More information for people means a greater equality between everyone at William Joseph.

05 gender equality S 08 decent work and economic growth S 10 reduced inequalities S Our impact

Intention

Our biggest areas of improvement within the B Corp assessment were related to William Joseph’s transparency.

While it has always been part of our culture to share between people, we have not gone far enough in implementing processes that codify that. This was especially evident as we hired people while working remotely. Some of the conversations that would have naturally happened in an office needed to be put down on paper – to get them out of people’s heads.

One area was our various employment policies, which while always available for people to view, were not in a single, easy to access location. Working with Charlie HR, we have developed a freely available handbook that details the specific processes that make up our way of working and culture.

Results

The handbook includes, but isn’t limited to:

  • Maternity policy
  • Equal opportunities and diversity policy
  • Safeguarding policy
  • Flexible working
  • Family-friendly policies including enhanced primary caregiver pay
  • Mental health and wellbeing policies
  • Health policies including menopause and breastfeeding

What’s next?

In creating these policies, it has also highlighted where we want to do more to create equality between everyone that works at William Joseph.

Areas we want to do more include, but aren’t limited to:

  • Bonuses
  • Clear pay scales and progression

We also want to be able to share our handbook more widely so that our team, potential team members and the wider community can see it.