4 travnja 2017
As one of the most dynamic hospitality groups in the CEE region, the Group is fully aware of the impact our actions have on people, the environment and the communities in which we operate. Our primary activity of developing, owning and operating hotels, resorts and campsites creates an increased level of responsibility to our guests, team members, partners, shareholders and the communities in which we operate. In turn, these stakeholders are placing a higher value on a brand's responsible initiatives and the impact it is making on the world.
Health and Safety
At Arena, we endeavour to follow good practices in the field of occupational safety and we continually improve in order to provide a safe and healthy work environment for our employees. Furthermore, we make efforts to educate our employees continuously and on time about the risks they are inherently exposed to and about appropriate occupational safety measures and means. We are acting in compliance with actual legal requirements regarding the health and safety at work. Our implemented system covers all workers who are our employees as well as those who are not employees but whose work and/or workplace is controlled by the organisation.
Arena’s Management Board undertakes to professionally and responsibly establish, monitor and manage all aspects of health and safety risks. There are health and safety responsible individuals across the group in addition to the professional team in the central office in compliance with legal requirements. Group Management has the responsibility of establishing and promoting the Health and Safety Policy to lower-level management.
Diversity and Equal Opportunity
Arena is fully committed to respect and fair treatment for everyone, eliminating discrimination and actively promoting equality of opportunity and delivering fairness to all. We do not support any form of behaviour which violates human dignity within work and business relationships as well as in other relationships. We do not tolerate insults, humiliation, abuse or any other form of harassment in the workplace. Arena supports diversity and promotes equality of opportunity for all team members, students and customers regardless of their: age, disability, gender (re)assignment, marriage and civil partnership, pregnancy and maternity (including paternity), race (colour, ethnicity or national background), religion or belief (including non-belief), sex/ gender, sexual orientation, caring responsibilities for a “protected characteristic” including dependents, socioeconomic background/ grouping, union activity, or any unrelated spent criminal convictions. At the top Governance levels of the organisation, the members of the Supervisory Board and the Management Board are elected and appointed in accordance with the Companies Act and the Company’s Articles of Association, which contain no limitations on diversity in respect age, gender, education or profession.
Arena fully respects the rights of workers to join workers’ associations (labour unions) as well as their right to leave workers’ associations. We guarantee that no worker will be disadvantaged by being a member of an association or for participating or not participating in association activities. We continuously maintain and strive to regularly improve social dialogue and to fully protect the rights of workers and regulate their obligations and rights through collective agreements and their timely amendments and additions. We provide all necessary conditions for the activity of the works council. We act together with the works council in all cases prescribed by law and situations that benefit from the perspective of the works council, even though not mandatory. In Croatia Arena has implemented a company-specific collective agreement (CA) with the representative union. The collective agreement is regularly applied to the full extent. Any modifications to the CA are negotiated and discussed by the company’s management and the union representatives and agreed upon in unison. Freedom of association of employees is exercised on the company level without any restrictions and is fully supported by the company’s management. Our approach in all markets in which we operate is to pay out wages and other employee benefits and remunerations above the minimum amount prescribed by law, taking into consideration local and hospitality industry labour market trends. The collective agreement in Croatia is our instrument of regulation of wages and other benefits in aim to provide equal pay terms in the same or similar jobs. The collective agreement regulates length of working hours, holidays and other absences which all have to be in compliance with the mandatory provisions of national labour laws.
As a prime listed company, Arena Hospitality Group, its subsidiaries, affiliates and managed hotels operating in all countries, including all Arena Hospitality Group companies acknowledge its obligations to ensure comprehensive social, ethical and environmental practices within its operations, and within its supply chain, in every market in which it operates. As part of this acknowledgement, Arena has implemented Human Rights Policies to manage this topic within company operations. The Group’s Human Rights Policy defines the basic standards of human rights which the Group will respect at all times and which the Group expects business partners to respect at all times. These standards of human rights also form the basis of our Responsible and Ethical Sourcing Policy. In addition to its basis in relevant local and national legislation, this policy is drawn from:
1. The United Nations (UN) Universal Declaration of Human Rights, which defines the rights every human being is entitled to, covering areas such as employment, education and dignity
2. The International Labour Organization (ILO), a UN agency whose mission is to promote rights at work; encourage decent employment opportunities; enhance social protection, and strengthen dialogue in handling work-related issues. Its conventions create the framework for ethical labour standards.
The Human Rights Policy sets out the following operational requirements:
- All employment is freely chosen (no forced, bonded or prison labour)
- Freedom of association and the right to collective bargaining are respected
- Working conditions are safe and hygienic
- Child labour shall not be used Living wages are paid
- Working hours are not excessive
- No unlawful discrimination is practised
- No harsh or inhumane treatment is allowed
Community and Social Impact
As an owner and operator of hotels, resorts and campsites it is important we care about our neighbourhoods and make a positive contribution to our local communities and the people who live there. We do this in several different ways. We are actively involved with a number of fundraising activities throughout the year that make a big difference to people’s lives and the environment. We also engage our local communities through volunteering and local resourcing partnerships and charities. Although ‘Being part of our communities’ ranked the pillar with the lowest importance and impact, we still have a strong commitment to it and are constantly reviewing our community and charitable activity to ensure that it has maximum impact at a local level, but also resonates globally and supports the Group in meeting its objectives and responsibilities. Arena places a great emphasis on close engagement with its relevant stakeholders – investors, employees, unions, suppliers, public authorities and local communities. No formal structure defines the frequency and form of interactions and engagement but in practice, the engagement happens usually upon relevant stakeholders raising issues of their concern to the designated company’s structures. The company responds to the requests promptly and thoroughly. Depending on the severity of the issues raised, the company’s management is also involved directly or indirectly. The management also regularly communicates to the relevant stakeholders on the company’s strategy, future plans and positions. Arena continues to engage with its suppliers to help achieve its ESG initiatives and has invested in online solutions to make supplier assessment and screening seamless to ensure compliance with its sourcing policy. This pilot is operational in Croatia with a view to expanding across the group.