Living Wage: Ensuring that all our employees receive at least the real Living Wage, reflecting our commitment to fair pay.
 

Investment in Workforce Development: Committing to continuous investment in the training and development of our workforce, empowering our employees with the skills and knowledge they need to thrive.
 

No Inappropriate Use of Zero-Hours Contracts: Avoiding the use of zero-hours contracts that exploit workers, instead offering secure and stable employment.
 

Flexible and Family-Friendly Working: Promoting flexible working arrangements that support work-life balance and family commitments.
 

No Use of Fire and Rehire: Rejecting the practice of fire and rehire, ensuring that our employees' rights and job security are protected.
 

Action on Gender Pay Gap: Taking proactive steps to close the gender pay gap and promote gender equality within our workforce.
 

Diversity in the Workplace: Fostering a diverse and inclusive work environment where everyone is welcome and respected, regardless of their background.
 

Strong culture of openness and transparency, encourage acceptance of different viewpoints, thus supporting dignity in the workplace and eliminating workplace bullying, abuse and harassment. Issues and disputes will have clear routes for resolution at both individual and collective levels, and will be dealt with fairly in a timely and constructive manner, giving confidence that, whatever the outcome, fair processes have supported fair resolution.
 

Effective Voice Channels: Providing robust, effective channels ensuring that every employee can raise concerns, provide feedback, and contribute to decision-making processes, drawing on workers’ experience when considering organisational policy and practice. Worker voice channels including the right to organise, the right to accompaniment by staff representative, the right to liaison with management by worker representative, the right to seek mediation or "clearing", a simple suggestion scheme which allows for feedback to be submitted to the Board anonymously through the worker representative, opportunities for regular 1:1 open and two-way dialogue between line managers and their direct reports and that this dialogue exists separately to standard performance review processes.