Social Value Policy
Hoop Recruitment registered company number: 10316931
Hoop Nursing, trading name of Hoop Resourcing registered company number: 10457297
Policy Statement
Hoop Recruitment is committed to supporting the health, wellbeing, and financial security of all employees. By fostering a positive workplace culture, we aim to enhance employee performance and provide more effective and efficient services to our clients. This Social Value Policy, grounded in the Public Services (Social Value) Act 2012 and the Well-being of Future Generations (Wales) Act 2015 (The Well-being of Future Generations | GOV.WALES), reaffirms our commitment to making a positive social impact through our recruitment practices, employee support programs, and community engagement.
We recognise that a supportive and inclusive work environment benefits both our employees and the communities we serve. This policy outlines our commitments to employee wellbeing, financial literacy, environmental sustainability, and equal opportunities for all.
1.
Employee Benefits and Support
Hoop Recruitment provides a comprehensive set of benefits to support the overall wellbeing of our employees.
1.1
Pension Scheme Employees are auto-enrolled into the NatWest Cushon pension scheme to encourage long-term financial security, with contributions made by both the employee and Hoop Recruitment.
1.2
Medicash Following probation, employees are enrolled in the Medicash program, which provides cash benefits for various healthcare needs and family members under the age of 18 (up to 4). Employees can also access the EAP programme via Medicash.
1.3
Maternity, Paternity, and Family Leave Hoop Recruitment offers maternity and paternity benefits, as well as shared parental leave, to support employees and their families.
1.4
Childcare Support Eligible employees may access up to 30 hours of free childcare per week in Wales, along with tax-free childcare options.
2.
Environmental and Sustainability Commitment
Hoop Recruitment is committed to operating in an environmentally responsible manner, aligning our practices with the goals of the Well-being of Future Generations (Wales) Act 2015 and the principles of the Green Growth Pledge (Business Wales).
Compliance with Laws and Regulations
We comply with all relevant environmental laws and regulations while continuously improving our efforts to reduce our environmental footprint.
Pollution Prevention
To minimise our impact, we:
• Actively reduce waste and emissions.
• Strive for a paperless office.
• Encourage sustainable transport options.
• Segregate and recycle materials efficiently.
Net Zero Commitment
We are dedicated to achieving Net Zero emissions by 2050, with clear interim reduction targets. In 2024, our annual carbon emissions were 31.44 tCO2, and we aim to reduce this to 25 tCO2 by 2027.
By embedding sustainability into our operations and taking proactive steps through the Green Growth Pledge, we are committed to driving positive environmental change.
3.
Health and Wellbeing Objectives
Hoop Recruitment is committed to promoting a supportive workplace culture that prioritises health and wellbeing.
Our Commitments
● Enhance employee health and wellbeing to improve overall performance.
● Provide mental health support, including access to x2 trained mental health first aiders.
● Facilitate early intervention for health issues, offering appropriate resources and support.
Responsibilities
● Directors and managers are responsible for promoting wellbeing initiatives and supporting employees in accessing resources.
● Employees are encouraged to take proactive steps to manage their health and share concerns when necessary. Hoop will make reasonable adjustments for employees with disabilities.
4.
Equal Opportunities Statement
Commitment to Equality, Diversity, and Inclusion (EDI)
Hoop Recruitment values diversity and is committed to fostering an inclusive environment where every employee is treated with respect and fairness, regardless of background, identity, or characteristics. This policy applies to all employment aspects, from recruitment and promotion to disciplinary procedures.
Discrimination Policy
Discrimination, harassment, bullying, and victimisation based on protected characteristics are strictly prohibited. We promote a culture where everyone feels empowered to contribute without fear of discrimination. Types of prohibited discrimination include direct and indirect discrimination, associative and perceptive discrimination, harassment, and victimisation.
Recruitment and Selection
Our hiring practices are based on merit, using objective job criteria to ensure fair treatment. Job descriptions and advertisements are designed to attract diverse candidates, and selection decisions are based solely on job-related criteria.
Training and Promotion
All employees, regardless of working patterns, will have equal access to training and development opportunities, and promotions will be based on merit.
Support for Employees with Disabilities
We make reasonable adjustments to accommodate employees with disabilities and ensure our workplace is accessible to all.
Part-Time and Fixed-Term Work
Part-time and fixed-term staff are entitled to the same benefits and opportunities as full-time or permanent employees, where applicable.
Continuous Improvement
We are committed to ongoing improvements in our EDI practices, inviting feedback from employees and engaging with external experts to enhance inclusivity.
5.
Monitoring, Accountability, and Reporting
Roles and Responsibilities
● The Leadership team are responsible for overall compliance and implementation of this policy.
● Managers are tasked with ensuring equal opportunity standards are upheld within their teams.
● HR oversees equal opportunity training and policy updates.
Breaches of Policy
Any breach of this policy will be addressed following the Disciplinary Procedure. Serious cases may be considered gross misconduct. Employees are encouraged to raise any concerns confidentially, with no fear of victimisation for speaking out.
6.
Continuous Improvement and Policy Review
We recognise that the social and environmental landscape is ever-evolving, and we commit to regular reviews and updates of this policy to ensure it remains relevant and effective. Feedback from employees and stakeholders will be actively sought to continually refine and improve our social value, EDI, and environmental practices.
Further information:
Social Value Act: information and resources - GOV.UK
The Well-being of Future Generations | GOV.WALES
https://businesswales.gov.wales/topics-and-guidance/sustainability-and-social-responsibility/green-growth-pledge
