Policies

Health & Safety Policy

All reasonably practicable steps will be taken to ensure the health, safety and welfare of its employees and the protection of others not in its employ, who may have legitimate reasons for being on or about company premises.

Harwood recognises its statutory obligations to maintain standards of safety for all its employees in every aspect of their work and for continually maintaining its initiative to ensure that these obligations are fulfilled.

Quality Assurance - ISO 9001 : 2008

Harwood strives to review and improve the services we provide and is proud of the fact we meet the strict requirements of ISO 9001:2008 which are audited by The British Standards Institute.

This enables us to say what we do, do what we say and prove we have done it, while outlining the steps to be taken to continually improve our effectiveness.

 

Environmental Policy

We are committed to ensuring that the needs of our clients, business partners and staff are met in an environmentally responsible manner and it is our policy to:

  • Reduce the environmental impact of our business travel and staff commuting and improve the efficiency and effectiveness in the way we travel to reduce unnecessary costs to the business

  • Minimise the consumption of energy and resources in our offices and where practical, use materials that are renewable, recycled or reusable

  • Minimise waste generated from our offices and promote recycling and re-use

  • Avoid where possible, the use of substances that may cause harm to the environment, thereby minimising pollution to the environment across our offices

Equal Opportunities Policy

Harwood is fully committed to treating job applicants and employees fairly.  We do not discriminate on the grounds of:

  • Gender, sexuality, marital status

  • Race, ethnicity, nationality

  • Religion

  • Disability

  • Age or any other criteria which cannot be properly justified

Sexual Harassment Policy

All members of staff are entitled to be treated with dignity and respect in our place of work. This means freedom from sexual harassment, feeling safe and supported, and having access to redress if such behaviour does arise.
Sexual harassment takes many forms but whatever form it takes, it is unlawful under the Equality Act 2010 as amended and will not be tolerated.

Examples of sexual harassment include, but are not limited to:

  • Sexual comments or jokes, which may be referred to as ‘banter’

  • Displaying sexually graphic pictures, posters or photos

  • Suggestive looks, staring or leering

  • Propositions and sexual advances

  • Making promises in return for sexual favours

  • Sexual gestures

  • Intrusive questions about a person’s private or sex life or a person discussing their own sex life

  • Sexual posts or contact in online communications including on social media

  • Spreading sexual rumours about a person

  • Sending sexually explicit emails, text messages or messages via other social media

  • Unwelcome touching, hugging, massaging or kissing

Whistle Blowers Policy

The Employment Rights Act 1996 provides protection for workers who ‘blow the whistle’ where they reasonably believe that some form of illegality,
injustice or breach of health and safety has occurred or is likely to occur. The disclosure has to be “in the public interest”. We encourage you to use the procedure to raise any such concerns.

Qualifying Disclosures

  • Committing a criminal offence

  • Failing to comply with a legal obligation

  • A miscarriage of justice

  • Endangering the health and safety of an individual

  • Environmental damage; or

  • Concealing any information relating to the above