Please see some of our publicly published policies below
- Policy Statement
- Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another for personal exploiting or commercial gain. We have a zerotolerance approach to modern slavery and are committed to act ethically and with integrity in our business dealings to implement and enforce systems and controls to ensure modern slavery is not occurring in our business or in any of our supply chains.
- We are also committed to ensure transparency in our business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from contractors, suppliers and other business partners. As part of our contracting processes, we include prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and expect that our suppliers will hold their suppliers to the same high standards.
- This policy applies to all persons working for us or on our behalf, including employees, directors, officers, agents, contractors, external consultants, third-party representatives and business partners.
- This policy does not form part of any employee’s contract of employment and may be amended at any time.
- Responsibility for the policy
- The Managing Director has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that those under our control comply with it.
- Line managers are responsible for ensuring those reporting to them understand and comply with this policy and the issue of modern slavery in supply chains.
- Staff are encouraged to comment on this policy and suggest ways it might be improved. Comments and queries should be forwarded through their line manager.
- Compliance with the policy
- All management and staff must read, understand and comply with this policy.
- The prevention, detection and reporting of modern slavery in any part of our business or our supply chains is the responsibility of all those working for us or under our control who are required to avoid any activity that might lead to, or suggest, a breach of this policy.
- Staff are encouraged to raise concerns about any issue or suspicion of modern slavery in any part of our business or in the supply chains of any supplier, at the earliest possible stage.
- If you suspect a breach of this policy has occurred or may occur, notify your manager or report it in accordance with our Whistleblowing Policy as soon as possible.
- If you are unsure about whether any act, the treatment of workers generally, or their working conditions within our supply chains constitutes any of the various forms of modern slavery, raise it with your line manager.
- We encourage openness and will support anyone who raises genuine concerns under this policy, even if they turn out to be mistaken. We will ensure that no one suffers detrimental treatment through reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our business or our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe you have suffered any such treatment, you should inform your line manager. If the matter is not remedied, you as an employee, should raise it formally using our Grievance Procedure.
- Communication and awareness of this policy
- Training on this policy, and on the risk our business faces from modern slavery in its supply chains, forms part of the induction process for all employees.
- Our zero-tolerance approach to modern slavery must be communicated to our suppliers, contractors and business partners at the outset of our business relationship and reinforced appropriately thereafter.
- Breaches of this policy
- Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.
- We may terminate our relationship with other individuals, contractors and organisations working on our behalf if they breach this policy.
Managing Director, DO Interiors Ltd
Equal Opportunities and Discrimination Policy
- The Company recognises that discrimination is not only unacceptable, it is also unlawful.
- The Company’s aim is to ensure that no job applicant or employee is discriminated against, directly or indirectly, on any unlawful grounds.
- By including this policy in the Employee Handbook, all employees are made aware that the Company will act in accordance with all statutory requirements and consider any relevant codes of practice.
- All job applicants will be considered solely on their ability to do the job. Interview questions will not be of a discriminatory nature.
- All promotions will be made on merit in line with the principles of the policy.
- Employees who have a disability will receive the necessary help, within reason, to enable them to carry out their normal duties effectively.
- This policy will be assessed at regular intervals to ensure that equality of opportunity is afforded to all employees.
Managing Director, DO Interiors Ltd
The Company strives to be a good corporate citizen in all its operations and activities. To this end we have brought together a series of operating principles under the broad heading of Corporate Social Responsibility (CSR) to serve as a guide to our employees in all aspects of their work for the company.
The principles cover all areas of the Group’s operations and have been developed with reference to the relevant codes of corporate governance and best practice, including the revised Combined Code and international statements and guidelines such as UN Universal Declaration of Human Rights and the OECD Guidelines for Multinational Enterprises. Taken together, these principles form our CSR policy.
The policy can be divided into six main areas:
- Ethical Business Conduct
- Policies Specific to Employees
- Policies Specific to the Group
- Fair Employment Practices
- Workplace Health & Safety
- Environmental Policy
You can download our full Corporate social responsibility policy by clicking the link below.
The Company values its reputation for ethical behaviour and financial probity and reliability. It recognises that over and above the commission of any crime, any involvement in bribery will reflect adversely on its image and reputation. Its aim therefore is to limit its exposure to bribery by:
- setting out a clear anti-bribery policy
- establishing and implementing anti-bribery procedures
- communicating this policy and relevant procedures to employees and to others who will perform services for the Company
- undertaking appropriate due diligence measures before engaging others to represent the Company in business dealings,
- monitoring and reviewing the risks and the effectiveness of any anti-bribery procedures in place
The Company prohibits the offering, giving, solicitation or acceptance of any bribe (whether cash or other inducement)
- to or from any person or company (wherever they are situated and whether a public official or body or private person or company),
- by any individual employee, agent or other person or body acting on behalf of the Company,
- to gain any commercial, contractual, or regulatory advantage for the Company in a way that is unethical,
- to gain any personal advantage (pecuniary or otherwise) for the individual or anyone connected with the individual.
- This policy prohibits any inducement that results in a personal gain or advantage to the recipient, or any person or body associated with them, and which is intended to influence them to take action that may not be solely in the interests of the Company or of the person or body employing them or whom they represent.
- This policy is not meant to prohibit normal and appropriate hospitality or the giving of a gift on a festival or other special time, providing they are customary in a particular market, are proportionate and are properly recorded.
- Inevitably, decisions as to what is acceptable may not always be easy. If in any doubt as to whether a potential act constitutes bribery, refer to a manager before proceeding.
The prevention, detection and reporting of bribery is the responsibility of all employees and the Directors are committed to:
- encouraging employees to be vigilant and to report any suspicion of bribery,
- providing employees with suitable channels of communication and ensuring that sensitive information is treated appropriately,
- investigating instances of alleged bribery and assisting the police and other authorities in any resultant prosecution,
- taking disciplinary action against individual(s) involved in bribery.
- Any suspicion of bribery should be reported in confidence to the Managing Director, who has overall responsibility for bribery prevention.
General Statement of Intent
Dale Office Interiors Ltd (DOI) is committed to ensuring the safety of its employees, customers, members of the public and anyone else who is affected by our operations.
The company commits to operating in accordance with the Health and Safety at Work Act 1974, The Management of Health & Safety Regulations and all other current applicable regulations and codes of practice, so far as is reasonably practicable.
This commitment includes;
- the provision and maintenance of plant and systems of work that are, so far as is reasonably practicable, safe and without risks to health;
- arrangements for ensuring, so far as is reasonably practicable, safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances;
- the provision of such information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of his employees;
- so far as is reasonably practicable as regards any place of work under the employer’s control, the maintenance of it in a condition that is safe and without risks to health and the provision and maintenance of means of access to and egress from it that are safe and without such risks;
- the provision and maintenance of a working environment for his employees that is, so far as is reasonably practicable, safe, without risks to health, and adequate as regards facilities and arrangements for their welfare at work.
DOI Management will provide all necessary resources including time to ensure that Health and Safety matters are adequately funded. This includes seeking external specialist advice where required.
Each employee/contractor will be made aware of their responsibility for their own health and safety and that of others. All employees/contractors will be given the opportunity to consult with the management on matters relating to Health & Safety, or to appoint a representative to do so.
Where necessary the company will arrange or provide suitable training for both management and operatives, as when new work practices or equipment are introduced.
The company will seek external advice as necessary to keep its health & safety policy, working practices and equipment up to date and in accordance with current legislation.
Ultimate responsibility in all areas of safety rests with the Managing Director.
The company will strive to achieve continuous improvement in Health & Safety performance.
Reviews of Health and Safety Policy will be made annually no later than 1 year after the date on this policy. The monitoring of all issues relating to this policy is the responsibility of the Managing Director.
Dale Office Interiors was established in 1984, since then the company has evolved to become a market leader. It is our mission to design & build high performance workspaces whilst delivering on time and in budget.
We are determined to maintain and enhance this reputation by the continual development and improvement of our people, service offering, processes and management systems.
The scope of services provided by Dale Office Interiors is tailored to support clients requiring office design and build services from various industry sectors from SME’s to Blue-chip organisations across the UK.
Dale Office Interiors support businesses across the UK to achieve tangible results through clever workspace design and build services. In times of change, we provide exceptional support and innovation, ensuring we deliver best value against business goals and aspirations.
Whether its business expansion, consolidation, or relocation we have a range of services to support our clients needs, these services include:
- Turnkey Design and Build
- Commercial Office Design
- Office Fitout and Refurbishment
- Office Furniture
- Small Works
- Workplace technology
- Space planning and Feasibility
- Workplace Consultancy
Our commitment to our service, clients and stakeholders is governed by our company values which drives our relentless desire for improvement, these are:
- Continuous Improvement
- Client Focused
Please view our Company Values document for further information.
Dale Office Interiors’ Quality management policy articulates the company’s intentions regarding quality of our products or services, our commitment to continuous improvement in quality management, responsibilities of all staff, especially those with key roles, for maintaining quality of products and services.
Dale Office Interiors’ Quality Policy aims to uphold the ideals of ISO 9001 as we work towards the standard.
Quality is important to our business because we value our customers. We strive to provide our customers with products and services which meet and even exceed their expectations.
We are committed to continuous improvement and have established a Quality Management System which provides a framework for measuring and improving our performance.
We have the following systems and procedures in place to support us in our aim of total customer satisfaction and continuous improvement throughout our business:
- Providing a best-in-class service
- Regularly ensuring customer satisfaction by gathering and monitoring of customer feedback
- Ensuring the highest standards of Health & Safety for all employees and contractors.
- Maintaining a continuous improvement culture against our company values
- a customer complaints procedure
- selection and performance monitoring of suppliers against set criteria
- training and development for our employees and contractors
- regular audit of our internal processes
- measurable quality objectives which reflect our business aims
- management reviews of audit results, customer feedback and complaints
Although the CEO and Managing Director have ultimate responsibility for Quality, all employees have a responsibility within their own areas of work to help ensure that Quality is embedded within the whole of the company.
DO Interiors Ltd (The Company) specialises in Design and Build office refurbishment and distribution of office furniture. Based in South Yorkshire, we operate across Yorkshire and beyond. Our operations have been reviewed and primary activities interacting with the environment recognised. Issues addressed are highlighted in the policy statement below. We are committed to continual improvement of our environmental performance and are working towards minimum impact on the natural and human environments, preventing pollution of the environment wherever possible and ensuring full legislative compliance.
The Company will address its environmental impacts through the following activities.
We will offer a range of high environmental performance furniture to our clients and work with furniture reuse networks to offer refurbished equipment alongside new furniture. We will work with suppliers to reduce the environmental impact of the products that we sell. Our wooden product ranges are sourced from timber grown to standards that meet or exceed those established by the Forestry Stewardship Certificate.
All goods remain within their packaging until the point of use. Waste packaging is brought back to our site, segregated and recycled. Waste wooden pallets and waste wooden furniture are collected for either reuse or recycling. We monitor the levels of general waste and reduce volumes wherever possible. We also work with local waste-carriers in view of any waste not recycled being utilised in the Sheffield Energy Recovery Facility.
Our vehicle management procedure ensures that wherever possible, impacts are reduced. The logistics manager is responsible for efficient route planning and co-ordinating deliveries to ensure minimum distance is travelled. Vehicles are upgraded to maintain efficiency and minimise emissions at least every four years. Drivers are trained to drive in an efficient manner.
We measure our energy consumption and prefer electricity from renewable sources. We work to reduce our energy consumption by buying low-energy equipment, LED lights and by a high awareness of energy saving with our staff.
We monitor the use of paper and work to reduce this by encouraging electronic communication, by encouraging staff to avoid printing and to print double sided. Where paper cannot be eliminated, it will be recycled. Other waste from the company’s office operations will be disposed of in a proper and responsible manner.
Train staff to ensure that the workforce understands the actual and potential environmental impacts of both individual and company activities and our environmental policy statements.
When purchasing, use environmental responsibility as a factor in decisions to minimise the company’s environmental impact. Suppliers are vetted to ensure the environmental considerations are managed within their businesses.
This policy should be read by and made available to our employees and actively promoted to anyone associated with the activities of our company such as contractors or clients.