CORPORATE SOCiAl RESPONSiBiliTY REPORT 2014 · 6 PageGroup Corporate Responsibility Report 2014 PageGroup Corporate Responsibility Report 20147 Workplace Our culture and values We

CORPORATE SOCiAl RESPONSiBiliTY REPORT 2014

2 3PageGroup Corporate Responsibility Report 2014PageGroup Corporate Responsibility Report 2014

Global Highlights Foreword

PageGroup is leading the recruitment industry in removing barriers to equality, both in its own workforce and when selecting the right candidates for its clients.

I am delighted that the company is being recognised for its passion and progress on diversity, equality and inclusion. Accolades from independent national and professional organisations can only reinforce PageGroup as an employer and business partner of choice, set the benchmark for the recruitment industry worldwide and spur PageGroup on to achieve even more.

Seeing inclusion in action is just one of the reasons I look forward to visiting a PageGroup office and meeting the people. On every occasion I see their values in action: most particularly how they bring a real sense of fun to the workplace while maintaining their professionalism: a winning blend which I encourage other organisations to emulate.

Ruby McGregor-Smith CBE Senior Independent Director, PageGroupCEO, Mitie Group plc Chair, Women’s Business Council

“ “

i am delighted that the company is being recognised for its passion and progress on diversity, equality and inclusion.

£

Employee engagement score

Employers’ awards won and plaudits received in 2014

international career moves in 2014

Number of new mothers returning to work post-maternity

Percentage of female top earners and high flyers

Promotions in 2014

Reduction in greenhouse gas emissions

Staff retention

115

12 3%

75% 956

iMPROViNG

iNCREASiNG iNCREASiNG

2 Global highlights

3 Foreword

4 CSR Framework

5 CEO Welcome

6 Workplace

12 Marketplace

14 Governance

16 Community

22 Environment

© Michael Page International plc

Contents


Welcome to our Corporate Social Responsibility report for the year. Here we have set out how we think about our responsibility to our people, together with the markets and communities in which we operate.

I am delighted that our diversity, inclusion and engagement commitments to our people are being recognised as such an important part of what makes PageGroup a great employer and business partner. This year, worldwide, we were ranked in more commentators’ annual lists of top employers than ever before.

Almost 1,000 people earned promotion in 2014, while 115 people made an international career move. Through our proven PageGroup talent development programmes we offer unrivalled career opportunities. I am very proud to say that I began my recruitment career with PageGroup as a consultant, as can so many of the senior management team.

PageGroup is about people and that extends to the communities in which we operate. This year we again worked with community and charity groups around the world, giving our expertise freely to programmes that equip people for the world of work. PageGroup people also helped fund projects from school-building to health and supporting the under-privileged.

In an organisation which is solely office-based, it is a challenge to make significant reductions in greenhouse gas emissions and water use. To rise to that challenge we revised our environmental criteria for new offices and also sought to reduce travel through increased use of technologies like video conferencing.

I am extremely proud of everything PageGroup and its people have achieved in 2014. I hope this report gives you a good sense of PageGroup’s unique culture and commitment while also conveying some of our achievements and the pride we all feel.

Steve Ingham Chief Executive Officer PageGroup

We fulfil our obligations in a sustainable wayOur organic business model, together with our focus on team culture and career development, has helped to develop long-term sustainability within the business. In 2014 we commenced a programme to place our broader Corporate Social Responsibility (CSR) efforts on a more formal and documented basis and with reference to industry best practice.

Many of the key elements which make up responsible management in our business have been firmly in place for many years. In 2014 we worked to better codify these existing elements, to help them be more scalable, and have delivered consistently across our global network. This categorised our CSR elements into the five segments of Workplace, Marketplace, Governance, Community and Environment. Our CEO Steve Ingham, the Executive Board director responsible for CSR matters, sponsored the new framework. We will look to report on our progress under these categories in future years.

CEO WelcomeCSR Framework

“ “

PageGroup is about people and that extends to the communities in which we operate.

We have identified five categories as being key to our CSR efforts and over time we will look to build metrics and targets to monitor our performance within each category.

We are responsible to our stakeholders

Our people

Our candidatesOur clients

Our suppliersOur shareholders

The communities in which we

operateSociety at large

Workplace Marketplace Governance Community Environment

Our obligations to these stakeholders

• TomakePageGroupthe best place to work

•Toensurewehavethe highest ethical standards

•Tomaintainthehigheststandards of corporate governance

•Tocontributepositivelyto the communities we operate in

•Tominimiseandmitigate our environmental footprint

Cate

gorie

s


WorkplaceOur culture and values

We take pride in what we do, in who we are and

what we stand for. We are proud of our

brand, our colleagues and achievements.

Our passion to provide the best services for our

clients and candidates drives us to triumph over our competition.

We welcome a challenge; we show strength of

character and resilience in our approach. We see

difficulty as an opportunity to demonstrate ability.

Working as one team makes us stronger, more efficient

and adds value to the business and our brand.

We recognise that fun is a key factor within our working environment,

we’re sociable and enjoy celebrating our successes.

Never give up

Be passionate Make it funTake pride Work as

a team

Best place to workThe quality and integrity of our people is fundamental to our reputation, financial success and long-term viability. That is the bedrock of our team culture and the proposition we offer to clients and candidates. We are therefore highly focused on ensuring that our workplace environment, our employees’ well-being, and their work-life balance are as good as we can make it.

Indeed, for 10 consecutive years we have featured in the Sunday Times ‘Best 100 Companies to Work For’. This year we achieved one of our highest ever rankings, at 41. In fact, every year we are being recognised more and more as a top employer by commentators around the world. We are again named as a Best Employer in New York City and this year were also named one of the Best and Brightest Companies to Work For in the USA. Two more national accolades in Germany and being named a Best Employer in Poland, for example, all add up to a compelling and consistent story.

All such recognition helps to attract the best potential new people as well as maintain existing employees’ commitment and increase over-all staff retention. We employ a broad range of initiatives to stay in touch with our employees, from gathering frequent feedback, through taking a regular “temperature check”, and on to our global employee engagement survey.

The feedback from our 2013 employee engagement survey was used to define a global employee value proposition, leading to even more focus on career development as well as initiatives to further improve the work-life balance. These actions have translated into greater engagement at all levels and prompted improved cross-regional working. The next survey is scheduled for 2015 where we are aiming to improve on our 2013 engagement levels.

We have a diverse cultural and ethnic profile within the business and a near 50:50 gender mix. Our diversity programmes, OpenPage and Women@Page, were recognised in 2014 with four national awards in the UK. These awards, including the award for Best Diversity Initiative in the Chartered Institute of Personnel & Development People Management Awards 2014, recognised our success in retaining female employees and for helping women return to work after maternity leave.

PageGroup Core Values

We have a diverse cultural and ethnic profile within the business and a near 50:50 gender mix.

Our Employee Value Proposition (EVP) defines the unique set of rewards from which our employees benefit in return for their skills, capabilities and the results they bring to PageGroup.

It provides our employees with a clear career and reward structure and is core to why they are proud and motivated to work here.

We work hard to provide our most ambitious people with new opportunities and challenges to build rewarding careers with us for the long-term.

YourPage covers five elements:

We value our people

Never give up learning

A team

that’s diverse

Rew

ards

and

hea

lth m

ade f

un

Proud to g

ive

something bac

k

Passionate aboutyour progress

CareerProgression

DiversityAt Work

Giving BackTo Others

TalentDevelopment

Rewards& Wellbeing

Passionate about your progressWe are passionate about our people’s career progression. Consultants who join us know that one day they can be our future managers, directors and managing directors.

The culture is one of meritocracy and there is strong company and peer group recognition for achievements. We score highly in our employee surveys for encouraging pride, fun, passion and commitment to the job.

A team that’s diverseWe promote a diverse, open and inclusive working environment which leverages our global footprint, rich in diverse people, talent and ideas. Our OpenPage philosophy comprises: Age is just a number; Disability doesn’t hold you back; Sexual orientation doesn’t matter; Families and carers come first; A multicultural workforce thrives; and Women succeed at work.

This programme has helped lower turnover, increase the number of new mothers returning to work, and increase senior representation of both ethnic groups and females across the business. We are also an outspoken industry advocate for ensuring recruitment activities follow best practice.

Rewards & health made funCelebrating success and making the job fun is part of our culture. We believe reward and recognition of top talent is key to motivating and getting the best from our consultant teams. Recognition of a job well done and being an active team contributor is an essential part of the quarterly review process. This is combined with team celebrations and high-flier events for reaching key performance targets. Our Feel Good programme for wellbeing and health includes active promotion of a variety of services such as gym membership, health workshops and an online health coaching platform.

Never give up learningWe are renowned for our first class investment in developing talent. We have customised our programmes to offer the right training to suit different cultures and working environments.

Training encompasses initial induction, a trainee academy and a management and leadership development programme. At all levels we deliver a programme that fully adapts to the skill-set needed and that will engender self-development and personal growth.

Proud to give something backGiving back is part of the PageGroup culture. We have a strong commitment and drive towards giving something back to the communities in which we live and work.

We encourage staff to be proactive in seeking projects within their own community and making a telling contribution.

This approach enriches our working lives and ensures we are engaged with the world around us and in which we do business.


WorkplaceRewards & Wellbeing Career DevelopmentRewards and health made fun – employee wellbeing is top of the list at PageGroup. We encourage a healthy work and life balance. We reward and celebrate success and embrace a fun working environment. We’re proud to offer consistent opportunities, rewards and benefits throughout our international network – whether in Manchester, Madrid or Melbourne.

Rewards and benefitsHere at PageGroup, salary is just the beginning. We also offer team-based bonuses and profit share or commission for all employees. We live our value of ‘making it fun’ by ensuring our top performers are treated to a range of reward activities. We host all-expenses-paid Platinum Club, High Flyers and other trips for top performers as well as team-building events and celebrations for great performance.

WellbeingOur employees’ health is important to PageGroup. We provide healthcare, pension plans as well as paid vacation/holiday time and sick pay. We promote an active lifestyle and healthier habits through incentives like discounted gym membership, which is offered in many countries, as are fresh fruit baskets as the healthy snack option. Over one third of employees participated in the “Global Corporate Challenge 100 Day Journey” for improved health and wellbeing. We also offer programmes to encourage healthier living including running clubs, advice about nutrition, exercise, energy levels and even help for colleagues to quit smoking.

We are passionate about our employees’ progress – wherever they begin their PageGroup career they can work their way up with support from their team, their managers and ongoing development.

We help our people unleash their talent wherever they want their careers to go: to lead people, new brands and locations; or become the expert in a chosen field.

We promote local and international career opportunities for our people. We enable successful career paths and a framework where every employee can excel.

At PageGroup we find the highest calibre of people from a wide range of backgrounds and we do our very best to ensure we retain them.

Any employee could be a future manager, director or managing director. We have a proven, structured career plan to help each individual reach their maximum potential. Everyone has the potential for a great career by using their unique skills and abilities.

“ “We live our value of ‘making it fun’ by ensuring our top performers are treated to a range of activities, from nights out to annual holidays.

Bruno joined PageGroup in Brazil in 2011 as Senior Associate, Page Executive. In 2013 he transferred to Santiago to launch Page Executive in Chile. Bruno is now a Director in our New York business.

Bruno Negretti Director, Banking & Financial Services São Paulo > Santiago > New York

Aaron joined as a graduate in Brisbane. In 2012, he launched three Michael Page technical discipline teams. In 2014, Aaron relocated to Houston before recently moving to Canada to develop our Calgary, Alberta operations.

Aaron Bambrick Manager, United States Brisbane > Houston > Calgary

Denis joined PageGroup in Lille in 2004 as a consultant. In 2008 he moved to New York and then to Brussels to develop new disciplines. In 2012 Denis moved to Mexico City where he is Executive Manager for two technical disciplines.

Denis DaniliucExecutive Manager, Mexicolille > Paris > New York > Brussels > Mexico City

A Chartered Accountant, Sharmini began her career with PageGroup in Sydney, Australia, in 2005. Specialising in financial services, she took charge of our Hong Kong operation in 2014.

Sharmini WainwrightManaging Director, Hong KongSydney > Melbourne > Hong Kong

Simone joined PageGroup in Italy in 2001. After three years with Page Personnel he moved to Michael Page. Simone has managed combined divisions and launched new businesses in both permanent and temporary markets. Simone moved to Southern China in 2014 and is developing our Guangzhou office.

Simone Turola Director, Guangzhou, China Milan > Rome > Guangzhou

Esther joined in Spain in 2000 as a consultant before moving to Zurich to launch Page Personnel. In 2009 she opened our Munich office and then moved to Frankfurt as Director of Training and Development, Germany and Austria. Esther is now Regional Human Resources Director for Continental Europe.

Esther Roman Regional HR Director, Continental Europe Madrid > Zurich > Munich > Frankfurt


WorkplaceTalent DevelopmentOur competitors admire the quality of our consultant-to-director development programmes. Our development pathway supports individuals from first-time consultants all the way to the Board. Whatever a person’s potential, we can help realise it. We develop the skills to help every individual succeed and we enable high performance from trainee to top manager.

Never give up learningWe don’t see development as a one-off. We support our people throughout their career with PageGroup, providing continuous development opportunities as people progress and take on new roles or responsibilities.

To provide each employee with the best opportunity to develop his or her capabilities we offer a combination of internal and external programmes centred on the “learning on the job” philosophy. Throughout this entire development journey, a colleague – usually a manager or director – is available to help and advise. With each mission achieved, the next challenge will be awaiting. Step by step we improve sales and recruitment skills and go on to develop people management and leadership skills.

Diversity, inclusion and equalityWe are a team that is deliberately diverse. We embrace a diverse and inclusive working environment where:

• Amulticulturalworkforcethrives• Ageisjustanumber• Disability doesn’t hold you back• Families and carers come first• Sexual orientation doesn’t matter• Women succeed at work

Part of our strength is in our teamwork. Our inclusion promise ensures a team that’s diverse in offices across the globe. OpenPage makes that promise a reality through our meritocratic approach to success.

We find great candidates for our clients based solely on their abilities, and our inclusion promise ensures we treat our own people the same way.

In 2012 CEO Steve Ingham launched Women@Page to create a more inclusive working environment and improve gender balance at all levels in our organisation. In 2014 the success of Women@Page grew into OpenPage and six characteristics we are committed to protecting.

AspartofWomen@Pageweintroducedorimprovedpolicies,behaviours and support programmes worldwide to help female employees continue and grow their careers with PageGroup.

IntheAsiaPacificregionourWomen@Pagenetworkalsofocuses on the interaction between our female senior consultants and our female clients. For example: in 2014 wehostedfemaleclientsatAustralia’sBusinessChicksLunches events with key speakers like former prime minister Julia Gillard, and led our own very successful Women in Technology event for the Perth area.

In2014inNorthAmericawelaunchedParents@Pagewhichsupports new mothers and fathers through flexible working arrangements. We will support parenthood – after all, we want to keep our great people.

We are a global partner with Stonewall, the world’s leading organisation supporting lesbian, gay and bisexual people.

We are a multicultural business and this is evident in our officesworldwide.Asourinternationalbusinessesgrow,wesee more locally-hired people stepping into leadership roles. Atthesametimeweofferinternationalcareeropportunitiesto both help grow our business by moving talented people to where we need them, and to give more of our people the experience of working and living in another country.

Our combined abilities – and our individual differences – are what make us a winning team. Through OpenPage we will build on these abilities and the strengths of our differences to become even more successful.

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Our Asia Pacific region’s talent development map. Similar models are used worldwide

Whatever a person’s potential, we can help realise it. % %

At 31 December 2014

Board Directors 5 71 2 29

Senior Management

304 79 77 21

Total employees 2,739 49 2,839 51

Gender diversity


MarketplaceHighest ethical standardsKey to the sustainability of our business is our reputation for integrity. We are mindful that our contact with candidates is always highly sensitive and often at critical points in their career. Similarly, we assist clients with finding the right team to ensure the continuing success of their business. These are important responsibilities so we demand high ethical standards and confidentiality from both our consultants and our suppliers.

In 2014 we revised our supplier code of conduct. We are in the process of incorporating it into our agreements with all of our key suppliers, as well as putting in place a programme of efficient procurement. This covers key aspects of our relationship with a supplier, both in terms of how we will deal with them fairly and what we expect in return, including high levels of quality and confidentiality. We are also rolling-out a revised employee code of conduct to be applied consistently worldwide. This will ensure all our people around the world are clear about what we expect from them to ensure that we maintain our longstanding reputation for the highest ethical standards and behaviours in everything we do.

We also actively seek feedback from clients to help improve our service. We investigate and respond to any issues raised. This complements our whistleblowing policy, enabling employees to raise any concerns that they may have. We achieved our 2014 target of no issues requiring Board notification, no material regulatory breaches, and no fines.

We have also sought to improve our transparency and dialogue with all stakeholders. For example: we staged an Investor Relations event in September 2014 where analysts and investors had the opportunity to meet our regional leadership teams and gave us great feedback.

Feedback helps us to continuously improve our servicesCustomer feedback is an essential part of our improvement and personal development programmes and processes. It is central to building high quality, long lasting and successful relationships with our clients and candidates.

Here is what just a few of our clients said about us in the past year.

We spent a considerable amount of time trying to fill this role and tried many agencies in the process, but

you finally did it! I believe this was due to strong listening and questioning skills which helped to ensure a real understanding of our requirements and you were able to hunt and woo the perfect candidates as a result. I felt we were managed superbly, always kept up to date on a regular basis and proactively requested our feedback. The role was very difficult to fill, and we’re absolutely delighted that we can now say we have a model employee as a result of determination and hard work. Overall, very pleased!

Group Head of Marketing, Bellway Plc. UK

With a proven track record Michael Page is more than just a recruitment service, they are a partner in defining

the right profile and finding the right candidate. Even after the placement, they ensure regular contact to make sure that all parties involved are satisfied. I wholeheartedly recommend Michael Page and will definitely use them in the future.

Quality Manager, VDl Weweler, Netherlands

The service, the prompt attention, the consistent follow up and the quality of candidates we received speaks well of

their recruiting and screening process. I would have no hesitation in giving my recommendations to use Michael Page.

President & CEO, Philadelphia Safe and Sound. USA

PageGroup quickly presented us with very strong candidates. They made the whole recruitment process

very easy and successful.

HR Manager,SA Cavalcante CSC Participações ltda, Brazil

Accenture has worked with Michael Page for many years, on both a global level and in Poland. The specificity of

target profiles and stringent requirements placed on candidates for key positions at Accenture require the support of recruitment agencies which provide the highest level of services – like Michael Page. Employing Michael Page to assist with the recruitment process is a sound investment with returns in the form of employees who fit into our company’s culture and contribute to building our market position.

Director of Recruitment, Accenture. Poland

Michael Page has been outstanding to work with. The personal service, attention to detail and communication

has far exceeded my expectations. I highly recommend their service to anyone looking for fast pace recruiting of high quality candidates in the Asia arena.

Sr. Director Operations EngineeringFitbit, inc., AsiaWe are very pleased with the work PageGroup did for us.

They give us consistently good results and candidates are always a good match to our needs.

HR Manager, Japan Tobacco international, Brazil

Having been placed by Michael Page in 2006, the positive experience I had as a candidate led me to make them

my first point of contact when I needed to hire other Human Resource professionals, not just in Hong Kong, but across Asia. Over the years, Michael Page’s understanding of our business and candidate requirements has resulted in a successful track record of candidate placement and enabled us to build a close working partnership.

Managing Director, HR – APACCushman & Wakefield, Asia Pacific

As a new and recent client with Michael Page Interim Management our experience has so far been positive,

both in the quality of the candidates and with the availability and flexibility they provided in how they operate. We will think of Michael Page when looking for highly specialised people.

HR Director, Versace. italy

We value our partnership with Page Personnel and its consultants. They are very responsive and always have

a wide range of quality candidates to offer us.

HR Manager Operations & Support, Samsung Electronics, France

It is vital that recruiters have deep specialist knowledge of their sectors. PageGroup gives me that and more because

their consultants have often themselves worked in their specialist sectors. They fully understand our needs as a client and they know their candidates very well. It all adds up to giving us great service.

Head of Human Resources, DHl Global Forwarding, Spain


At PageGroup we are committed to high standards of governance. We believe that good governance underpins sustainable performance.

Internal controlThe Group’s established internal control procedures have been designed and implemented to meet the particular requirements of the Group and the risks to which it is exposed. They provide an ongoing process for identifying, evaluating and managing principal risks. These include procedures for identifying its principal risks, taking into account all risks, including environmental, social and governance matters inherent in the strategy of the business and its plan.

During 2014 a new Director of Internal Audit was appointed who reports to the Chief Financial Officer on a day-to-day basis. He also has a reporting line to the Chairman of the Audit Committee and direct access to the Committee and the Board. This ensures there is opportunity for frank and open dialogue.

The Director of Internal Audit reports quarterly to the Audit Committee on the performance of the system of internal control and on its effectiveness in managing material risks and identifying any control failings or weaknesses. Where weaknesses have been identified in the internal control systems for the mitigation of risks to an acceptable level, plans to strengthen the control systems are put into place. There were no control failings or weaknesses that resulted in unforeseen material losses in 2014.

FraudSuspected cases of fraud must be reported to the Chief Financial Officer and the Director of Internal Audit and investigated by operational management and Internal Audit. The outcome of any investigation is reported to the Audit Committee and a register is kept of all suspected fraudulent activity, and the outcome of any investigation. There were no frauds of a material nature reported in 2014.

Anti-bribery, corruption and business ethicsThe Group maintains a zero tolerance approach against corruption. It has an established anti-bribery and corruption policy, which includes guidance on the giving and receiving of gifts and hospitality. This policy applies throughout the Group. A gifts and entertainments register is maintained to ensure transparency.

The Company also has a Code of Conduct which sets out the standards of behaviour by which all employees of the Group are bound and is based on the Company’s commitment to acting professionally, fairly and with integrity.

WhistleblowingThe Group operates a whistleblowing telephone line whereby staff may, in confidence, raise concerns about possible improprieties in financial reporting or other matters and ensuring that these concerns are investigated and escalated as appropriate. This is run by an external third party and is available to all employees in the Group. There were no whistleblowing incidents reported during in 2014.

GovernanceHighest standards of corporate governance

Nomination Committee

Responsible for ensuring that the Company has the executive and non-executive Board leadership

it requires.

Remuneration Committee

Responsible for the review, recommendation and

implementation of the Group’s remuneration strategy, its

framework and cost.

Audit CommitteeResponsible for the integrity of the Company’s financial statements and performance, ensuring the necessary internal controls and risk management systems are in

place and effective.

Chief Financial Officer (CFO)

Responsible for managing the financial risks, reporting and

planning of the Group.

The BoardThe Board’s role is to provide entrepreneurial leadership of the Group within a framework of prudent and effective controls which

enable risk to be assessed and managed. It has a formal schedule of matters reserved for its decision.

Company SecretaryResponsible for ensuring the Board comply with all

legal, regulatory and governance requirements.

Executive CommitteeThe Executive Committee is chaired by the CEO and includes the CFO.

The Committee is responsible for overseeing operations in our

regions and for overseeing business operational functions Group-wide.

Chief Executive Officer (CEO)

Key responsibility is to develop and deliver the Group’s strategy within the policies and values established

by the Board.


CommunityProud to give backWe encourage our people to give something back to society. We are proud to make a contribution to the causes and practices we believe in. There are many reasons our organisation should contribute to the communities in which we live and work.

First and foremost, it’s because we believe we have a responsibility to helping people who can’t always help themselves. This could be through committing our time and skills to help people find work, or through raising money for good causes. Our communities benefit, we as individuals benefit from the activities we undertake and learn from, and our reputation as a socially aware and active business appeals to clients, candidates, employees and potential employees.

We’re actively involved with charities, communities and environmental causes around the globe and we take pride in our achievements. Our approach and commitment to giving back enhances our working lives by keeping us engaged with the world around us and providing opportunities to contribute towards it.

We believe that together we make a differenceWe enable the majority of our employees to take a Corporate Social Responsibility day every year so they can volunteer in an activity that supports their community or a charity. In many regions this is co-ordinated so that teams or offices undertake a specific project together. PageGroup has many longstanding charity commitments worldwide, such as our work with Operation Smile in China or for St Baldrick’s in Hong Kong. We also have year-round or longer charity partnerships. For example, in the UK we have raised close to £1m for six charities in the last eight years. To raise funds our UK people have climbed mountains, cycled from London to Paris, or participated in office-based fundraising. PageGroup also actively promotes tax-efficient payroll-based employee donations which we then match.

Around the world, PageGroup people are contributing to and working with their communities. Altogether in 2014 PageGroup people worldwide raised £393,399 for their chosen charities and good causes. On top of that, PageGroup donated another £62,087. Together we raised £455,486 for the charitable causes closest to our hearts.

USAFresh Air Fund

CANADAHoliday Helpers

USAAmerican Cancer Society

UKSmart Works

Hong KongSt Baldricks Foundation

GermanyDiakonie & Dress for SuccessPhoto courtesy of Rolf Oeser

GermanyJoblinge youth employment

JapanRun for the Cure

AustraliaJunior Diabetes Research Foundation

ChinaOperation SmilePhoto courtesy of Operation Smile, Inc.

Middle EastRed Crescent Appeal for Syrian Refugees

SwedenSOS Barnbyar – children’s village, Kenya

MexicoSocial Colabore

BrazilAnnual Winter Clothing Drive

MalaysiaMake a Difference: safe water supplies

Hong KongSedan Chair Charities Fund


PageGroup people the world over regularly support their chosen charities by freely giving their time, skills and expertise. More and more, we are using our skills as recruitment specialists to help members of minority and vulnerable groups get into the employment market and maximise their chances of finding gainful employment.

We also give our time to support hospices and community projects in need of volunteers. Time is spent wherever it’s needed, from helping at special events to working behind the scenes maintaining facilities.

Every member of the PageGroup team is encouraged to support their community and chosen charities. We give the majority of our employees a paid CSR day every year to spend on a project close to their heart. While not compulsory, the CSR days are a great way to give something back to society because they can only be spent on activity with a community or charity. A person can spend their day individually or a whole team can decide to work together. From 2014 we are encouraging more of the CSR days to be spent using our specialist recruitment skills.

CommunityGiving back our time, skills and expertise

GERMANY Joblinge – coaching, career events and donations to help young unemployed people find work

BRAZil Winter clothing campaign – annual clothing collection for donation to charity

Christmas Campaign – donate christmas gifts, clothes and much-needed supplies to charity

POlAND Supported “Ciuch w Ruch” by collecting clothes for recycling

Motomikołajki–supportingorphansviamotorcyclerallies;collecting donations, sweets, and clothes plus sponsored lunch

FRANCE Nos quartiers ont des Talents (NQT) – employment coaching for young graduates living in disadvantaged neighborhoods

ACompetenceEgale(ACE)–coachinginterviewsforcandidates at risk of discrimination

SYNTEC recrutement – coaching interviews for unemployed mature candidates

HONG KONG Supported Feeding Hong Kong – nightly surplus food collections from shops for redistribution

Ronald McDonald House toy collection and kids’ events evening

UK Hosted employability workshop for the National AutisticSociety

Hosted an Enabling Enterprise workshop with Petts Hill Primary School, Ealing, Greater London

Hosted a professional development day for SmartWorks, supporting disadvantaged women find employment

US FreshAirFundyouthemployabilityeventinNewYork

MEXiCO Motor disabilities coaching day for Centro Panamericano COLABORE.

CANADA Covenant House youth shelter, Toronto – employment coaching for residents

TURKEY Ran Istanbul marathon for Mother & Child Education Foundation(AÇEV)

SPAiNRed Cross – training programme to help select volunteers for the charityPartnered with the government to promote the employability of victims of terrorism

MALAYSIAMaking a Difference connects charities with skilled volunteer talent through international volunteering. People from Michael Page Malaysia raised 50,000 Malaysian Ringgit (GBP9,000) and installed water supplies in Cambodia.

GERMANY In Germany we continued supporting Joblinge, an organisation helping disadvantaged young people find their first job. During six multi-day events in four cities, 93 PageGroup consultants led CV-writing courses and facilitated interview and job-hunting workshops. Many of the 84 attendees have gone on to find employment. In return our consultants said they enjoyed giving their expertise and found the experience inspirational and very satisfying. PageGroup also supported Joblinge with a donation of €4000 in 2014.

UK In London PageGroup people hosted a Professional Development Day for SmartWorks, which helps unemployed women into the workplace. Workshops included career, interview and CV advice. We also donated quality business attire to help make the right impression at interviews.

USWe partnered with the Fresh Air Fund on a career shadowing program to help at-risk inner city youths. Our support included hosting a career workshop in our New York City offices to help students appreciate the importance of education and give them an idea of where motivation, dedication, a college education and hard work can take them. Students met and worked alongside PageGroup consultants and managers to gain workplace experience.

GREATER CHINARonald McDonald House Charities® supports sick children and their families. In Hong Kong 20 PageGroup people gave their time supporting children undergoing medical treatment and their families. Their support included playing games, helping with art and crafts projects and participating in activities, as well cooking for them. The team also donated books, games, toys and gifts.

GREATER CHINA PageGroup people collected food for Feeding Hong Kong (FHK), the first Hong Kong food bank dedicated to rescuing surplus nutritious food from retailers, distributors and manufacturers and redistributing it to people in need.

TURKEY Six Dots project for visually impaired people – Our people worked with the Six Dots organization to help visually impaired people find jobs. We offered letter and CV-writing advice as well as interview techniques and practice.

MEXICO FUNFAI provides a home for children whose parents are in prison. PageGroup Mexico donated personalised outfits of clothing, shoes and toiletries for 37 children. They also hosted a party with games, including traditional romper piñata, and food.

MEXICO PageGroup Mexico volunteers developed and delivered a training programme to help people with motor disabilities find employment. The programme, for non-profit organisation Centro Panamericano COLABORE, included CV-writing, job-seeking advice and interview coaching, including role-playing. By the end of 2014 20% of participants had been offered jobs.

We also give our time to support hospices and community projects in need of volunteers.


A great way to support a good cause and stay active at the same time is to take part in a sponsored event. PageGroup people the world over walk, run, cycle, swim, cook, shave and more to raise money for the causes they hold dear.

Some events, like China’s Great Wall Marathon or the UK’s Yorkshire Three Peaks Challenge, are so popular they have become fixed points in the year’s calendar. But regardless of stature, every event undertaken by every PageGroup person has the desire to care and contribute at its heart. We go the extra mile and raise the extra penny because we genuinely want to make a difference to others’ lives. Having fun along the way is a bonus!

Mexico Support FUNFAI with Christmas presents for prisoners’ children

New ZeAlANd Look Good Feel Better – supporting women undergoing cancer treatment by running the Auckland Marathon

Suncorp Starlight Foundation Charity quiz

AustrAliAAustralia’s biggest morning tea event: fighting cancer

White Ribbon bake sale – support ending violence against women

Sebastian’s Fight for Life bake sale. Support a child living with ROHHAD Syndrome

Donations and Christmas toy appeal for the Salvation Army

Christmas toy appeal for Variety WA

A Jelly Babies sale for Juvenile Diabetes Research Foundation

chiNA Operation Smile fundraising for childrens facial surgery

hoNG KoNG St Baldrick’s Foundation for childrens cancer care Sedan Chair Charities Fund race

Magic Mile Charity Ramp Run supporting childrens’ speech therapy unit Benji’s Centre

Oxfam Trailwalker fundraising walk

ACCA rickshaw race supporting various charities

JAPAN Run for the Cure charity run supporting cancer research

FIT Run – sponsored run supporting various charities

PolANd Foundation of Corporate Social Responsibility – help provide hot meals for disadvantaged people

cANAdA Toronto Island Run for Covenant House youth shelter

switZerlANd Lampe Magique, Wunderlampe, supporting sick children

siNGAPore Fundraising for Movember mens’ health charity

Giving Tuesday: bake sale

Metta Welfare Association – sponsored swim

Breast Cancer Foundation bake sales

MAlAysiA Make a Difference – fundraise for safe water supplies in south east Asia

turKey Ran Istanbul marathon for Mother & Child Education Foundation (AÇEV)

itAly Payroll giving funded ultrasound probe for children’s cancer care at Santobono Pausilipon hospital, Naples

Easter eggs donated to chidren’s Foundation Rosangela d’Ambrosio

GerMANy Joblinge – help young people find work

Aktion Mensch – fundraising for the integration and the right of disabled people to a self-determined life

Diakonie Frankfurt Dress for Success – donate clothing for jobseekers

Aktion Deutschland Hilft – disaster relief

FrANce Support AUTRE CERCLE, fighting workplace discrimination based on sexual orientation

La Parisienne charity race against breast cancer

uK Support employability workshop for the National Autistic Society

Quit Smoking campaign

The UK’s chosen charity partner was Alzheimer’s Research UK (ARUK). Fundraising events including: Marathons; London to Paris by bicycle; Yorkshire Three Peaks Challenge; Apprentice-style fundraising challenge; Bake sales; Quiz nights

sPAiNSponsored swimmer Mireia Belmonte to train for the 2015 World Championship and 2016 Olympic GamesPandaRaid 2014 – fundraise for school development in MoroccoTriathlons, ironman and races for various causes

us George Washington Bridge Walk/Run for American Cancer Society

Making Strides breast cancer walk, Philadelphia

Houston breast cancer sponsored walk

Chicago marathon and duck race – for American Cancer Society

CommunityGiving back via fundraising

2014

Together we raised:

£455,486


Minimised environmental footprintWe are conscious that the day-to-day running of our business will inevitably have environmental consequences, particularly in terms of energy consumption and business travel. We have in place processes to monitor our CO2 emissions from air travel and seek to minimise any unnecessary journeys. For example, we look to alternative methods such as video conferencing to assist in the management of the business wherever possible. Our operations are office-based. As such, we believe we have a relatively low impact on the environment in comparison to many other global businesses. We utilise rented or serviced offices in all locations and consequently rely heavily on our landlords for the provision of environmentally-friendly facilities.

In 2014 we revised our procedures for determining the choice of new office space and included defined environmental criteria in the review of any new potential space. We have also broadened our programme for collecting GHG (greenhouse gas) emission data which will provide us with trends and help us target our efforts where they can make the most difference.

In line with the requirements of The Companies Act 2006 (Strategic Report and Directors’ Report Regulations), PageGroup reports on all direct greenhouse gas (GHG) emissions (relating to the combustion of fuel and the operation of any facility, together with any fugitive emissions); and indirect GHG emissions (through the purchase of electricity, heat, steam or cooling).

In 2014, we reviewed our process for calculating the emissions for the 2013 report, and targeted data gathering on our largest 20 offices. This was an expansion of the data exercise from the prior year and covered nearly 60% of the Group by headcount and Gross Profit. For the 2014 emissions reporting, we reviewed all our 2013 data as well as enhancing the quality of our 2014 data collation. These process measurement improvements are planned to continue, and will enhance the quality of our emissions reporting in future years.

Emissions have been calculated in line with the 2014 DEFRA reporting standards, and calculated using the UK Government conversion factors for Company Reporting produced for DEFRA and DECC.

Direct emissions from fuel consumed by company owned or leased vehicles were calculated using the fuel consumed by the German-based car fleet, which has the highest vehicle fleet per headcount in the Group. This represents 12% of the Group global car fleet of just over 1,200 vehicles. The emissions for vehicles in other countries were calculated by first extrapolating Germany’s fuel consumption per vehicle and then calculating the resulting emissions.

Indirect emissions derived from property energy consumption directly under the Company’s control have been calculated by using a sample of the largest offices across the world, together with the entire UK business, achieving nearly two-thirds coverage, with emissions for the remaining offices calculated by extrapolating headcount. The analysis of fugitive emissions (relating to air conditioning refrigerants) was reviewed for Brazil and the UK, being representative of large office networks in different geographic regions. The implied global result was emissions representing less than 1% of total emissions and is not regarded as material for reporting purposes.

Intensity valuesIntensity values (based on property and vehicle energy derived emissions per 1,000 headcount) are shown in the KPI table. Headcount was chosen as being most representative of the Group activity levels, and is relatively unaffected by issues such as business mix or foreign exchange variations. The intensity of 2014 emissions reduced by almost 3% compared with 2013.

In addition to the mandatory reporting of emissions, we also calculate our business travel related emissions, and the intensity of these emissions for 2013 and 2014.

EnvironmentGreenhouse Gas Emissions

How measured: Direct and Indirect GHG emissions calculated in line with UKGovernment’s2014DEFRAreportingstandards.Principallybasedondata from our 20 largest offices, covering approximately 60% of Group by headcount and gross profit, and extrapolated for the group as a whole.Why it’s important: The emissions calculations look at the CO2e impact of our operations under our direct control in absolute terms. How we performed in 2014: Direct GHG emissions relating to the combustion of fuel fell by 6.8% to 1,607 tonnes CO2e, while Indirect GHG emissions through the purchase of energy such as electricity rose by 11.5% to 4,420 tonnes CO2e.Relevant strategic objective: Sustainable growth

How measured: Intensity values for GHG emissions are based on property and vehicle energy-derived emissions per 1,000 headcount. Headcount is viewed as being the most representative metric for PageGroup’s activity levels.Why it’s important: Intensity values help to normalise the GHG metrics and place them in the context of the Group’s changing business profile, particularly in terms of increase in headcount. It helps to identify where progress has been made on emission reduction.How we performed in 2014: Energy derived emissions fell by 2.4% and business travel related emissions fell by 20.2%, in part due to a Group-wide focus on reduction in travel later in 2014, and an increase in Group headcount of 8% in the year.Relevant strategic objective: Sustainable growth

Total GHG emissions intensity values of GHG emissions

Total energy derived emissions (CO2e tonnes)

Source of emissions 2013 2014

Direct GHG emissions 1,725 1,607

Indirect GHG emissions 3,964 4,420

CO2e tonnes per 1,000 employees 2013 2014

Energy derived emissions 1,122 1,095

Business travel (air and rail) related emissions 635 507

We have in place processes to monitor our CO2 emissions from air travel and seek to minimise any unnecessary journeys.

Part of

www.page.comPageGroup is the trading name of Michael Page International plc

Documents

CORPORATE SOCiAl RESPONSiBiliTY REPORT 2014 · 6 PageGroup Corporate Responsibility Report 2014 PageGroup Corporate Responsibility Report 20147 Workplace Our culture and values We