Values & Standards

Chesnara has no tolerance for bribery, fraud or corruption. The controls in place include the:

• maintenance and review of a Gifts & Hospitality Register
• disallowance of any political contributions or inducements
• careful consideration of any charitable donations
• monitoring of company assets, accounts and statements.

Internal financial control acts as a further monitoring and prevention system.

Chesnara maintains a business continuity plan (BCP) that makes sure recovery and continuity of all critical services will be achieved within an acceptable time frame.

The plan is regularly reviewed and tested at least once a year.

The Group has no appetite for any critical business services being unavailable in each of its business units beyond what local management consider acceptable.

All communication is seen as important and effective communication plays a very positive role in the day-to-day operations of the Group.

The Group has policies and procedures for managing general, external and internal communications. They form part of the Group’s strategic and business planning and reflect the Chesnara’s brand identity and standards. The core aim is to provide timely, clear, transparent, accurate and objective information that meets the need of all our audiences, including our statutory responsibility to provide information.

The Group aims to be aware of and sensitive to the needs of the environments and the local communities across all business sites, our employees, investors and regulators.  Our policies follow the relevant regulation and legislation, and support the Group’s efforts to improve our environmental performance.

Our people are our greatest asset. We recognise that to meet our own expectations in a competitive market, we need to continue attracting, promoting and retaining the best candidates. Our approach is to be open, entrepreneurial and inclusive in how we operate.

Chesnara is committed to a policy of equal opportunity in employment. We will continue to select, recruit, train and promote the best candidates available. Selection is based on suitability for the role and treats all employees and applicants fairly, regardless of race, age, gender, marital status, ethnic origin, religious beliefs, sexual orientation or disability. Chesnara will ensure that no employee suffers harassment or intimidation.  

Chesnara places great importance on the health, safety and welfare of its employees. Relevant policies, standards and procedures are reviewed on a regular basis. This ensures that any hazards or material risks are removed or reduced to minimise or, where possible, exclude the possibility of accident or injury to employees or visitors.

An Internal Audit function exists within the Group’s business units in line with the nature, scale and complexity of each business.

Every unit has its own audit plan, which is used to examine and evaluate the appropriateness and effectiveness of systems, internal control mechanisms and arrangements.

The Modern Slavery Act 2015 (Slavery Act) requires a commercial organisation over a certain size to publish a slavery and human trafficking statement for each financial year. This statement can be found on the Chesnara plc website. Chesnara welcomes the act and is committed to the eradication of human trafficking and slavery. Slavery and human trafficking are abuses of a person’s freedom and rights. We are totally opposed to such abuses in our direct operations, our indirect operations and our supply chain as a whole.  

Chesnara has in place whistle-blowing policies, which comply with local regulatory requirements. In the UK, the Audit & Risk Committee Chairman is appointed as Whistle-blowing Champion.