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DEFINING SUSTAINABLE DEVELOPMENT

Sustainable development is defined as development that meets the needs of the current generation, without negatively affecting future generations’ ability to meet their needs.

While profitability remains a core need that the business operations must meet this will be eroded in the longer term if we do not accompany this with transformation and a concerted effort to address the needs of a wider sphere of stakeholders.

The World Business Council for Sustainable Development (WBCSD) has a clearly stated case in favour of sustainable development for reasons over and above those of morals and ethics - the financial bottom line. It has been proven the world over that companies that sincerely invest in making a difference and promoting self sustainable development in their organisations and local communities have a higher chance of longer term survival.

MAKING A DIFFERENCE IS MORE THAN AN ETHICAL AND MORAL OBLIGATION, IT IS A MATTER OF SURVIVAL

To this end we subscribe to a code of conduct underpinned by the following initiatives;

  • Effectively balancing the triple bottom line of profit, people and environment.
  • The King Code of Corporate Governance 2002 (King II)
  • Global reporting Initiative (GRI) – seeking to standardize triple bottom line reporting.
  • AA1000 – A code we seek to follow when engaging with our stakeholders.
  • A Modified Balanced scorecard- we have modified the balanced scorecard to include a specific HR perspective and will be including the IFC criteria for measurement as a CSI perspective.
  • The BEE broad based scorecard and Tourism specific charter as guided by Empowerdex South Africa.

The Foundation Outsourced Hospitality Solutions Group BBBEE Empowerdex certificate is available on request.



Disciplining Misconduct Outside the Workplace - Where an employee behaves in an inappropriate manner at a work function or makes himself / herself guilty of misconduct during a work function, it may seem as though no disciplinary action may be taken by an aggrieved employer, as the employee has technically not committed the misconduct "during working hours".
   
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