- BRE Way
- Ethics and Principles
- Ethics Decision Tree
- Raising Issues of Concern
- Equal Opportunity
- Health, Safety & Wellbeing
- Responsible Sourcing
- Honesty and Integrity
- Bribery and Corruption
- Conflicts Of Interest
- Data Protection and Information Security
- External Activities and Communications
- Financial Controls, Records and Reporting
- Gifts and Hospitality
- Media and Stakeholder Communications
- Open and Fair Competition
- Proper Use of Company Property and Resources
- Using Company Computer Systems
- Environmental Impact
Our people are key to everything we are and do
We recognise and promote workers solely on the basis of their capabilities, performance and potential. We believe that the more the people working for BRE reflect the diversity of the world around us, the more we will be able to build a better world together. It is therefore imperative that everyone feels safe, included and respected.
We value difference
We draw strength from the diversity of people and thought at BRE. Our differences make BRE a more resilient, dynamic and inspiring place to work and to work with. Diversity enhances insight into the needs and challenges of the world we are striving to improve.
BRE is committed to equal opportunity – for example nobody should be denied a promotion because he or she has a disability or because she is pregnant. We strive to engage with the needs of our diverse workforce, and to accommodate particular requirements so far as is reasonably practicable. It contravenes the Equality Act 2010 and our principles to discriminate against people because of their:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sex, or
- Sexual orientation
BRE will never condone such behaviour.
Q: There is a vacancy in your team and you are reviewing applications. One of the candidates has all the necessary qualifications but is a single mother. You feel that the position would not be suitable for her because of her family situation as it requires a lot of travel in the UK and potentially abroad.
Can you reject the application of this candidate on these grounds alone?
A: NO. You should never allow personal biases, opinions and stereotypes to influence your assessment. Hiring and promotion decisions should be made solely on the objective criteria related to the job requirements. Making assumptions on grounds of the candidate’s marital or family status contravenes our ethical principles and may breach the law.