The People of Zeavola

Sustainable Business Practices

We are committed to carrying out all of our business practices in the most sustainable manner possible. Sustainability refers to how we behave as an organisation, from a social perspective and towards the environment. We need everyone to be fully committed to supporting our sustainability goals – in your actions, in your role as a staff member or a leader, and in all relationships with colleagues, customers, partners and the local communities in which you operate.

In our continuous effort to become the leading example of a pioneering, sustainable and eco-friendly resort, we endeavour to:

  • Continuously celebrate our diverse workforce and provide equal opportunities to learn and develop
  • Improve team members’ engagement, job and personal security at work
  • Ensure fairness in terms of hiring, compensation and benefits
  • Encourage open communication and  entrepreneurship
  • Recognise and celebrate individual beliefs, personalities and cultural backgrounds of our team members and guests

Discrimination and Harassment

We believe in treating all people equally, with the same level of respect and dignity regardless of race, colour, nationality, ethnic or national origin, religion or belief, gender, age, sexual orientation, gender reassignment, marital or civil partner status, disability or if pregnant or on maternity leave. These are all known as Protected Characteristics.

We support a work environment which promotes diversity, trust, respect and care. For this reason, no team member should ever be subject to verbal, non-verbal, physical, sexual or psychological abuse within the workplace or in their living accommodation. We are fully committed to providing equal opportunities in every aspect of our working environment and will not tolerate any discrimination or harassment.

The following forms of discrimination are prohibited:

  • Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views
  • Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them
  • Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment
  • Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.  If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate
  • Economic discrimination: failure to repay a loan to another team member.  Senior team members and leaders are not permitted to borrow money from subordinates
  • Recruitment, promotion and other selection exercises such as redundancy are conducted based on merit, against objective criteria that avoid discrimination. Job applicants should not be asked questions which might suggest an intention to discriminate on the grounds of a Protected Characteristic. The hotel will conduct a two annual performance reviews based on the same standard for each person. Targets for improvements to be discussed and agreed upon

Health and Safety

All managers and team members are invited to take preventive steps to avoid health and safety risks. To improve work safety, it is essential that all staff members be thoroughly trained and understand the hazards and dangers while working in the  Zeavola Resort jungle, beach and sea setting. We strive to minimise and eliminate any health and safety hazards as quickly as possible to ensure a safer environment for each other and our guests. We all have a responsibility to maintain a safe and healthy work environment to prevent work-related accidents.

Ways to enhance health and safety in the workplace:

  • Ask your line manager if you are unsure how to use a product, chemicals or machinery BEFORE using them
  • Be fully trained in operational processes when operating machinery
  • While assisting in Zeavola Resort communal activities please ask if you are unsure about any of the procedures
  • Attend scheduled safety training classes and briefings
  • Report any irregularities or possible dangers to your direct supervisor who will bring it to the attention of the executive committee managers
  • As part of our commitment to providing a safe and healthy workplace, it is imperative that any work is carried out free from the influence of any substance that could impair our job performance, such as but not limited to alcohol, any illegal drugs or medication. Managers are permitted to consume alcohol in moderation at Zeavola Resort guest events, subject to local practices and provided that it does not lead to a misconduct of any kind

Fair Competition

  • We must deal fairly, and in good faith with all competitors, customers, suppliers, guests and each other. We consider compliance with fair competition practices to be very important in all Zeavola Resort actions and behaviours. Creating an unfair advantage through manipulation, cover-up or misrepresentation of facts will not be tolerated. To avoid violating any fair competition or anti-trust laws
  • Conduct business by following all legal and regulatory measures
  • Refrain from behaving unfairly
  • Deliver Zeavola Resort products and services in a manner consistent with our values


Trust is central to our business model. Building and maintaining the highest level of trust with our guests, managers and colleagues are part of daily Zeavola Resort life. Whether confidential or sensitive information relates to the hotel, to guests or colleagues, we are all responsible for safeguarding information given and entrusted to us. Confidential information includes all data which can benefit competitors, or harm the Zeavola Resort, our hotel guests, our business or individuals within the company. Sensitive information can take many forms and includes but is not limited to information identified or treated as confidential, proprietary or a trade secret. This information is generally not available to the public and contains internal business information, such as contract documentation, business processes and corporate strategies and plans, hotel guest data, sensitive information about a colleague or other forms of knowledge. Sharing of proprietary business information can potentially harm individuals as well as negatively impacting our profits and consequently the number of jobs a business unit can provide.

  • We are all expected to uphold confidentiality by protecting the integrity, dignity and security of our guests, colleagues and Zeavola Resort as our home and place of work.
  • Information about personal life, and life situations of team members are to be respected and should not be subject of gossip.

How to protect confidential information?

Always be careful how you report confidential information/materials about Zeavola Resort to others

  • Never divulge your password or access codes to anyone or let anyone use your accounts.  Always log out of your system before giving access to a colleague.  Remember that your username and password is your responsibility
  • Do not communicate on your private social media networks such as Facebook, Twitter and Instagram about your employer, colleagues, guests or the hotel itself
  • Be cautious when discussing confidential information on the phone or with a colleague in public places or open areas
  • Label internal and external documents clearly and appropriately as confidential
  • Store confidential materials in locked cabinets
  • Never leave confidential information in plain sight, unattended or where they could be lost or stolen
  • Carefully destroy confidential records by shredding them or by using a comparable method

If you are unsure about how to tackle a problem, please contact the human resources office.

Conflict of Interest

A “conflict of interest” occurs when personal or family interests interfere – or appear to interfere – with your ability to make sound business decisions on behalf of Zeavola Resort. A “conflict of interest” exists when staff members act or have acted, intentionally or unintentionally, for personal gain and interest which interferes with Zeavola Resort operation, goals and vision. You are prohibited from working for competing businesses while engaged by Zeavola Resort, at the hotel or an offsite office. While employed by Zeavola Resort, you are required to disclose information about work you complete as a consultant, board member or supplier for direct and indirect competitors of Zeavola Resort. You must also disclose if a family member, partner, relative or another member of your household, has a personal stake in a company, that is an actual or potential Zeavola Resort supplier, client, contractor or competitor. It is important to note that merely having a conflict of interest might not be considered a violation of the Code of Conduct, but failing to disclose that conflict is.

How to Protect Confidential Information?

Owning, operating, being a board member of or having an ownership interest in a supplieror trade partner

  • Hiring individuals or suppliers for personal gain
  • Hiring or engaging family members as staff members, partners, suppliers or contractors
  • All of us have a responsibility to prevent conflicts of interest from occurring and should report any conflicts of interest to the HR manager or the management team

Whistle-Blowing Policy

Whistle-blowing is the reporting of suspected wrongdoing or dangers concerning our activities: includes bribery, fraud or other criminal activity, miscarriages of justice, health and safety risks, damage to the environment, any breach of legal or professional obligations and any violations of this Code of Conduct. We are committed to conducting our business with honesty and integrity, and we expect all team members to maintain the same high standards. Any suspected wrongdoing should be reported as soon as possible to your line manager and to the human resources manager in the hotel.  However, where you prefer not to raise it with such individuals for any reason, you should contact the area human resources department.

We hope that employees will feel able to voice whistle-blowing concerns openly. Entirely anonymous disclosures are challenging to investigate. If you want to raise your concern confidentially, we will make every effort to keep your identity unknown and only reveal it where absolutely necessary to those involved in the investigation of your claims.

The aim is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases, you should not find it necessary to alert anyone externally.  However, in some circumstances, it may be appropriate for you to report your concerns to an external body such as a regulator. We strongly encourage you to seek advice before reporting a matter to anyone external.

We encourage openness and will support whistle-blowers who raise genuine concerns, even if they turn out to be mistaken. Whistle-blowers must not suffer any detrimental treatment as a result of raising a legitimate interest. If you believe that you have experienced any such treatment, you should inform the area human resources department immediately.  You must not threaten or retaliate against whistle-blowers in any way. If you are involved in such conduct, you may be subject to disciplinary action. However, if we conclude that a whistle-blower has made false allegations maliciously or with a view to personal gain, the whistle-blower may be subject to disciplinary action.

Reduce ednergy consumption through implementation of energy efficient devices in all aspects of the operation.
Foster the local community and respect their ways of life. Support the local school with Friday lunch sessions within the School year.

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