Environmental, Social and Governance Policy
The Shift Corp. T/A Wingman recognise the importance of sound Environmental, Social and Governance (ESG) practices as part of our responsibility to our clients, communities, people and the environment in which we operate.
Our purpose is to shift mindsets for positive change. The Shift Corp’s approach is structured around focus areas, that support this purpose and we consider to be material to our business. We build on our principals to Ideate + Strategise + Implement. These principals reflect the opportunities identified by the business and the issues of interest to our stakeholders.
Our key focus areas include:
- Environmental Impact and Sustainable Practices
- People and Workplace
- Building our Community
The Shift Corp understand that by using resources sustainably is not only good for the environment but can also help to improve our profit and reputation with our customers. We are committed to ensuring our environmental impact is identified and managed responsibly into our business activities and relationships.
Our environmental management system looks at how our business affects the environment and sets a benchmark for improvement. The environmental impacts from our direct operations predominately relate to the resources we consume in our office and from our air travel. At The Shift Corp, we seek to manage these impacts by monitoring and reducing resource use, striving for carbon neutrality and improving the sustainability of our supply chain and creating innovative and sustainable workplaces.
Our steps to reduce resource consumption include energy efficiency measures, waste recycling, water management and carbon offsetting.
As stated in our code of ethics, all staff share responsibility for identifying and managing environmental risks as part of normal business practice.
The Shift Corp recognise that our most important assets are our people. Our focus is on attracting, engaging, developing and retaining talented individuals, providing opportunities for career-long learning and development and providing safe workplaces within an inclusive culture that values diversity.
We invest time and effort in the employee onboarding and orientation process. This process has been designed to communicate and embed the The Shift Corp culture at the earliest possible stage. This includes an emphasis on communicating our purpose to shift mindsets for positive change and our principles to ideate, strategise and implement.
We support our people to realise their full potential within a framework of personal responsibility. Our ongoing commitments to our people ensure we remain innovative, sustainable and continue to meet the evolving needs of our clients. Through our matched giving policy, we actively support our staff in perusing their own community interests and encourage involvement at a grass-roots level.
The Shift Corp’s approach to corporate governance is to identify opportunity and realise it for our clients, community and our people. We aim to meet stakeholder expectations of sound corporate governance as part of the broader responsibility to our clients and the communities in which we operate. We are in the business of being profitable, but it is the way we do business that defines us.
Our code of ethics set out the way staff are expected to do business. The code of ethics is also reflected in, and supported by, a broad range of The Shift Corp’s policies and procedures.
We are committed to conducting our business in accordance to all applicable laws and regulations and in a way that enhances our reputation and supports our business purpose to shift mindsets to create positive change.
Environmental Impact and Sustainable Practices
Environmental Management System (EMS)
The EMS of The Shift Corp has been developed to ensure environmental issues and potential impacts are identified and managed throughout its operations. The EMS will also support continual improvements within The Shift Corp’s operations.
Leadership and Commitment
Environmental goals and targets are set periodically as part of the business planning process, resulting in Key Performance Indicators that are assessed throughout the year. KPI reviews occur with other business metrics on a monthly basis. Each year KPI’s are reviewed and agreed with management team. The KPIs are planned, defined and set considering environmental risks
Environmental Key Performance Indicators for 2020
The Shift Corp is committed to protecting the environment of the Earth.
To minimize environmental impacts concerning our activities and services we shall:
- Comply with applicable legal requirements and other requirements to which The Shift Corp subscribes, which relate to its environmental aspects
- Prevent pollution, reduce waste and minimise the consumption of resources
- Educate, train and motivate employees to carry out tasks in an environmentally responsible manner
- Encourage environmental protection among suppliers and subcontractors
The Shift Corp is committed to continual improvements of environmental performance. This Policy is communicated to all staff, contractors and suppliers.
Organisational Roles and Responsibilities
The responsibilities of all employees pertaining to environmental management are detailed in their individual role description statements. In addition, the responsibilities regarding EMS procedures are listed below.
- Developments of policy, goals and targets
- Review identified issues/ risks
- Set Key Performance Indicators
- Allocating resources for implementation of management plans
Employees and Contractors
- Identifying environmental issues within their work area and implementing control actions
- Be active in communicating incidents, environmental issues and supplying feedback
Environmental Aspects (Risks)
The identification and management of environmental aspects (risks) associated with The Shift Corp’s operations is a fundamental element of the EMS.
|Business Activity / Service
|Corporate Travel – flights
|Heating / Cooling office
Resources and Support
Training and communication is outlined within The Shift Corp Creed. Wider training requirements within the business are addressed on an ad-hoc basis as required.
Awareness of environmental matters occurs using multiple communication pathways for both permanent staff and temporary contractors.
- Environmental Policy – The Environmental Policy is included in Employee handbook and displayed on company website.
- Onboarding – the environmental module within the onboarding process covers key environmental compliance requirements for entering and performing work with The Shift Corp.
- Employees are assigned targets within their role description inclusive of environmental business criteria.
- Contractor briefings and work planning meetings discussing key environmental requirements are completed as part of the preparation for events.
Communication within The Shift Corp is important for employees to know about the current issues and the business’s position with respect to their management.
This helps employees to be knowledgeable about The Shift Corp’s environmental performance while at work and in the community. All employees have an environmental contribution to make regardless of their potion. Internal communications include onboarding, training, staff briefings and team meetings.
Training is an essential element in ensuring safe and environmentally acceptable operations.
Training covers the areas of environmental awareness, compliance issues and environmental issue management.
Monitoring, Measurement, Analysis and Evaluation
Reviewing environmental management at The Shift Corp is achieved through a number of processes. The processes used by the EMS include:
- Environmental risk reviews
- Business planning process
- Environmental KPI’s
- Risk management process
The overall focus of these processes is to demonstrate how The Shift Corp’s EMS assesses environmental performance.
Monitoring and measuring programs are set up to cover the following areas:
- Compliance with internal policies
- Performance of The Shift Corp’s EMS
Information gathered from the monitoring process is required for internal reporting requirements such as:
- Monthly reports to management team
- Monthly and quarterly reports against business goals, targets and KPIs
- EMS reviews
Internal Audit Program
On an annual basis The Shift Corp will conduct an internal audit of the EMS. The procedure is outlined below. The EMS internal data is maintained to provide information to review the effectiveness of the Environmental Management System and to ensure that processes are effective and being followed, and therefore delivering continual improvement.
Several types of audits may be undertaken by The Shift Corp Event Group. Audits are scoped according to their main objective. Audits undertaken may include:
- All components of the Environmental Management System;
- Legislation, regulations, guidelines and standards.
- Energy use.
- Environmental impacts.
- Due diligence.
- Waste Management.
- The The Shift Corp Environmental Internal Audit procedure aims:
- To assess the effectiveness of the Environmental Management System;
- To identify opportunities for improvement
The Shift Corp Directors are responsible for developing and revising the EMS Internal Auditing Schedule for all divisions of the business.
4. Conducting Internal Audits
EMS Internal Auditors should follow the general rule of an auditor:
- Assume nothing.
- Be independent of the site being audited.
- Be objective
4.1 Planning the Audit
The Senior Growth Manager will:
- Set up an EMS Internal Audit planning session for EMS Internal Auditors, approximately 4 weeks prior to the audit.
- Develop an audit checklist and advise the EMS auditors on the scope of the audit. The scope should include:
– Environmental policy
– Environmental aspects/ objectives and targets
– Relevant environmental procedures
– Previous audit findings
4.2 Conducting the Audit
- Meet with relevant staff and others to gather information.
- Check documentation / processes / other items as required per scope.
- Organise a date/time to present Audit findings.
4.3 Compiling the EMS Internal Audit Report
- Write up the EMS Internal Audit findings, using the EMS Internal Audit Report Form.
- Provide detailed information on items requiring further attention.
- Discuss the draft audit report with other directors and office manager to finalise report.
4.4 Presenting the EMS Internal Audit Report
- Present findings and distribute a copy of the completed Internal Audit Report Form to employees within 1 month of the audit being conducted.
- Assign employees to address the audit findings and report back within 1 month of receiving the report. If the report includes major nonconformance the issues should be addressed immediately working closely with company directors.
Management Review of the EMS is incorporated into three processes performed by the organisation:
- Business Plan Review
Policy, goals and targets are reviewed as part of the annual business planning process. Company directors and management review the current and future direction of corporate environmental strategies which includes policy, goals and targets.
- Environmental Management System – Audit Review
EMS Processes and procedures are audited in accordance with the annual audit schedule to seek continual improvement.
- Environmental Management System – Management Review
Results of the EMS Audit are reviewed by directors annually. In addition to this, all team members usually have a monthly video/phone/face to face meeting. These meetings are an opportunity to communicate environmental management and improvements. KPI’s are also reported and discussed monthly.
In order to maintain continual improvement, suitability, safety and effectiveness of The Shift Corp all EMS related documentation will be reviewed on a three yearly basis or at other intervals specified by legislative or regulatory requirements. All documents should also be reviewed following an incident, change of management process or where directed as part of a risk assessment process.
All environmental complaints and incidents are documented in the Incident Management Database.
The Shift Corp Business Improvement Register captures and prioritises business improvement actions arising from sources such as internal audits.
Social Factors and Sustainable Practices
People and Workplace
We recognise that our most important assets are our people. We are focussed on attracting, engaging, developing and retaining talented people, providing opportunities for career-long learning and development and providing safe workplaces within an inclusive culture that values diversity.
The Shift Corp strives to create an environment where continuous learning is part of an employee’s career development. We recognise the benefits this gives to the individual and the wider organisation. We invest in employee development by providing learning opportunities that build on the skills and behaviours required for long term organisational success.
We invest significant time and effort in the employee onboarding and orientation process, a process that is designed to communicate and embed the The Shift Corp Culture at the earliest possible stage. The includes an emphasis on communicating Our Creed and reinforcing the ongoing importance of sustainability and creating positive change in our industry.
Alongside the more structured learning and development aspects, we recognise and encourage the developmental benefits of wider community engagement by staff. Involvement of staff through The Shift Corp and other channels is widely communicated and encouraged.
Regular appraisals, including goal setting and ongoing career development, are a key part of performance measurement and support The Shift Corps merit-based culture. As well encouraging regular and ongoing feedback with managers, we require all staff to have at least one formal appraisal discussion with their manager. During these appraisals, staff are encouraged to raise, discuss and respond to matters relating to training, further education and development of leadership capabilities.
We support our people to realise their full potential, we encourage innovation and we reward achievement within a framework of personal responsibility. Our ongoing commitment to our people ensures we remain innovative, sustainable and continue to meet the needs of our clients. Through The Shift Corp we actively support our staff in pursuing their own community interests and encourage involvement at a grass-roots level.
Workplace health, safety and wellbeing
The Shift Corp understand that effective WHS is integral to successfully manage the business. We seek to operate harm-free environments through maintaining high WHS standards and performances across all our activities. We promote an integrated approach to safety and wellbeing matters and encourage our staff to speak up on any actual or potential health and safety issues.
We encourage all staff to own their wellbeing and balance all aspects of their lives. We see this comprising of three key elements:
- People: providing our people with access to benefits and initiatives to support their physical and psychologist wellbeing.
- Lifestyle: encouraging staff to make the most of the rewarding and inclusive culture at The Shift Corp and helping them to integrate life and work through initiatives from community groups.
- Space: designing a workplace that is not only flexible and sustainable, but that also encourages collaboration and connection and offer staff choice in how they work.
The retention of our employees is a key indicator of our inclusive culture where people feel engaged and enabled.
Diversity and Inclusion
The Shift Corp is committed to workplace diversity & inclusion which ensures that our business remains innovative and sustainable and continues to meet the evolving needs of our clients.
Our broad range of experiences, skills and views are key strengths and critical to the wide range of services we delivery across the events industry.
The Shift Corp is committed to:
- attracting a broad range of candidates
- applying a fair and thorough selection processes
- providing a workplace that is inclusive of all individuals
- providing a workplace environment that supports people to reach their full potential
- allocating pay and advancement opportunities in a fair and equitable way
Workplace Diversity Policy
We value our staff for their unique qualities, ideas and insights. People bring a range of skills and perspectives to the workplace. To make sure that our services and culture continue to incorporate everyone’s perspectives and experience we never discriminate on the basis of race, religion, nationality, gender identity or expression, sexual orientation, age, or marital, or disability status. We recognise that every story counts.
Business Conduct and Ethics
The Shift Corp aims to create assets out of events for our clients and realise opportunities for our employees while meeting the expectations of sound corporate governance. Whilst we are in business to be profitable, it is the way we do business that defines us.
Our high standards for conduct are underpinned by our code of ethics and our principles to uncover, inspire and ignite.
Our approach to corporate governance is to:
- Identify opportunity and realise it for our clients, community and people
- Promote long term profitability for The Shift Corp while managing risk
- Meet stakeholder expectations of sound corporate governance
Corporate Governance Framework
Code of Ethics
We welcome and support people of all backgrounds and identities. This includes but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, colour, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.
We all depend on each other to produce the best work we can as a company. Your decisions will affect clients and colleagues, and you should take those consequences into account when making decisions.
We won’t all agree all the time, but disagreement is no excuse for disrespectful behaviour. We will all experience frustration from time to time, but we cannot allow that frustration become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.
We are accountable for all our actions, to our clients, our community and each other. We never compromise our standards. We take responsibility for our actions and everything we say and do is on record. We make decisions we are proud of.
We always act honestly and fairly. We honour our promises. We earn the trust of our clients, co-workers and community through the quality of our work and our high ethical standards. We have the courage to speak up when we make a mistake or see something that doesn’t seem right.
The Shift Corp are committed to conducting our business in accordance with all applicable laws and regulations and in a way that enhances our reputation within the events industry. This is supported by a framework of policies, processes and reporting mechanisms which help us to manage operational risks.
Code of Conduct
We expect an ‘Everything is Possible’ attitude.
Our code outlines what we expect of The Shift Corp employees in their daily interactions. What we do – and the way we do it – matters. The code of conduct is based on the principals of our code of ethics that guide the way we do business – Be Inclusive, Be Considerate, Be Respectful, Be Accountable and Be Honest.
It is important that each employee understands and manages their individual responsibilities, including any associated risks and obligations.
Employees are required to:
- Understand and comply with policies, procedures and systems
- Be upfront. Recognise your own limitations and escalate if you are not confident that you are able to manage the responsibilities and risks delegated to you.
- If there is an issue, tell us. If you think you have a solution, even better, but tell us before you implement that solution. We are a team and can help.
- Not gain comfort from past performance, what others do, or assume it is someone else’s problem.
- Keep our IP confidential
- Good presentation in emails, presentations, internal communications. Spell check!
- Learn from mistakes and recognise the need for the perspectives and approvals of others
- Deal fairly and honestly – reflect on whether your actions and decisions have the potential to create negative outcomes for our clients, our communities, our staff, or The Shift Corp.
- Always be genuine and nice to our clients. Regardless of your personal feelings please ensure that our clients always feel like you are there to help.
- Speak up and escalate if you have concerns or if you observe something that may be a breach of this Code or a The Shift Corp policy – do not ignore problems.
- Be confident to ask questions, to challenge custom and practice and to make a difference.
- If you need an answer from a supplier or client – get on the phone.
- Once you have a confirmation on the phone please always follow up with an email ‘in writing’
- You are expected to possess and maintain the skills and knowledge relevant to your role, and understand and comply with any laws and policies that apply to you
- Professional behaviour
- Learning and development – you are accountable for continuously building your skills and knowledge and applying current best practice in your role.
- Environmental and social risk The Shift Corp recognises that environmental and social risks can impact our businesses and affect the communities in which we operate. The Shift Corp is committed to ensuring these risks are identified and managed responsibly. You are expected to identify, assess and manage material environmental and social risks in all business activities
- Fair dealing It is a fundamental responsibility for you to deal fairly, honestly and in good faith with our clients and stakeholders.