Policy covers the following in detail:

  • A detailed definition and explanation ofthe different types of discrimination, harassment & victimisation.
  • Occupational requirement.
  • Procedures relating to pre-EmploymentHealth Questionnaires.
  • Procedures relating to disabled persons,age discrimination, gender reassignment and part time workers.
  • Procedures relating to harassment.
  • Monitoring & positive action.
  • Maintenance of personnel records.
  • How to make a complaint relating to discrimination or harassment.

Monitoring and Review

Our policy will be reviewed regularly and may be altered from time to time in light of legislative changes or other prevailing circumstances.

Date: 17th February 2015

Charity initiatives

Mansion House enthusiastically encourages its employees to take part in fundraising activities for a number of worthwhile causes. This not only helps the wider community, but also strengthens the relationship between our internal teams, and office locations.

Nominated charities

B hflogo

Mansion House is proud to be a fundraising partner for the British Heart Foundation,

The British Heart Foundation is a charity organisation in Britain that funds research, education, care and awareness campaigns aimed to prevent heart diseases.

It is a major funder and authority in cardiovascular research, education and care, and relies predominantly on voluntary donations to meet its aims. In order to increase income and maximise the impact of its work, it also works with other organisations to combat premature death and disability from cardiovascular disease. 

Mansion House – Environmental Policy

Mission Statement

Mansion House recognises that it has a responsibility to the environment beyond legal and regulatory requirements. We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy and operating methods, with regular review points. We will encourage suppliers and other stakeholders to do the same.

Policy Aims

  • Comply with and exceed all relevant regulatory requirements.
  • Continually improve and monitor environmental performance.
  • Continually improve and reduce environmental impacts.
  • Incorporate environmental factors into business decisions.
  • Increase employee awareness and training.

Paper

  • We will minimise the use of paper in the office.
  • We will reduce packaging as much as possible.
  • We will seek to buy recycled and recyclable paper products.
  • We will reuse and recycle all paper where possible.

Energy and Water

  • We will seek to reduce the amount of energy used as much as possible.
  • Lights and electrical equipment will be switched off when not in use.
  • Heating will be adjusted with energy consumption in mind.
  • The energy consumption and efficiency of new products will be taken into account when purchasing.

Office Supplies

  • We will evaluate if the need can be met in another way.
  • We will evaluate if renting/sharing is an option before purchasing equipment.
  • We will evaluate the environmental impact of any new products we intend to purchase.
  • We will seek to buy more environmentally friendly and efficient products.
  • We will reuse and recycle everything we are able to.

Transportation

  • We will reduce the need to travel, restricting to necessity trips only.
  • We will promote the use of travel alternatives such as e-mail or video/phone conferencing.
  • We will make additional efforts to accommodate the needs of those using public transport and public bicycle schemes

Maintenance and Cleaning

  • Cleaning materials will be as environmentally friendly as possible.
  • Materials used in office refurbishment will be as environmentally friendly as possible.
  • We will only use licensed and appropriate organisations to dispose of waste.

Culture

  • We will involve staff in the implementation of this policy, for greater commitment and improved performance.
  • We will update this policy at least annually in consultation with staff and other stakeholders where necessary.
  • We will provide staff with relevant environmental training.
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