Strategic Report

Corporate Social Responsibility

Corporate Social Responsibility

Corporate social responsibility (CSR) 2019 at a glance flows from our purpose, defining £167,300 donated to the way we engage with our employees, charity in 2019. candidates and clients, as well as the Continued inclusion in the local communities where we work. FTSE4Good Index for the 11th consecutive year. From environmental stewardship Once again carbon-balanced to philanthropic initiatives, our CSR for the year and already strategy ensures we operate in a exceeding our 2023 carbon reduction target. socially responsible way and strive to be a force for good in society.

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How our purpose defines our CSR strategy Establish policies and initiatives

Our Purpose Explore areas Powering people and Measure and for development organisations to fulfil monitor performance their unique potential.

Communicate to stakeholders

Our areas of impact Environment and climate change long-term careers of purpose to our The Group acknowledges the global employees. This, in turn, promotes and opportunity threat posed by climate change and a loyal client and candidate base Since 2008, we’ve been is taking positive steps to reduce for our business, ensuring lasting, our environmental impact and offset sustainable growth. a constituent member of our carbon emissions. Since 2015, our We’re also committed to powering the FTSE4Good Index, which global operations have been certified people and communities around the recognises the measures we’ve as carbon-balanced by the UK’s world to fulfil their own unique potential taken to reduce the impact of Woodland Trust and the World Land through innovative sponsorships and Trust’s Carbon Balanced programme. our operations on the environment philanthropic initiatives. and society while proactively Already this year we have launched investing in a sustainable future a trees for placements programme Ethical business practices whereby the Group will plant a tree for people and communities Part of the Group’s responsibility as an for every permanent placement made industry leader is to maintain the highest around the world. We believe by Robert Walters and Walters People ethical standards in all our operations, that taking rigorous action in the — a development that will also be as outlined in our Ethical Conduct policy. following areas helps secure the certified and result in the Group We also maintain a zero-tolerance policy future stability of our business becoming net carbon reducing. against corruption and bribery, which applies to all Directors, employees and creates long-term value Corporate governance and contractors undertaking work for our shareholders. The long-term success of the Group on behalf of the Group. is underpinned by good corporate governance, ensuring transparency in With regards to our impact on the our decision-making and accountability wider workforce and society at large, to shareholders, clients, candidates we are committed to protecting all and employees. workers’ rights in accordance with local labour legislation, and we remain vigilant Powering people potential for signs of slavery and human As a global employer, the Group takes trafficking. seriously its responsibility to offer

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Corporate Social Responsibility continued

Powering people potential Our global business model is dependent on successful economies with thriving workforces. As such, we continue to support and invest in initiatives and partnerships that help individuals and communities to fulfil their own unique potential through economic empowerment and corporate advocacy.

Supporting sustainable We leased land to grow millet and sorghum which will be used to make futures with Global Angels nutritious porridge for children as The Global Angels Foundation is an part of our ‘Zero Hunger’ school international development organisation, feeding programme. Our volunteers transforming disadvantaged communities supported this project by contouring around the world. The Foundation focuses the land (thereby slowing the flow on finding sustainable solutions for of rainwater), ploughing and sowing the provision of safe drinking water, seeds to be harvested in the autumn. healthcare, education, sustainable energy Our volunteer team painted the newly and small business development. built classroom the Group has funded For the fourth year in a row, we’ve for the local school, ensuring it was worked with Global Angels to support ready to be used for the 2020 sustainable projects in Tsavo, Kenya school year. through investment, as well as sending We also continued our economic eight staff volunteers to work with empowerment project, investing in a the local community on location. new chicken house that will create jobs One of the most critical projects we and enable Global Angels to sell more funded was the addition of silt clay poultry and eggs to nearby communities linings for each of Tsavo’s three water — the profit from which is then pans, preventing collected rainwater reinvested into Global Angels projects. from soaking into the earth, and more importantly, securing the community’s water supply.

“ My week in Tsavo was so rewarding, and the biggest thing I learned is that we can all help others and make them a bit happier, even with the smallest actions.”

Loïc Vives Senior Marketing Executive, Walters People, France

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Powering a new generation of UK artists

This year, we launched the Robert Walters Group UK Young Artist of the Year Award, in partnership with UK Young Artists and the Saatchi Gallery. The aim of the award is to discover and champion the work of exceptional young artists whose work and vision represents contemporary Britain. From an open call across the UK, we shortlisted ten finalists whose work demonstrated a strong, original voice and was of exceptional artistic quality. Global Charity Day 2019 Other teams donated their time, In October, Sheffield-based championing environmental causes artist Conor Rogers, 27, was In 2019, the Group celebrated its eighth and helping those in need. Our team named the inaugural recipient annual Global Charity Day in support in Lisbon spent the day planting trees of the award, which included of worthy causes around the world. for forest conservancy charity Plantar a £10,000 grand prize, while As usual, staff chose local charities that Uma Árvore, while the Hamburg office second-prize winner Camilla are making a difference in their own joined forces to clean up the streets Hanney, 27, was awarded £5,000. communities, raising an astounding of their local neighbourhood. We were delighted to offer Conor, £141,989 worldwide for organisations Camilla and the other finalists like Alzheimers NZ (New Zealand), the Meanwhile, in Malaysia, staff donned the opportunity to exhibit at Make-A-Wish Foundation (Netherlands), superhero costumes to spread cheer the prestigious Saatchi Gallery, Anna’s House (South Korea), and the among young cancer patients at Kuala providing them with nationwide Dame Vera Lynn Children’s Charity (UK). Lumpur Hospital, and our team in San exposure and helping to drive Francisco volunteered at the SF-Marin their careers forward. Many of this year’s fundraising activities Food Bank, preparing boxed meals for put our employees’ athleticism to the senior citizens. test. In Barcelona, employees undertook a gruelling outdoor spin session to raise money for FEDER (the Spanish Association of Rare Diseases), while “ I’ve been so humbled to the Sydney team’s field day, complete have this opportunity. with egg-and-spoon and sack races, Robert Walters Group collected donations for the Black Dog and UK Young Artists Institute, a mental health research genuinely care about organisation. helping young artists better themselves and their careers.”

Conor Rogers Robert Walters Group UK Young Artist of the Year 2019

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Corporate Social Responsibility continued

Supporting ex-offenders with StandOut

This year, we ran a pilot with UK charity StandOut, which saw employees from our business providing interview advice and CV assistance to people leaving prison who are preparing to re-enter the workforce. The aim of this initiative is to empower ex-offenders with additional tools and the confidence they need to find paid employment and, as a result, reduce the likelihood of them re-offending and returning to prison. Following the success of the pilot in 2019, we are preparing to launch a full programme to Doing our part to As corporate sponsors of the Hairy our UK business in 2020. Handlebars, the Group invited all our #BreakTheCycle employees to #BreakTheCycle of In March, we bade farewell to our men dying too young. Teams around friends, George Cullen and Ben Cook the world hosted sports days, yoga — otherwise known as the ‘Hairy sessions and city walks to raise Handlebars’ — as they set off on their awareness of this issue. In September, epic journey to cycle more than 6,000 George and Ben successfully arrived miles from London to Tokyo. Their at our offices in Tokyo, having raised epic feat was conceived to promote more than £30,000 for the awareness of mental health issues two charities. and suicide prevention, and to raise money for men’s health charities, Movember and the Ian Williams Foundation.

“ I feel like I gave something — using my recruitment skills to not only try to help this man find a job, but really, to start his life again.”

Rebecca Rodgers EMEA Talent Acquisition Leader, Resource Solutions, UK

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Diversity and inclusion With more than 4,000 employees in 31 countries around the world, we know that our diversity is our strength. In fact, in some countries such as Japan, we have up to 35 nationalities working for us.

We are a proud equal opportunities In 2019, Resource Solutions was director Rocki Howard, from the employer, striving to create a working named to The Valuable 500 and has Jacksonville Global Service Centre, culture that recognises and celebrates been assessed as Clear Assured by was once again named in the 2019 the unique cultures and communities The Clear Company, demonstrating our EMpower list of 100 Ethnic Minority that comprise our global team. commitment to including and promoting Executives for the second year disabled talent in the workforce. in a row. Our Equality and Diversity policy sets Resource Solutions is also certified as out our approach and is an embedded Disability Confident Committed through part of all new starter inductions for the UK government’s Disability Confident employees and its application extends initiative, which recognises our efforts to the stakeholders we work with as to foster an inclusive workplace that well. For example, all candidates are supports disabled people to find and encouraged to complete an equal stay in employment. opportunities form upon registration, which provides us with valuable data Resource Solutions also became to ensure we can present our clients listed with Vercida, a careers site with the widest possible talent pool. connecting jobseekers from diverse backgrounds with inclusive employers, The Group continued to advocate for and started a new partnership equality in 2019 with global observances with Equal Approach, a consultancy of International Women’s Day, International organisation supporting businesses Day of People with Disabilities and LGBT+ to become more inclusive. In the UK, Pride celebrations. We also published Resource Solutions also partnered thought leadership pieces aimed at with 2to3days, a jobs board for helping clients achieve the objectives parents looking for part-time work, of their own diversity agendas. while in the US, client services

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Corporate Social Responsibility continued

Gender equality The Board has a policy to encourage diversity, including gender. On 1 January 2014, the Board implemented a policy to ensure that there will be an equal gender quota for any future long list for a Board appointment. We were also pleased to welcome Carol Hui as our new Chairman in 2018. As shown in the table below, the gender split for 2019 has improved by 4% for the Board of Directors, 6% for senior managers and 1% for other employees. In accordance with the Companies Act 2006 (Strategic Report and Directors’ Report) Regulations 2013, the Group has provided the table below.

2019 average employees 2018 average employees Male Female Total Male Female Total Board Directors 4 2 6 5 2 7 Senior managers1 135 90 225 140 72 212 Other employees 1,545 2,467 4,012 1,466 2,351 3,817 Total 1,684 2,559 4,243 1,611 2,425 4,036 1. A senior manager is a person who is responsible for managing significant activities within the Group, or who is strategically important to part of the Group. This will include any operating country or regional Directors and functional heads of department.

Gender pay gap reporting UK Greenhouse gas (GHG) reporting The reporting of Scope 3 emissions We support gender equality and we In September 2013, the Mandatory (other indirect emissions from sources published our UK gender pay gap report Carbon Reporting requirements not owned or controlled by the Company) on 4 April 2019. The Robert Walters prescribed by the Greenhouse Gas is voluntary and therefore, the Group and Resource Solutions reports can Emissions Directors’ Regulations reports on all those Scope 3 activities be found on the Group’s website. Report came into effect. This section which it feels have a significant impact includes our mandatory reporting of on its greenhouse gas emissions. Environment greenhouse gas emissions pursuant All other Scope 3 activities have been to the Companies Act 2006 (Strategic The Board recognises its responsibilities considered but the Group feels that the Report and Directors’ Report) in respect of social, environmental and impact of these was so limited as to Regulations 2013 (the Regulations). ethical (SEE) matters and monitors all be negligible and has decided not to significant risks to the Group, including Reporting year disclose these activities within this SEE risks, which may impact the Group’s The greenhouse gas emissions report. This decision will be reviewed short- and long-term value. During 2019, report has been prepared based on on an annual basis or sooner if changes no significant SEE risks were identified. a reporting year of 1 January to 31 are made to regulatory reporting December 2019, which is the same as requirements. Although our impact on the the Group’s financial reporting period. environment is minimal as an office-based Intensity metric organisation, we are fully carbon-balanced Reporting boundary The Group has recorded the total global and have been for four years. That means The Group’s report is based on all entities emissions, in tonnes of CO2e, and has we’re investing in projects that offset and offices which are either owned or decided to use an intensity metric of emissions through reforestation under operational control globally. tonnes of CO2e per head, which the Group initiatives. The whole of Robert Walters believes is the most relevant indication Methodology and scope Group’s operations have been fully of our growth and provides the best The methodology used to calculate carbon-balanced since 2015 through comparative measure over time. a partnership with the Woodland Trust the Group’s emissions is based on the and the World Land Trust’s Carbon ‘Environmental Reporting Guidelines: Global greenhouse gas emissions data Balanced programme in Vietnam. including Mandatory Greenhouse Gas The table on page 41 shows the total Emissions Reporting Guidance’ (June global emissions in tonnes of CO e and In addition to these investments, from 2 2013) issued by the Department for tonnes of CO e per head for the Group. January 2020, the Group has pledged 2 to work with the World Land Trust Environment, Food and Rural Affairs (Defra). The Group has also utilised Base year to plant a tree for every permanent The 2013 financial year was the base candidate placed by Robert Walters Defra’s 2019 conversion factors within the reporting methodology. year for the Group’s greenhouse gas and Walters People. reporting, being the first year the Group The Group is active in working towards The greenhouse gas emissions data completed a global calculation. has been prepared with reference the achievement of local Environmental The base year has been recalculated Management Systems. The Standard to GHG protocol, which categorises greenhouse gas emissions into three for changes to the scope of operation ISO14001 provides a framework for and measurements, including any achieving the balance between enhancing scopes. Reporting on emissions from Scope 1 (direct GHG emissions) and additions to measured Scope 3 data. profitability while setting targets for The base year and previous year’s data improving the organisation’s Scope 2 (indirect GHG emissions) activities is mandatory. are also recalculated if better quality environmental performance. data for the previous year is identified.

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Reducing carbon The Board has overall responsibility The Group undertakes extensive The Group set a target to reduce the for ensuring the Group upholds and monitoring of the implementation mandatory Scope 1 and 2 CO2e emissions promotes respect for human rights. of all of its policies and has not been per head by 20% across the Group by The Group seeks to anticipate, prevent made aware of significant breaches 2023, from a full-year 2013 baseline. and mitigate any potential negative of policy or any incident in which the human rights impacts as well as enhance organisation’s activities have resulted The Group’s Scope 1 and 2 mandatory positive impacts through its policies and in an abuse of human rights. emissions per head are down to 0.65 procedures and, in particular, through from the 2013 base year revised number its policies regarding employment, Health and safety of 1.37, a decrease of 53%, meaning we equality and diversity. Group policies are still on track to meet the target The Chief Executive has overall seek both to ensure that employees set in 2013. responsibility for the implementation comply with all applicable legislation of the Group’s Health and Safety policy, and regulation and to promote good The Group actively seeks to reduce the with specific operational responsibility practice. carbon footprint of the business through: delegated to managers at each location. – Consulting closely with the The Group’s policies are formulated Every effort is made to ensure that all Carbon Trust and considering its and kept up to date by the relevant national safety requirements are met recommendations as environmental business areas, authorised by the Board at all times, and there were no notable objectives; and communicated to all employees. injuries or health and safety issues identified during the year. – Establishing objectives for minimising The Group has a zero-tolerance approach travel to that which is totally necessary; to bribery and corruption and has specific Political donations and processes in place to prevent it. The Group’s Anti-Bribery policy (with specific The Group made no political donations – Offsetting carbon emissions through reference to the Bribery Act) is included during the year (2018: £nil). accredited reforestation schemes in core training to all employees. The covering the UK and Asia Pacific. Anti-Bribery policy is reviewed annually FTSE4Good Index to ensure that it is current. Human rights and The Group has held FTSE4Good status The Group is aware of the UK Modern since 2008. FTSE4Good Index inclusion ethical behaviour Slavery Act 2015 and complies with its criteria covers a number of corporate The Group respects all human rights obligations under it. In respect of actions responsibility themes, such as and, in conducting its business, the taken during the year, we believe that environmental management, climate Group regards those rights relating to we operate a supply chain with a very change, countering bribery and supply non-discrimination, fair treatment and low inherent risk of slavery and human chain labour standards. Our continued respect for privacy to be the most relevant trafficking potential. As such, over and inclusion in the index recognises that our and to have the greatest potential impact above our normal operating procedures, policies and management systems on its key stakeholder groups of clients, we have taken no specific steps in enable us to address and mitigate candidates, employees and suppliers. this regard. key corporate responsibility risks.

Greenhouse gas emission source (base year 2013)

Current revision 2019 2018 2013 2019 Dec YTD 2018 Dec YTD 2013 Dec YTD

Dec YTD tCO2e Dec YTD tCO2e Dec YTD tCO2e

tCO2e per head tCO2e per head tCO2e per head Scope 1 Vehicle fleet and purchased gas 500 0.14 434 0.14 494 0.26 Total Scope 1 emissions 500 0.14 434 0.14 494 0.26 Scope 2 Purchased electricity and heat 1,761 0.51 1,883 0.64 2,146 1.11 Total Scope 2 emissions 1,761 0.51 1,883 0.64 2,146 1.11 Scope 3 Business travel – air 1,560 0.45 1,271 0.43 488 0.25 Business travel – land¹ 376 0.11 350 0.12 231 0.12 Transmission and distribution 117 0.03 128 0.04 166 0.09 Total Scope 3 emissions 2,053 0.59 1,749 0.59 885 0.46 Total Group emissions 4,314 1.24 4,065 1.39 3,525 1.83 Carbon offset (4,314) (1.24) (4,065) (1.43) (935) (0.48) Total net emissions 0 0 0 (0.04) 2,590 1.35 1. Land travel includes all forms of land transport, such as rail and taxi, but excludes travel in the Group’s vehicle fleet. The appropriate conversion factor for the method of transportation is applied to the distance travelled.

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