Environmental, Social, Governance (ESG) Policy

Being mobile and independent is a fundamental part of life. They allow us personal freedom of movement and of choice and play a vital role in physical, mental, financial, and social wellbeing. Therefore, living with poor or declining health and reduced mobility can often have a profound effect on the quality of life, not just for those directly affected, but their families, friends, employers, and the wider society.

Prism Healthcare believes that despite poor health and limited mobility everyone deserves to live life to the full. Whether living at home or in long-term care facilities, everyone should have equal opportunity to be happy, healthy, and independent for as long as possible.

As experts in manual handling, pressure area care, and specialist seating solutions, we manufacture and supply a broad range of products and services to health and care providers and their clients across the UK, and internationally through a network of distributors. We have a mission; to transform the quality of life of people with health and mobility conditions by providing solutions that offer choice, value for money, and help to make care easier.

In doing this we take our corporate responsibility seriously. We recognise we have a duty of care to operate in a responsible and sustainable way and we want to make a positive impact on the lives of our employees, customers, clinicians, clients, and partners within our network and the wider society.

The Prism Healthcare Group ESG statement demonstrates our commitment to action, to integrate wellbeing, sustainability, and ethics into the culture and day-to-day activities of running the business. This is key to our success and is a focus for all employees.

We will develop a policy that defines improvements we will make to drive standards in three areas:

• Environmental – how we will perform as a steward of nature
• Social – how we will manage relationships with employees, suppliers, customers, communities, and the wider society
• Governance – how we will hold our leaders to account through strict auditing and controls.

 

Environmental

We will work with suppliers, customers, and employees to reduce our impact on the environment by:

1. Moving all fleet vehicles to hybrid or electric by 2030 and ensuring compatible infrastructure on all business premises.
2. Developing products and services which reduce the environmental impact of our business activities.
3. Promoting the use of digital technologies to reduce travel, emissions, and our carbon footprint.
4. Investing in SMART Buildings to ensure we actively conserve energy and water, and use the most sustainable energy suppliers
5. Ensuring waste and recycling are managed effectively to reduce the amount going to landfills, achieving targets of internal schemes and accreditations from recognised bodies.
6. Creating a group-wide employee forum to identify where a positive environmental impact can be achieved. We will provide education and training where necessary, so they have the knowledge and tools.

Social

We will contribute to improving the well-being of society by:

1. Releasing employees during office/working hours so they can participate in local community initiatives
2. Using our platform and resources to support a charity, particularly those aligned to our mission.Supporting the economies and communities in which the business operates by employing local people and sourcing goods and services from local businesses.
3. Actively supporting the health and well-being of employees, helping them to achieve a good work-life balance with the opportunity to work flexibly.
4. Being an advocate for equal opportunities and initiatives which promote a fairer society.
5. Investing in training and developing our people, so they can progress and enhance their career prospects whilst employed with the Group.
6. Benchmarking roles and paying all employees a fair salary.
7. Creating a culture where inclusivity and diversity thrive, where everyone feels safe and there is zero tolerance for hate of any kind.

 

We will always act ethically and with integrity, and will be held accountable by:

1. Ensuring transparency through timely reporting of financial performance, objectives, and strategies to stakeholders, customers, and employees.
2. Adhering to robust policies and procedures in relation to corruption and bribery.

 

Download the full PDF ESG policy here

 

Equality & Diversity Policy

1 Scope

This policy applies to employees of Prism Healthcare including all trading Divisions. The policy is acompany requirement policy and is in line with the Equality Act 2010.

Everyone has a duty, both morally and legally, not to discriminate regardless of religious or politicalaffiliation, sex, sexual orientation, marital status, age, disability, race, creed, colour, ethnic or nationalorigin and all employees are expected to support this commitment and to assist in its realisation in all possible ways.

2 Introduction

Prism Healthcare regards the proper application of its policy of diversity and equality as a cornerstone of its employment policy and is committed to the promotion of equal opportunities and to ensure that the human resources talents and skills of all employees are maximised.

Prism Healthcare will continue to operate fair and equitable methods and procedures to ensure that all

its employees and prospective employees are treated fairly and are not subjected to unfair discrimination.

The protected characteristics covered within this policy are as follows:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

 

The commitment applies to all aspects of employment, including:

• Recruitment and selection, including advertisements, job descriptions, interview and selection procedures
• Training and development
• Promotion and career development opportunities
• Terms and conditions of employment
• Access to employment related benefits and facilities
• Grievance handling and the application of disciplinary procedures
• Selection for redundancy

 

3 The Working Environment

The company will seek to create an environment in which all employees feel comfortable regardless of race, gender, language, disability, age, or sexual orientation.

Employers can be liable for discriminatory acts committed by their employees, where they have failed to take all reasonably practicable steps to prevent discrimination. Liability will accrue regardless of whether the employer knew or approved of the discriminatory action.

Each Director will be responsible for ensuring that all aspects of the policy are observed within all the functions and services under his/her responsibility.

The Group Human Resources Manager will assist and advise Directors on relevant aspects and provide training where necessary.

 

4 Managing Diversity

Managing equality of opportunity within the company ensures that all employees are treated fairly and given equal opportunity to fulfil their potential and ensures that employment progression/promotion is unhindered by prejudice and stereotypical views.

The basic concept of diversity accepts that the workforce contains a diverse section of the population. Diversity consists of the visible and non-visible – whether in age, gender, ethnicity, background etc.

 

5 Recruitment and Selection

The company will ensure that all advertisements for jobs reflect the company’s stance on equal opportunities.

 

6 Equality for Lesbian Women and Gay Men

The company will endeavour to create an environment where lesbian women and gay men are free from harassment and feel confident of equal treatment and support if they choose to be open about their sexuality.

The company defines the word ‘partner’ to include same sex partners.

 

7 Age Equality

Age discrimination in employment occurs as a result of prejudice, misconception and stereotyping which hinders the proper consideration of an individual’s talents, skills, abilities, potential and experience. Age guidelines and age-related criteria should not be used to exclude particular age groups.

 

8 Gender Equality

The Sex Discrimination and Equal Pay Acts make discrimination unlawful on the basis of gender. The Company confirms that its employment practices must be geared to the needs of both men and women.

The company will treat seriously all allegations and will not tolerate unlawful discrimination or harassment of any kind in the working environment and will take positive action to prevent its occurrence. If an employee wishes to make a formal complaint, he or she should use the company’s grievance procedure.

 

Download the full PDF Equality & Diversity policy here

 

Modern Slavery Statement

This statement is made pursuant to the Modern Slavery Act 2015 and constitutes the Company’s slavery and human trafficking statement.

The statement sets down the Company’s commitment maintaining the highest ethical standards,preventing slavery and human trafficking in our business activities and the steps we have put in place with the aim of ensuring that there is no slavery or human trafficking in our business or our supply chains.

The Company believes we all have a duty to be alert to the risks, however small. Staff members are expected to report their concerns and management to act upon them.

 

Organisational Structure

This statement covers the business activities of Prism Healthcare which are as follows:

• We are based in and operating solely in the UK.
• We are providers of specialist equipment for the safer moving and handling of mobility
• disadvantaged clients in a range of care environments and in the community.
• The company head office is based in Wakefield with regional premises throughout the UK.

 

Supply Chain

Our supply chain comprises the engagement of subcontractor organisations to carry out works andservices on our sites and the sourcing of materials and manufactured products. All our standard supplier contracts contain an anti-slavery clause. This clause prohibits suppliers and their employees from engaging in slavery or human trafficking. We have a zero tolerance to slavery and human trafficking and we expect all those in our supply chain and contractors to comply with our values.

 

Due Diligence Processes to Manage Risk of Slavery and Human Trafficking

The Company’s due diligence process to identify and mitigate risk includes the following:

Where possible we build long standing relationships with our suppliers and subcontractors and make clear our expectations of business behaviour.

• The Company undertakes due diligence when considering taking on new suppliers and reviews its existing suppliers.
• We invoke sanctions against any suppliers that fail to improve their performance in line with any action plan provided by us, including the termination of the business relationship.
• Disciplinary processes will be evoked against our employees where this policy is breached.

 

Training

To ensure a good understanding of the risks of modern slavery and human trafficking in our business and supply chain, the Company communicates the policy to staff for their awareness via HR communications.

Key individuals interfacing directly with our suppliers are fully briefed on this policy and how to recognise the potential risks of slavery and human trafficking.

 

Responsibility

Responsibility for the Company’s Anti-slavery policy sits with the Chief Executive Officer.

 

Download the full PDF Modern Slavery Statement here