Inhabit Hotels, Modern Slavery statement
This statement has been published in accordance with the Modern Slavery Act 2015.
Introduction
Inhabit Hotels spans two wellness hotels in London: Inhabit Southwick Street and Inhabit Queen’s Gardens. At heart, our brand exists to be a force for good – and we are committed to operating with compassion, truth and integrity.
We strongly believe that the hospitality and tourism sector can affect positive change in people’s lives, particularly by creating job opportunities. However, the complexity of operating as a business with a multitude of operations and supply chains means we must pay careful, continued attention to the risk of human rights abuses, including modern slavery.
At Inhabit Hotels, a commitment to operating responsibly underpins our entire strategy, and this includes supporting the protection of human rights. Our Human Rights Policy aligns our operations and strategies with the 10 universal principles outlined by the Human Rights Act 1998, including commitments to human rights and labour standards.
We do not use slave labour anywhere within our business, nor do we tolerate forced or compulsory labour or human trafficking. By extension, we are dedicated to ensuring that no such behaviour occurs in connection with our company.
Our suppliers
Our relationships with suppliers are based on lawful, efficient and fair practices. We deliberately seek out suppliers that share our commitment to collective wellness, and we expect our suppliers to uphold the laws that require them to treat workers fairly and provide a safe and healthy work environment.
Inhabit Hotels refuses to knowingly work with any supplier that uses forced prison labour. We will only partner with suppliers who comply with all laws regarding slavery and human trafficking in the countries in which the suppliers are doing business.
We require our suppliers to comply with all applicable laws and to adopt compliant working practices, including not utilising any form of compulsory labour or human trafficking. Inhabit Hotels expects all its suppliers to actively monitor their own supply chains, in order to eliminate modern slavery of any kind.
Our business
We are a hospitality company with a broad portfolio of hotel brands. Together with our owners, Inhabit Hotels, a part of Precis Advisory Ltd owns 21 hotels in London. As a group, we directly employ around 200 colleagues who work across our corporate offices, central reservation centres and in hotel roles such as duty managers, front office managers, house managers and general managers. We will continue to review our current policies and procedures, our existing supply chain and any potential new suppliers, and to address prevention of modern slavery and human trafficking.
Equality, Diversity and Inclusion policy
Inhabit Hotel Limited is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- not to unlawfully discriminate as specified in Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
- oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
- Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public - Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence. - Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
- Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
- Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The equality, diversity and inclusion policy are fully supported by senior management under the legal consultation.
