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:
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:
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:
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.
Always be careful how you report confidential information/materials about Zeavola Resort to others
If you are unsure about how to tackle a problem, please contact the human resources office.
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.
Owning, operating, being a board member of or having an ownership interest in a supplieror trade partner
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.