Code of Ethics and Professional Conduct Policy

Progress Packaging pride ourselves on our quality standards, most importantly for the levels of service provided to our clients in which we monitor regularly and always strive to improve on.  We ensure to the best of our ability that all team members adhere to Progress Packaging’s standards and expectations when conducting business transactions or communicating internally.

Progress Packaging:  Code of Ethics and Professional Conduct:

Be Inclusive. Be Kind.

Progress aims to be an inclusive company that communicates well both internally and externally. We are a group of individuals who should work with compassion, respect and kindness, to both each other and our clients at all times. The office environment should be a positive one that encourages each individual to flourish as part of a team and to work to the best of their capabilities. We seek to be of a positive outlook wherever possible and convey this to colleagues and customers alike.

We welcome and support people of all backgrounds and identities. This includes, but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, color, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.

Be Considerate.

Your decisions will affect clients and colleagues, and you should take those consequences into account when making decisions.

Be Respectful.

Colleagues should communicate internally with professionalism, in a friendly tone and always respect the differences between each other. We only function properly as a company when all individuals are happy and working well together.

  • We won’t all agree all the time, but disagreement is no excuse for disrespectful behaviour.
  • We will all experience frustration from time to time, but we cannot allow that frustration to become or develop in to personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.
  • Business can be difficult, as can be relations but we should handle such situations with as much calm and respect as possible. Shows of temper, aggressive communication and disrespect for colleagues and customers will not to be tolerated.
  • Bad language should also be avoided as this creates a negative atmosphere.
Internal communication.

We have a set procedure that highlights working practice and systems, it is essential we adhere to this for both the performance of the company and to ensure positive transition of work between staff and departments.

We should be aware of the shortcomings of digital communication in conveying a human message and tone. As well as being professional, we should appear to be polite and respectful in these modes too.

External Communication.

We should be friendly, professional, and honest at all times, especially where difficulties and conflict occur. As challenging as situations, customers or suppliers can be, we should try and communicate positively and not talk about them in disparaging terms in the office. We should remember that we are all human beings, and it is these clients and suppliers that help us earn our livings.

Choose your words carefully.

Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behaviour are not acceptable. This includes, but is not limited to:

  • Threats of violence.
  • Discriminatory jokes and language.
  • Sharing sexually explicit or violent material via electronic devices or other means.
  • Personal insults, especially those using racist or sexist terms. – Unwelcome sexual attention.
  • Advocating for, or encouraging, any of the above behaviour.
  • Repeated harassment of others. In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively.
Our differences can be our strengths.

We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Don’t forget that we all make mistakes and blaming each other doesn’t get us anywhere. Instead, focus on resolving issues and learning from mistakes.

Communicating issues / complaints.

If an issue cannot be resolved, or you feel a need to escalate an issue directly/ indirectly effecting you. A set Organisational Structure is in place for the reporting of issues internally. Discuss these with your line manager or Simon Farrow directly and they will be handled accordingly

Where issues occur, be they internal or external, we will handle them fairy, in good spirits, with an even temper and respect for the individuals or clients concerned.

Our Standards at Work:

Modern slavery:

Progress Packaging has a Zero tolerance policy on Modern Slavery in all its formats. We commit not to  make use of any forced labour or debt-bondage labour in accordance with the Modern Slavery Act. We have a zero-tolerance approach towards human trafficking. Our full policy is available on request

Bribery and Corrupt Behaviour (refer to the handbook. )
  • Progress Packaging has a strict anti-bribery and corruption policy in line with the Bribery Act (2010). A bribe is defined as: giving someone a financial or other advantage to encourage that person to perform their functions or activities improperly or to reward that person for having already done so.
  • If you bribe (or attempt to bribe) another person, intending either to obtain or retain business for the company, or to obtain or retain an advantage in the conduct of the company’s business this will be considered gross misconduct. Similarly accepting or allowing another person to accept a bribe will be considered gross misconduct. In these circumstances you will be subject to formal investigation under the Company’s disciplinary procedures, and disciplinary action up to and including dismissal may be applied.
The Corruption Behaviour we do not tolerate as a business (refer to the handbook)
  • Bribery: accepting items in return for a preferential treatment
  • Fraud: dishonest and illegal activities perpetrated by individuals or companies in order to provide an advantageous financial outcome to those persons or establishments
  • Embezzlement: taking the company’s goods or funds for personal gain is called embezzlement
  • Kickbacks: payments made to businesses by vendors in exchange for contracts that overinflate the cost of the work performed at the expense of those receiving the services, and paying for the contract
Financial Oversight and Transparency
  • As a business we advocate financial support towards charities, sponsorships and communities, but we ensure all our financial contributions are formally checked and validated on doing so.
  • When financially supporting such causes, we as a business are transparent to which groups or individuals we are supporting and why. Public disclosure is fundamental for our business ethos