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We are proud to announce that we have furthered our commitment to environmental transparency by disclosing our environmental impact through CDP, a global non-profit organisation that runs the world’s leading environmental disclosure platform. We have disclosed through CDP for the first time in 2021 completing CDP’s climate change questionnaire. 

Disclosing data around environmental impact is now a business norm; in 2021, over 13,000 companies worth over 64% of global market capitalisation disclosed their environmental data through CDP, an increase of 37% since 2020. More than 590 investors with US$110 trillion in assets and 200 purchasing organisations representing US$4 trillion spend have requested environmental data from companies through CDP. By disclosing, we are prepared to handle the increasing demand for environmental transparency from investors, customers and policymakers. 

In its disclosure, we shared information on our environmental and sustainability activities, and our ambition to become Net Zero By 2030 to affect real change in the communities we live and work in. 

“As a responsible family-owned business, we put people at the heart of everything we do and understand the impacts our business activities can have on the climate. We understand we have a responsibility to protect the climate for future generations so disclosing through CDP is a step forward for us to become a truly sustainable business, supporting our local communities while identifying new opportunities, remaining competitive and tackling the growing risks we all face now and in the future.” – Chris Cain, Regular Cleaning, H&S and Sustainability Manager

Sonya Bhonsle, Global Head of Value Chains at CDP, commented, “Climate change poses a present and future risk to companies and their supply chains. Only by measuring environmental risks and opportunities can companies manage them now, prepare for the future and remain competitive – especially as large mainstream investors and policymakers increasingly push for greater transparency through disclosure. By disclosing their environmental impact through CDP, Regular Cleaning has taken an important first step. I look forward to their continued dedication to transparency and effort in securing a sustainability 1.5 degree future.” 

Here at Regular Cleaning, we like to recognise strong job performance and allow our colleagues to develop their strengths and progress in their career. Michael Chinakwe, our Operations Manager, is testament to this. 

What has been your biggest challenge/s since starting your role as interim Operations Manager? How did you overcome these challenges?

“The global COVID 19 pandemic hit just 2 month’s into my interim role, so my plans to train and coach new skills, improve communication, and look to drive improved standards of excellence were very quickly superseded by COVID response sanitisation cleans, requests to make changes to service provisions, and helping our clients understand how we could support them through the uncertainty of what the pandemic would change for us all. 

Keeping my team and my colleagues best informed about taking safe precautions and the steps we were taking as a business to protect their wellbeing meant that communication and engagement was critical. Learning how to do all that, whilst working much of the time from home was a very steep learning curve for me and my team. 

I’ve learnt that it’s important to take a step back, take time to think and reflect as well as talking things through with my team and my colleagues. When faced with something that we’ve never faced before, the more ideas and suggestions I can use the better, so that I can make the most informed decision. I then make a plan, and tackle things head on, taking the lead in tough situations.” 

How have your skills and experience developed to give you more confidence in the role over the last year? 

“The last 12 months required me to be really engaged with all clients in my portfolio. Where this pandemic was new to us all, I found myself getting involved with all my clients projects from amending current agreements, to providing essential businesses with the confidence we can provide a clean and safe workspace as well as assisting clients in planning their return to work spaces. This helped me reach a new level of rapport building, a skill that is very much needed in the FM industry. 

Furthermore, the last 12 months has required me to be involved in processes that take place in other functions of the business. Working very closely with HR, Commercial, Accounts etc. has helped me increase my knowledge and technical skills, and become a more rounded and polished operator. 

Lastly, the transition from face-to-face meetings to online meetings, meant meetings with my clients, my team members etc. are now attainable at the click of a button. I believe I speak for us all reading this, when I say I have never experience such a vast number of meetings in the last 12 months as opposed to the last 4 years in the business! This helped me gain more confidence in board level meetings within the business as this role requires me to work closely with the Operations Director and the Directors of other business functions.” 

What advice would you give to someone who is looking to successfully progress in their career? 

“I have always been a huge admirer of Richard Branson. I remember when I stumbled across one of his quotes years ago in my business lecture at university. 

‘If somebody offers you an amazing opportunity, but you are not sure you can do it, say yes – then learn how to do it later!’ 

When my Operations Director first approached me about the interim role, there was a rush of excitement that hit me followed by the fear of underachieving. Despite the latter, I decided to accept and remind myself I can perform in this challenging role. 

This quote has always stuck with me over the years. Opportunities are hard to come by and when they do come, you may have that fear of failure at the back of your mind. I would advise anyone looking to progress their career to have a strong belief in themselves and to never place a limit on where or what they believe they can achieve. I would also advice the following to those looking to progress:

• Never be afraid to ask for help 
• Stay inquisitive, as this will only build your knowledge and understanding in your field 
• Have mentors outside of the business that are in positions you aspire to be in 
• Sign up to newsletters/read articles in relation to your industry
• Build relationships within the business
• Most importantly, try to be the best at whatever you do 

To conclude, it is very important to not only believe in yourself, but it is crucial to have others around you who believe in you and will support you. Having someone who invests in you and helps shape you, really speeds up the process. I developed most quickly when my Operations Director created the best environment for me to grow. I had the ambition and drive but he steered me in the right direction and kept me on track.” 

We are delighted to announce that we are taking further strides towards our sustainability goals and have committed to become Net Zero by 2030!

2020 to 2030 are the most important 10 years for us and our planet. The Decade of Action, as called for by the United Nations, will determine the course of humanity. That is why we have decided to take transformational change across the business and are committing to reaching net zero carbon emissions by 2030 through Planet Mark’s ZeroBy30 programme. This decade is crucial and by working together we can create a thriving planet for all. 

We are proud to announce that we have achieved The Planet Mark Certification! This reflects our commitment to building a sustainable future for our clients, colleagues and our community. Our certification recognises continuous improvement, encourages action, and builds an empowered community of like-minded individuals who make a world of difference. We’re furthering our sustainability commitment by becoming Planet Mark certified through measuring and reducing our carbon footprint. 

Planet Mark is an internationally recognised sustainability certification for every type of organisation, for real estate and for products. In this crucial Decade of Action, we want to ensure that we are a force for good; positively transforming society and the planet by measuring our own impact on the environment.

Over the next year, we will be working towards reducing our carbon emissions, and we want to share this journey with our community to encourage others to join us.

Through Planet Mark we are protecting an area of endangered rainforest thanks to Cool Earth; a charity working alongside rainforest communities to halt deforestation. Our pledge through Cool Earth goes directly towards supporting the Asháninka community in Central Peru. 

Through our commitment to Planet Mark, we are also helping the Eden Project – an educational charity building connections with each other and the living world, exploring how we can work together towards a better future. 

Each and every one of you plays an important role in our sustainability commitments, and Planet Mark will help to embed sustainability in our business culture so that we can make continual progress. 

We look forward to sharing our sustainability achievements with the wider community. We encourage you to get in touch if you have any questions, suggestions or would like to get involved. 

We have shown our commitment to racial equality by signing up to the Race at Work Charter.

Business in the Community (BITC) is pleased to announce that Regular Cleaning has joined over 600 employers in signing up to the Race at Work Charter, an initiative designed to improve outcomes for Black, Asian and minority ethnic employees in the UK. 

Launched in partnership with the UK government in 2018, the Race at Work Charter builds on the work of the 2017 McGregor-Smith Review, which found that people from Black, Asian and ethnic minority backgrounds were still underemployed, underpromoted and under-represented at senior levels. 

The Race at Work Charter is a public commitment to improving the experiences of Black, Asian and minority ethnic employees in the workplace. It sets out five actions for signatories like us to take:

• Appointing an Executive Sponsor for race
• Capturing data and publicising progress
• Ensuring zero tolerance of harassment and bullying 
• Making equality in the workplace the responsbility of all leaders and managers
• Taking action that supports ethnic minority career progression

This year, research carried out by the Business in the Community (BITC) on the second anniversary of the landmark Race at Work Charter launch reveals:

• 76% of employers say that action on race recruitment and progression is a strategic priority but only 46% have set targets to improve the racial diversity of their boards. 
• 99% of employers have a clear zero-tolerance policy on racial harassment and bullying but only 38% of employers have commissioned a review into bullying and harassment in the workplace – down from 45% in 2019.

Sandra Kerr CBE, race equality director at Business in the Community, said:

“We would like to thank Regular Cleaning for setting out their commitment to being an inclusive and responsible employer. By signing up to the charter, they are showing that they aspire to have one of the most inclusive workplaces in the country. Together we can break down barriers in the workplace, raise the aspirations and achievements of talented individuals and deliver an enormous boost to the long-term economic position of the UK.” 

Today marks the launch of Mental Health Awareness Week. To celebrate, we interviewed our Qualified Mental Health First Aider, Josie Charles, who offers mental health support to our colleagues. 

What are your qualities as a mental health first aider? 

• Caring, friendly, approachable 
• Non-judgemental and understanding nature
• Active listening 

What does your role entail?

As an MHFA I support our colleagues with advice of professional services, resources on how to stay healthy, self-help techniques and information on promoting good mental health. I am here for completely private and confidential conversations regarding individual’s mental health, in which I can determine what support would be best suited to that individual.

What impact does your role have and why is it rewarding?

Just the impact of allowing our colleagues access to a “safe space” where they can tell me about their mental health has been extremely positive. Colleagues have shown me nothing but gratitude and thanks throughout my time as a MHFA. Several colleagues are now seeking professional advice regarding their mental health, after speaking with me and deciding on the best solution together. In my meetings, I can support someone to talk about their mental health and make positive steps to improve it. Positive steps to improving our mental health are proven to make us live happier and healthier lives. This for me is why the role is very rewarding. 

What is the importance of being a mental health first aider?

1 in 4 people will experience a mental health problem of some kind each year in England. Mental health (unlike physical health) is invisible, which means that it is difficult to know what your friends, family or colleagues are living with. It is incredibly important that we do not shy away from opening conversations about mental health. We believe that allowing our colleagues access to our MHFA support and resources is crucial to supporting the wellbeing of the workforce! We will constantly work on how we can further improve and encourage these conversations.