Corporate Social Responsibility Policy

VIPeople is committed to behave ethically in all aspects of our business operations and strives to add value for our employees and the local and broader community. We achieve corporate social responsibility by adopting practices that ensure that we meet, or exceed, ethical, legal, commercial and public expectations.

We meet our corporate social responsibility by engaging all stakeholders and devise strategies to make socially responsible decisions, conforming to high standards of ethical behaviour and complying with all relevant legislative requirements

We believe our corporate social responsibility covers four main areas:

People - VIPeople is committed to ensuring a safe and healthy working environment for all workers including employees, contractors and any other person who may be affected by the conduct of our activities. We also ensure fair decisions and actions in relation to human rights, industrial relations and conditions of work and strive for a diverse and inclusive workplace.

Environment - VIPeople is committed to a future in which all Australians are living sustainably within their natural and built environments. We focus on sustainability as a key consideration in our decision making for the future. We are committed to improving the environmental performance of our activities, and to be leaders in best practice environmental management of these. Our Environmental Policy forms a key component of our commitment to demonstrate good environmental practice in our own operations.

Community - VIPeople recruits and provides entry level work experience for students and other job seekers. VIPeople contributes to local communities by supporting charity organisations where we can. We are involved with community groups through corporate sponsorship and encourage employee volunteering.

Corporate Governance and Ethics - We take pride in running our company with high ethical standards, integrity and good judgment. We value and commit to accountability, transparency and performance reporting.

Our Objective:

To ensure or documents, processes and activities reflect our commitment to social responsibility

Our targets:

  • Better anticipation and management of an ever-expanding spectrum of risk
  • Improved reputation management
  • Enhanced ability to recruit, develop and retain staff
  • Improved innovation, competitiveness and market positioning
  • Enhanced operational efficiencies and cost saving
  • More robust “social licence” to operate in the community
  • Improved relations with regulators
  • A catalyst for responsible consumption

Our Performance Indicators:

Indicator Measure
Safety of working environment Incident Rates and OHS prevention activities
Educational assistance available to employees Training records
Level of gender equality in the workplace Staff records
Use of energy-efficient appliances (e.g., light bulbs) Review
Use of local suppliers Review
Customer service standards Customer Feedback
Extent of local community projects Annual Report
Community Involvement / donations to charities Annual Report
Extent of purchase fair trade products that support workers in developing countries Review
Extent of waste recycling Review
Work/life balance for employees Employee survey

2016 Improvement Action Plan

1. Conduct a CSR assessment

  • Assemble a CSR leadership team
  • Develop a working definition of CSR;
  • Identify legal requirements
  • Review corporate documents, processes and activities, and internal capacity; and
  • Identify key stakeholders.

2. Develop a CSR strategy

  • Build support with MD, management and employees;
  • Research what others are doing;
  • Prepare a plan of proposed CSR actions;
  • Decide on direction, approach, boundaries and focus areas.

3. Develop CSR commitments

  • Do a scan of CSR commitments
  • Hold discussions with major stakeholders;

4. Implement CSR commitments

  • Set measurable targets and identify performance measures;
  • Engage employees and others to whom CSR commitments apply;
  • Design and conduct CSR training;
  • Establish mechanisms for addressing problematic behaviour;
  • Create internal and external communications plans;
  • Make commitments public.

5. Assure and report on progress

  • Measure and assure performance;
  • Report on performance, internally and externally.

6. Evaluate and improve

  • Evaluate performance;
  • Identify opportunities for improvement; and
  • Engage stakeholders.
  • Cross-check: One cycle completed Return to plan and start the next cycle.