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Other policies

Please see below our policies for Corporate Resposibility Policy, Equal Opportunities Plocy and Ethical Policy.


Corporate Responsibility Policy

THE GREEN CONSULTANCY works in the private, public and not for profit sectors providing solutions and advice to a wide range of clients on a wide range of carbon and environmental management issues. The Green Consultancy works primarily in the United Kingdom.

At the Green Consultancy we recognise that as a business we must pay attention to how we operate and interact with the wider environment in order to ensure that we act in a responsible manner.

Responsibility for the Green Consultancy in this case means that we commit to comply with all relevant legislation, regulations and standards, reduce environmental and social impacts on a continual basis and to prevent pollution and act in a wider sense to facilitate positive change in our wider environment.

This commitment and policy has been embraced and is implemented throughout the
organisation, including the Directors. As such all of TGC's employees share the responsibilities outlined in this policy. The Policy focuses on the following key areas:

  • Waste: We aim to minimise the amount of waste and to recycle as much material as possible such as paper and printer cartridges.
  • Transport: All employees living locally are encouraged not to drive to work. When employees travel to meetings etc. away from the office they are encouraged to use public transport e.g. trains whenever possible. In relation to visitors to the office, we are very happy to arrange collection from the nearby railway station.
  • Use of resources: We aim to minimise environmental impact by being conscious of materials used and attempt only to use the necessary materials.
  • Energy use: We aim to minimise the amount of energy used within the premises by using energy efficient lighting; turning off unnecessary lights and other office equipment when not in use; using energy efficient functions on office equipment; ensuring that the last person to leave turns off all lights & appliances etc.
  • Buying policy: We aim to buy from local suppliers whenever possible as well as sourcing materials from Sustainable / renewable sources.
  • Staff environmental awareness: We aim to raise the awareness of existing staff as well as introduce new staff to the company’s expectations during staff meetings. Staff will also be encouraged to look at ways in which they can minimise negative environmental impact outside the working environment.
  • Monitor & Review: This policy will be monitored on an ongoing basis and reviewed annually.

The policy is communicated to all staff during the induction programme and is available to all staff on the organisation’s internal server.

Equal Opportunities Policy

The Company is committed to providing a working environment in which employees are able to realise their full potential and to contribute to its business success irrespective of their gender, race, disability, sexual orientation, marital status, part time status, age, religion or belief. This is a key employment value to which all employees are expected to give their support.

In order to create conditions in which this goal can be realised, the Company is committed to identifying and eliminating unlawful discriminatory practices, procedures and attitudes throughout the Company. The Company expects employees to support this commitment and to assist in its realisation in all possible ways.

Specifically, the Company aims to ensure that no employee or candidate is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality or ethnic origin), sexual orientation, marital status, part time status, age, religion or belief or disability. This commitment applies to all aspects of employment, including:

  • recruitment and selection, including advertisements, job descriptions, interview and selection procedures;
  • training;
  • promotion and career development opportunities;
  • terms and conditions of employment, and access to employment related benefits and facilities;
  • grievance handling and the application of disciplinary procedures; and
  • selection for redundancy.

Equal Opportunities practice is developing constantly as social attitudes and legislation change. The Company will keep its policies under review and will implement changes where these could improve equality of opportunity. This commitment applies to all the Company’s employment policies and procedures, not just those specifically connected with Equal Opportunities.

Harassment

Harassment is physical, verbal or non-verbal behaviour which is unwanted and personally offensive to the recipient, and which causes the recipient to feel threatened, humiliated, intimidated, patronised, denigrated, bullied, distressed or harassed.

The way in which complaints of unlawful discrimination and harassment
will be handled.

Discrimination and harassment are often complex matters, and there is no single way of dealing with every suspected or alleged instance. In some cases employees may be able to deal satisfactorily with an issue by raising it with their immediate manager.

If an employee wishes to make a formal complaint he or she should use the Company’s Grievance Procedure which is set out in the employee’s Handbook.

The Company will treat seriously all allegations of unlawful discrimination or harassment.

If an employee is accused of unlawful discrimination or harassment

If an employee is accused of unlawful discrimination or harassment, the Company will investigate the matter fully.

In the course of the investigation the employee will be given the opportunity to respond to the allegation and provide an explanation of his or her actions.

If the Company concludes that no unlawful discrimination or harassment has occurred, this will be the end of the matter.

If the Company concludes that the claim is false or malicious the complainant may be subject to disciplinary action.

If on the other hand the Company concludes that the employee’s actions amount to unlawful discrimination or harassment he or she may be subject to disciplinary action, up to and including summary dismissal for gross misconduct.

Monitoring

The Company will not tolerate unlawful discrimination or harassment of any kind in the working environment and will take positive action to prevent its occurrence.

In this connection the Company will monitor its policies and will implement changes in order to improve them as social attitudes and legislation change. This commitment applies to all the Company’s employment policies and procedures, not just those specifically concerned with Equal Opportunities.

Ethical Policy

Our ethical policy serves as a guideline for all the company's business practices through which we seek to support the principles of the Universal Declaration of Human Rights (UDHR). The company's position on Human Rights reflects the core requirements of the UDHR, such as freedom from torture, unjustified imprisonment, unfair trial and other oppression. It also includes freedom of expression, religion and political or other representation.

Human rights

On the basis of this policy the company will not provide support or work with

the following:

1. Businesses or organisations which fail to uphold basic human rights within their sphere of influence. The company recognises that businesses have the opportunity to ensure that human rights are upheld in all those aspects of their operations that they could reasonably expect to control.

These aspects can include:

  • direct control, such as labour conditions within their factories, for example, or use of land for their operations;
  • more indirect influence, for example, companies occupying positions of strategic importance within a country often have opportunities to bring about positive social change beyond their own operations.

2. Businesses or organisations with links to an oppressive regime - that is where basic human rights, as set out in the UDHR, are denied in a systematic manner over time. By "links to an oppressive regime" the company means:

  • businesses operating in states governed by oppressive regimes, whose activities are considered to support or benefit the regime, usually at the expense of the indigenous population;
  • businesses using state security forces or supplying arms to state security forces within an oppressive regime.

Arms trade

The company will not provide support or work with businesses or organisations involved in the manufacture or transfer of armaments to oppressive regimes, including:

  • companies which manufacture for or sell to oppressive regimes systems (or products) that kill, maim or destroy;
  • companies who issue licences for the production of armaments for oppressive regimes;
  • individuals or organisations involved in the brokerage of armaments to oppressive regimes;
  • companies which export products to oppressive regimes that, while not designed to kill, maim or destroy, are parts for equipment which have a battlefield application or are essential to the operation of a weapon, such as radar and electronic warfare, military communications and armour.

The company will not provide support or work with businesses or organisations involved in the manufacture of torture equipment or other equipment that is used in the violation of human rights, including business which:

  • manufacture torture equipment, including electroshock batons and leg irons;
  • manufacture equipment used for execution purposes;
  • manufacture and export to oppressive regimes equipment that could be used in the violation of human rights, including water cannons, security equipment and surveillance equipment.

Global trade

The company advocates and supports the Fundamental International Labour Organisation Conventions. These Conventions are the most widely accepted standards for minimum labour rights and cover the use of forced labour, use of child labour, collective bargaining and freedom of association. The company will seek to support businesses or organisations that take a responsible position with regard to:

  • fair trade;
  • labour rights in their own operations and through their supply chains in developing countries.

The company will not support businesses or organisations whose activities include:

  • irresponsible marketing practices in developing countries, including inappropriate marketing to children;
  • inappropriate financial trading methods;
  • tobacco product manufacture or distribution.

Genetic modification

The company will not provide support or work with businesses or organisations involved in the development, distribution or marketing of genetically modified organisms (GMOs) where, in particular, the following activities are evident:

  • uncontrolled release of GMOs into the environment;
  • any negative impacts on developing countries such as the imposition of "Terminator" technologies - that is, technologies that genetically engineer sterility into crop plants, for no other purpose than to protect and enforce corporate patents on GM seeds.

Ecological impact and animal welfare

The company actively seeks ways to reduce the ecological impact of its own activities in terms of energy and materials usage. We will encourage the organisations we work with to take a proactive stance on the environmental impact of their own activities to avoid repeated damage to the environment.

We actively support organisations involved in:

  • recycling and sustainable waste management;
  • renewable energy and energy efficiency;
  • sustainable natural products and services including timber and organic produce;
  • the pursuit of ecological sustainability;
  • the development of alternatives to animal experimentation;
  • farming methods which promote animal welfare.

Put us to the test NOW!  To discuss your requirements please call John Treble on 01761 419081 or email John@GreenConsultancy.com

John Treble

Put us to the test NOW!

For over twenty five years we have been delivering superior outcomes for more than 1000 commercial and public sector clients.

You need not take our word for it - their comments are on every page of this site.

Put us to the test NOW! To discuss your requirements please call John Treble on 01761 419081 or email

John@GreenConsultancy.com

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