Corporate Policies

CLAS World Corporate Values

 

CLAS World Anti-Slavery Policy

 

CLAS acknowledges its responsibilities in relation to tackling modern slavery and commits to complying with the provisions in the Modern Slavery Act 2015.

 

CLAS understands that this requires an ongoing review of both its internal practices in relation to its labour force and, additionally, its supply chains.

 

CLAS does not enter into business with any other organisation, in the United Kingdom or abroad, which knowingly supports or is found to involve itself in slavery, servitude and forced or compulsory labour.

 

No labour provided to CLAS in the pursuance of the provision of its own services is obtained by means of slavery or human trafficking.

 

CLAS strictly adheres to the minimum standards required in relation to its responsibilities under relevant employment legislation in the United Kingdom and exceeds those minimums in relation to its employees.

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CLAS World Diversity, Equity & Inclusion (DEI) Policy

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I. Introduction

At CLAS, we are committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. Our employees are our most valuable asset, and we embrace and encourage differences in race, ethnicity, gender identity and expression, sexual orientation, age, religion, disability, veteran status, socio-economic background, and other characteristics that make our workforce unique. We recognise that a diverse and inclusive workplace leads to increased creativity, productivity, and overall organizational success.

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II. Purpose

The purpose of this policy is to ensure that CLAS maintains a workplace that values diversity and promotes inclusion and equity for all employees. By actively fostering an inclusive environment, we aim to enhance innovation, creativity, and collaboration, ultimately driving business success and positive societal impact. Additionally, this policy outlines our commitments, expectations, and actions required to create and sustain a truly diverse and equitable workplace.

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III. Scope

This policy applies to all employees, contractors, vendors, and stakeholders associated with CLAS. It covers all aspects of employment, including but not limited to recruitment, hiring, professional development, compensation, promotions, benefits, work environment, and workplace interactions. It also extends to interactions with customers, partners, and the broader community in which we operate.

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IV. Our Commitment to Diversity, Equity, and Inclusion

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1. Diversity – We strive to build and maintain a workforce that reflects diverse perspectives, backgrounds, and experiences. Our approach to diversity includes race, ethnicity, gender, gender identity, sexual orientation, age, religion, socio-economic status, disability status, veteran status, and other dimensions of diversity.

2. Equity – We ensure fair treatment, access, opportunities, and advancement for all individuals, while identifying and eliminating barriers to equal participation. Equity means providing resources and support tailored to individual needs to ensure fair outcomes.

3. Inclusion – We create an environment where all employees feel welcomed, respected, and valued, allowing them to contribute their full potential. Inclusion ensures that diverse voices are heard, respected, and considered in decision-making processes.

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V. Workplace Practices

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1. Recruitment & Hiring

   • Implement fair and unbiased hiring practices by removing systemic barriers in job descriptions, application processes, and interview procedures.

   • Actively seek diverse candidate pools through partnerships with organisations that support underrepresented groups.

   • Ensure that hiring managers undergo DEI training to recognise and mitigate unconscious bias.

   • Utilise structured interview processes to ensure objective and consistent hiring decisions.

   • Offer internship and apprenticeship programs targeting underrepresented groups to build a more diverse talent pipeline.​

2. Training & Education

   • Provide mandatory and regular DEI training to all employees, including unconscious bias training, cultural competency education, and inclusive leadership development.

   • Offer ongoing workshops, webinars, and lunch-and-learn sessions to educate employees on DEI topics.

   • Encourage cross-cultural mentorship and learning to build awareness and understanding among employees.​

3. Career Development & Advancement

   • Provide mentorship and sponsorship programs for underrepresented employees to ensure equal access to career growth.

   • Ensure equitable access to promotions and leadership opportunities by conducting transparent performance evaluations.

   • Conduct career development workshops to empower employees from all backgrounds with skills necessary for career progression.

   • Monitor and assess promotion trends to ensure diversity in leadership roles.​

4. Compensation & Benefits

   • Conduct regular pay equity audits to identify and address potential disparities in compensation.

   • Offer inclusive benefits, such as comprehensive healthcare coverage, parental leave, mental health support, and accommodations for disabilities.

   • Provide flexible work arrangements to support employees with caregiving responsibilities, disabilities, or other needs.

   • Ensure benefits policies are inclusive of LGBTQ+ employees, including coverage for same-sex partners and gender-affirming healthcare.​

5. Workplace Culture & Environment

   • Foster an inclusive culture through Employee Resource Groups (ERGs) and affinity groups that provide support and networking opportunities.

   • Celebrate cultural awareness events and heritage months to recognise and honour diverse backgrounds.

   • Encourage open dialogue through town halls, feedback mechanisms, and DEI-focused roundtable discussions.

   • Create physical and digital workspaces that are accessible and accommodating for individuals with disabilities.

   • Implement zero-tolerance policies for discrimination, harassment, or microaggressions.

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VI. Reporting & Accountability

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1. Reporting Concerns

   • Employees who experience or witness discrimination, harassment, or bias are encouraged to report concerns through HR, anonymous reporting channels, or designated DEI officers.

   • Retaliation against individuals who report concerns in good faith is strictly prohibited and will be met with disciplinary action.

   • Clear, transparent procedures will be in place to ensure that complaints are addressed fairly and confidentially.​

2. Accountability & Compliance

   • Leadership and management are responsible for enforcing this policy and demonstrating inclusive behaviours.

   • DEI objectives will be integrated into performance evaluations for managers and leaders.

   • Regular DEI audits, surveys, and focus groups will be conducted to assess progress and identify areas for improvement.

   • Non-compliance with DEI policies may result in corrective actions, including but not limited to coaching, training, and disciplinary measures.

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VII. Community Engagement & Corporate Social Responsibility

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1. Supplier Diversity

   • Actively seek partnerships with minority-owned, women-owned, and other underrepresented businesses.

   • Ensure procurement processes prioritise diversity and inclusion.

2. Philanthropy & Outreach

   • Support organisations and initiatives that promote equity and inclusion in our local communities.

   • Provide volunteer opportunities and encourage employee participation in community-based DEI initiatives.​

3. Advocacy & Industry Leadership

   • Commit to advocating for equitable policies and practices within our industry.

   • Share best practices and learnings with other organisations to advance DEI efforts across sectors.

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VIII. Continuous Improvement

CLAS is dedicated to ongoing learning and improvement in DEI. We will continuously assess and refine our policies and practices to align with best practices and the evolving needs of our workforce and community. This includes regularly seeking employee feedback, measuring progress through data-driven analysis, and adjusting initiatives accordingly.

This policy reflects our unwavering commitment to building a diverse, equitable, and inclusive workplace where every individual has the opportunity to thrive. We encourage all employees to actively contribute to making CLAS a model of DEI excellence and a place where all voices are heard and valued.