Fair Work First Policy

As a collaborative consultancy providing high-quality support services and employment opportunities for professional consultants in the retail, cultural and leisure sectors, we undertake to reflect the Fair Work First criteria as far as possible and are committed to updating and enhancing our approach, guided by our employees, sub-contractors, and clients.

Specifically, with regard to the criteria:

Payment of at least the real Living Wage

Our employees are paid substantially above the real Living Wage and we are committed to the real Living Wage as the minimum rate for any future employees. Our sub-contractors (Associates) are paid according to a rate card which is regularly updated with input from the Associates themselves, and all the rates are substantially above the real Living wage.

Appropriate channels for effective workers' voice, such as trade union recognition

Our employees meet at least twice a week to discuss anything and everything that is relevant both to the business’ activities and/or the employees’ needs, in (to quote the criteria) “a safe environment where dialogue and challenge are central to the organisational culture and are dealt with constructively.”

A quarterly, personal development review is also offered, ensuring that the business is able to offer relevant support, agency, and personal and professional development opportunities on an ongoing basis.

All Associates are able to exchange views and ask questions in a monthly, online forum, as well as directly at any time, and receive regular communications regarding the activities of the business, and invitations to contribute to the development of new initiatives.

In summary, we promote a strong culture of openness and transparency and encourage acceptance of different viewpoints, and will continue to ensure that we do this, as the business grows.

Investment in workforce development

We are 100% committed to the principle that talent management is crucial, especially when labour markets are in flux. We ensure that learning & development is integrated into our strategic planning and that our employees jointly identify development needs and priorities.

We provide job-specific training, as well as mentoring, and other CPD opportunities including attendance at conferences, trade shows, exhibitions, and shadowing other colleagues to learn additional skills.

We regularly work with and provide opportunities for students to work with us and our clients, most notably via Oxford Brookes Business School, and are actively exploring opportunities to incorporate an apprenticeship programme as the business develops.

No inappropriate use of zero-hours contracts

We do not use zero-hours contracts. Our employees have committed hours via their employment contracts, and our Associates undertake assignments with budgets based on agreed estimates of time as well as the previously agreed rates of pay.

Action to tackle the gender pay gap and create a more diverse and inclusive workplace

Our employment contracts and fee scales reflect that we value the skills and contributions of women and men equally. We do not have, and never will allow, a gender pay gap to occur in our business.

Our current team comprises 57% women currently, with roles, rates of pay, and opportunities provided in exactly the same way for all.

In our future growth we are committed to following an inclusive approach to recruitment and to avoiding gender, disabled and race pay gaps, and to widening and improving diversity and inclusion in our organisation, which at our current stage is best seen in our active collaborative approach, which reflects our belief in, and celebration of, a culture of equality and diversity in the workplace.

Offer flexible and family friendly working practices for all workers from day one of employment

We support our employees and Associates, as appropriate, to better harmonise their work and life commitments. We are flexible concerning hours and location.

Our approach to recruitment has and will continue to demonstrate flexible working and family friendly policies, including additional flexibility on request, based on individual circumstances.

Accessible systems are used to facilitate effective work practices, enabling remote workers to participate alongside site-based colleagues. We also strive to maintain and continually monitor an approach to flexible and out-of-hours working, with clear boundaries between work and non-work time.

Oppose the use of fire and rehire practice

We do not, and would not, employ this practice.