Corporate Social Responsibility Policy

Corporate Social Responsibility Policy
Enter >
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Guoman & Thistle hotels operate 37 hotels in key locations throughout the UK,
across two distinct brands: Guoman Hotels and Thistle Hotels. We are committed
to ensuring that we are a ‘socially responsible’ company and take our commitment
to the environment and the communities in which we operate seriously.
Our community
Every Thistle and Guoman hotel is part of a
community. We’re working to create a culture in which
our employees, guests, suppliers and contractors
recognise this, and how operating sustainably and
sensitively will ensure our long-term success.
 PREVIOUS PAGE
About us / Page 1 of 2
Our progress
Monitoring our progress is our Corporate Social
Responsibility committee. Led by an executive board
member, it includes senior representatives from
across our business. It meets at least six times a
year, and reports directly to the Board every quarter.
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
We define our social responsibility
into four key areas:
Marketplace
R
esponsibility to our guests, suppliers and
partners as a leading hotel company. Acting
honourably, ethically and honestly at all times
throughout our business.
“Guoman & Thistle Hotels wholly endorses that it must provide much more than a quality guest
experience – with the Group actively addressing its responsibilities and remaining committed to
supporting, protecting and contributing to its social and ecological environments, wherever possible.
With 37 hotels across the UK and over 5000 bedrooms in London alone, the Group
actively uses its resources to best effect in order to meet its CSR ambitions. This is
achieved by encouraging and rewarding colleagues to think and act responsibly,
providing a valuable contribution to the industry through training & development,
recognising and supporting local charity partners and maintaining a responsible
attitude towards eco-policies.
The Group continually refreshes its everyday practices to address these
responsibilities, always takes a proactive stance and grants 100%
respect towards its communities, an approach that has become an
integral part of Guoman & Thistle Hotels day-to-day hotel culture.”
Workplace
C
ommitment to what we regard as our most
valuable resource: our employees.
Environment
Doing all we can to reduce our impact on
the environment.
Community
nsuring that each of our hotels is an active
E
partner in the communities in which they operate.
Measurement and future goals
Heiko Figge
MD, Guoman
& Thistle Hotels
 PREVIOUS PAGE
About us / Page 2 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
As a leading hotel company, we are committed to the
highest standards of business practices towards our guests,
suppliers and partners.
Our services and facilities will, where reasonably practical, be accessible to all,
including those with disabilities or special needs.
All areas of our business will operate a healthy and safe environment for our
guests, employees, visitors and contractors.
We are committed to acting honourably at all times throughout our business
and as well as with third parties.
We are committed to the personal safety of all guests.
We are committed to appropriate investment in our properties.
Our purchasing department will always consider ethical and environmental
obligations in all activities.
Ethical and environmental questionnaires are a requirement within our tenders
and the results are used as part of the decision making process when selecting
suppliers.
We will not purchase from any organisation whose products are produced
with the exploitation of child labour, paying an unfair wage in poor working
conditions or any other violation of workers’ rights.
We are committed to honesty and transparency in our communication
with customers and we adhere to industry best-practice in advertising
and other marketing activity.
 PREVIOUS PAGE
Marketplace / Page 1 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Key Actions Taken:
All of our contractors must
subscribe to a nationwide
Health & Safety scheme.
Our business works in partnership with a leading
independent H&S consultancy overseeing and
monitoring the standards of safety and hygiene
we achieve.
Employees are trained to the latest H&S standards
via our e-learning web site.
 PREVIOUS PAGE
Marketplace / Page 2 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
We recognise the value and importance of our employees and managing talent within our company is a priority.
Our employment policies not only comply with all relevant legislation, but seek to go beyond that in order to ensure
that the working environment within all areas of our business embraces diversity, and offers fairness and equality
of opportunity in every respect.
The key employment policies that we refer to include the following:
Recruitment
Applicants for employment within our business will
be assessed fairly, regardless of race, gender, age,
disability, marital status, sexual orientation or religious
belief. They will be treated with honesty and respect
at every stage of the recruitment process.
Training and development
Appropriate training will be offered to all employees
in order to assist and empower them within their
daily work.
Remuneration
We will pay a fair wage for a fair day’s work.
Diversity and equal opportunities
All staff will be treated with dignity and respect,
regardless of their origin or background. We
embrace diversity and it is viewed as a strength
within our business.
 PREVIOUS PAGE
Anti-discrimination
We have robust anti-discrimination policies.
Any allegation of discrimination is taken extremely
seriously and dealt with accordingly.
Family-friendly working policies
We recognise the importance of all our employees,
including those who are working parents, and we
value and uphold the rights of working parents under
current legislation.
Talent management
We are keen to harness the potential of all of our
employees, actively encouraging and supporting all
those who demonstrate talent and wish to progress
within our organisation. We offer a management
training programme and training courses aimed
specifically at those who wish to develop new skills
and a robust succession plan.
Workplace / Page 1 of 4
Employee consultation and internal
communications
Communication with our employees is a priority and
we actively seek opportunities to engage with our
staff. We welcome feedback from our employees and
listen carefully to suggestions.
Health & Safety in the workplace
The health and safety of our employees is vital
and we make the appropriate investment in
equipment and training to ensure that accidents
and injuries are avoided. We provide a safe and
pleasant working environment.
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Key Actions Taken:
Diversity & Equal Opportunities
Springboard:
We have continued our work with the Springboard
charity to encourage and attract young people
to enter the industry and see it as a positive
career choice. We have expanded the ‘Inspire’
programme to our Guoman brand and through
it we have continued to offer valuable, structured
work placements within our hotels. In July 2011
we took part in the Springboard ‘Summer School’,
with over 20 young people undertaking a work
placement within our properties.
Key Actions Taken:
Recruitment
E-Recruitment
In 2012 Guoman & Thistle hotels will launch
e-recruitment across the business. This will
allow us to see the best talent faster and will
broaden our talent pool, enabling people from all
diversities and demographics to apply for roles.
 PREVIOUS PAGE
“Having been with Thistle for over 13 years, I
have benefitted first-hand from a supportive
career development programme that has seen
my skills significantly improved. Being given
key career goals and opportunities to learn
from different teams across different hotels,
I’ve advanced with Thistle into a senior role. In
short, you don’t stay with a company unless
you’re looked after – and I certainly have
been!”
Workplace / Page 2 of 4
Marianne Brown
Operations Manager
The Royal Trafalgar
& Thistle Piccadilly
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Key Actions Taken:
Employee Consultation
and Internal Communication
Let’s Listen Survey:
July 2011 saw Guoman & Thistle launch the first
colleague opinion survey, ‘Let’s Listen’. Over (85%) of
the workforce completed the online survey and from
September this year each individual hotel will put in
place an action plan based on the results to increase
engagement within the business.
“Thistle has provided the best and most
knowledgeable guidance and support available
to start my career. Thistle recognises potential
future talent, and values the importance of
nurturing this talent to succeed for the future.”
Gemma Pott
Operations Graduate
The Caledonian by Thistle,
Aberdeen
 PREVIOUS PAGE
Key Actions Taken:
Training & Development
Graduate Scheme:
The first Guoman & Thistle graduate scheme is
entering its second year. Having now completed a
placement in every department within the hotel the
graduates have now chosen a specialism to prepare
them for their future management careers with us.
Apprenticeships:
London Guoman hotels are currently piloting a
bespoke Front of House Apprenticeship scheme to
develop the skills of key service staff and earn them
a nationally recognised qualification. It is hoped that
a similar scheme will be rolled out nationally over the
next year.
Workplace / Page 3 of 4
E-Learning:
n March 2011, e-learning was introduced across
the business to enable colleagues to complete
mandatory training, such as H&S, online at their
own pace. Dedicated e-learning PCs were put
in place to allow access for all colleagues. The
mandatory training is just the start of the e-learning
journey, with hotel induction and development
training planned for 2012.
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
“After a career in the army and at the age
of 69, I can still share my knowledge and
experience with the younger members of
the team and in turn they guide me through
the latest technologies. Differing age levels
means more viewpoints and a creative
environment to work in.”
Hugh McClymont
Food & Beverage Operative
Thistle Haydock
“Thistle has provided me the opportunity to
be part of a knowledgeable and inspirational
team helping to positively shape the company’s
future, direction and growth. I value the impact
this has on enriching my personal development
and future career with the company.”
Triona Boyle
Sales Graduate
Thistle Euston
 PREVIOUS PAGE
Key Actions Taken:
Talent Management
Acorn Award Winners:
We have continuously
developed our future
leaders within the business
and this year has seen two of our
rising stars win industry-recognised
Acorn awards. Both Vidur Kapur
and Marianne Brown beat other
top talent to secure the prestigious
Hospitality awards, recognising the
achievements they have made on
their chosen career paths within
the industry.
Workplace / Page 4 of 4
Talent Planning
For The Future:
In 2011 we have taken a more
structured approach to the way we
develop and manage our talent.
With our HR Business Partners we
have been able to identify talented
candidates, plan their development
and ensure we retain these
managers of the future.
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Guoman Hotel Management (UK) Limited actively seeks ways to reduce our impact on the environment and we work with
suppliers, partners and our team members to ensure that we all understand the environmental impact of our operations.
All areas of our business are targeted with reducing energy and water consumption and increasing recycling levels.
“Challenging targets for reducing energy
consumption and waste generation can
only be met by the close management
of the technical and operation aspects of
our properties by skilled and motivated
maintenance managers and staff.”
Energy consumption
Energy consumption is the largest environmental impact
of our business and we actively explore, and implement
as appropriate, any initiative that could reduce our
energy consumption. For example, low energy lighting,
regular boiler efficiency audits, maximum water
temperatures and movement sensor-controlled lighting
are just some of our current initiatives.
Waste management
As a group standard, every one of our hotels is targeted
with ensuring that the proportion of their waste that
goes to landfill is less than 30% in each financial year
and we are committed to increasing recycling levels
year on year. Waste streams are segregated at all hotels
and paper, glass, electrical equipment, lighting, metals
and cardboard are recycled.
Water
Society often overlooks that water is a scarce resource,
but we actively strive and encourage our team
members to conserve water usage throughout our
business. By detailed measurement and innovation to
reduce consumption, we have implemented a proactive
water monitoring process to quickly identify leaks and
potential problems, in addition to providing water saving
devices in toilets and restrictors for taps and showers.
We continue to work with suppliers to reduce
the excess packaging and increase the use of
recycled cardboard and reusable delivery trays
wherever possible.
Responsible purchasing
We ensure that all our suppliers are aware of
our environmental goals and have their own
environmental policies in place. Wherever practical,
we purchase products made from renewable and
ethically sound sources.
Mohamed
Busheha
Chief Engineer
Thistle Marble Arch
 PREVIOUS PAGE
Environment / Page 1 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
We aim to exceed the minimum standards our
business is required to achieve by environmental
legislation and set our general managers challenging
environmental targets to meet. Every hotel’s
performance in each financial year is accurately
measured and reported to the CSR committee
for review.
We recognise that people are key to our environmental
success and all employees are encouraged to be
environmentally responsible through regular training,
instruction and awareness raising activities.
This policy is regularly monitored by the group CSR
committee and updated to reflect new initiatives
and processes that can further drive our ability to
reduce our impact on the environment both locally
and nationally.
 PREVIOUS PAGE
Environment
Community
Measurement and future goals
Fact:
Water-saving devices in many rooms and public
toilets have cut water consumption by over 50%.
Fact:
Thistle Manchester was awarded a silver award in
the 2010 Environmental Business Pledge awards.
Further Information
“We set our General Managers challenging
environmental targets to meet, with
performance in each financial year measured
and success rewarded through the ‘Green
Hotel of the Year’ award in the Company’s
annual performance awards.”
Fact:
By auditing the waste we generated, we recycled 5%
more waste in 2010 than 2009 and were able to reduce
the number of unnecessary vehicle movements.
Fact:
In 2010 we installed low energy equipment and
lighting that saved 160 tonnes of C02.
Environment / Page 2 of 2
Simon Farr
Operations Director
Thistle Hotels
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
We recognise and value the communities that we operate within. As a successful and progressive hotel business, we wish
to interact with and support these diverse communities wherever possible.
Oxford Street Clean Thistle Marble Arch, London
Aberdeen Winter Care Shelter Aberdeen Altens and Aberdeen Airport
Our commitment to the community includes supporting local charities at
individual hotels, forming and maintaining links with local schools and colleges
for work experience placements and assisting employees that wish to volunteer
to assist local community projects where appropriate.
Our corporate policy is to nominate and support a charity each year,
details of which can be found on our corporate websites:
www.thistle.com and www.guoman.com
Young Bristol The Grand, Bristol
 PREVIOUS PAGE
Community / Page 1 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Springboard
As a charity helping young, unemployed and
disadvantaged people find sustainable careers within
the hospitality and leisure sector, Springboard’s values
are close to Guoman & Thistle Hotels’ own regarding
developing and strengthening talent – the two have
worked closely together to set people on their way to
long and vibrant careers within the industry.
“Springboard is absolutely delighted to receive
such magnificent support from Guoman &
Thistle Hotels in the UK. As a charity working
directly on behalf of the hospitality sector, we
need major hospitality players like Guoman &
Thistle to fly the flag for our work supporting
young people, disadvantaged groups and
the unemployed into inspirational careers and
opportunities within the industry. This fantastic
effort will ensure that Springboard can continue
its vital work in encouraging these groups
into meaningful positions and making a real
difference to people’s lives.”
A dedicated three-month fundraising activity drive has
seen the Group raise over £100,000 for the hospitality
careers charity.
Commenting on the success of the charity initiative,
Heiko Figge, Managing Director of Guoman & Thistle
Hotels, said “As a group, we remain passionate
about industry learning and believe in contributing
to skills and actively developing talent within our
industry. Charities like Springboard are essential to
the hotel industry, so it is only right that we should
support them in turn, and what better than with this
remarkable donation I’m delighted to be able to share
with Springboard.”
Stephen Moss
Chairman
Springboard UK
From right to left: Heiko Figge, Managing Director, Guoman
& Thistle Hotels; Tim Cordon, General Manager, The Cumberland;
Kymberley Hill, Head of Public Relations, Guoman & Thistle
Hotels; Stephen Moss, Chairman, Springboard UK.
 PREVIOUS PAGE
Community / Page 2 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
We have a Corporate Social Responsibility committee that meets at least four times per year, with senior level representatives
from all areas of the business including operations, purchasing, human resources and sales & marketing. This committee is
tasked with upholding our duty of care to the environment and our communities.
“Our customers are very aware of
social and environmental issues and
we share those values. We have a
responsibility to our employees, our
stakeholders and the communities
in which we operate to do the right
thing socially, economically and
environmentally.”
Quarterly performance reports are provided to the Board to review progress.
We aim is to exceed the minimum standards our business is required to
achieve by environmental legislation and set our general managers challenging
environmental targets to meet. Within each hotel we have an Energy committee to
proactively seek ways in which we can reduce our carbon footprint and waste.
Every hotels performance in each quarter is accurately measured and reported to
the CSR committee for offer support and guidance.
We recognise that people are key to our environmental success and all
employees are encouraged to be environmentally responsible through regular
training, instruction and awareness raising activities.
Tim Corden,
General Manager
The Cumberland
 PREVIOUS PAGE
As for the future we will continue to work with our staff, suppliers, customers and
local communities to develop our CSR policies further.
Measurement and future goals / Page 1 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Within each hotel we have an Energy committee
to proactively seek ways in which we can reduce
our carbon footprint and waste.
 PREVIOUS PAGE
Measurement and future goals / Page 2 of 2
NEXT PAGE 
Corporate Social Responsibility Policy
About us
Marketplace
Workplace
Environment
Community
Measurement and future goals
Further Information
Further information about CSR at Guoman & Thistle hotels can be found
at our corporate websites – www.guoman.com and www.thistle.com
Alternatively, please email csr@guoman.co.uk
Guoman Hotel Management (UK) Limited Registered in Scotland No. SC046004. Registered office: The Glasgow Thistle Hotel, 36 Cambridge Street, Glasgow G2 3HN
 PREVIOUS PAGE
Further information / Page 1 of 1