The Career Moves Group has a very strong commitment to Corporate Social Responsibility.

The key areas of the policy are:-

  • Education/Social –
    • Using the expertise of CMG Personnel to help educate and promote admin/support careers in the media industry among 16 -18 year olds who may not under normal circumstances have the opportunity to work in this field or who choose not to go to University. By working with schools in several inner London boroughs we offer talks and workshops (gratis) on preparing CV’s, interview preparation, different sectors and career possibilities throughout the media industry. We often co host these workshops with companies that we have close working relationships with and encourage organisations to help create serious working opportunities in the format of 3 to 6 month contracts which could lead to permanent employment. All CMG personnel volunteer for this programme and we do not charge a fee if a young person is placed in a contract.
    • Career Moves Group personnel are all asked if they would like to offer their knowledge and expertise in the form of being a mentor to any young person that chooses to register with CMG from any of the Schools and Colleges that we work with.
    • CMG consultants are given the opportunity to volunteer to attend industry specific colleges /speciality degree courses to give talks and workshops on graduate openings within specific areas of media
    • CMG employees are also given the opportunity to either run or support the running of graduate assessment days – at the moment restricted to the music industry but looking to expand into other fields to help find new “talent” often for work experience placements.
    • CMG is committed to creating a scheme whereby any employee of CMG can volunteer to help with literacy or numeracy programmes at local primary schools – during working hours.

All of these schemes are looking to extend links between CMG as a corporate entity and local communities to help enhance sense of being part of a greater community and to utilise professional knowledge and to enhance personal development of CMG employees.

  • Environmental

CMG takes all reasonable efforts to have a responsible impact on our local environment.

    • Recycling of all printing cartridges
    • Recycling of company mobile phones through various charities.
    • Separate bins for recycling of paper, newspapers, Post-It notes, magazines, plastic bottles and cans.
    • To look at ways of reducing power consumption (energy saving lighting, movement sensors to turn off lighting, minimal use of air conditioning/ heating- also based on sensor mechanism)
    • To encourage minimal use of paper and therefore create as little wastage as possible
    • Policy to not send out paper Christmas cards in 2006 & 2007.
  • Charitable Fund Raising/Community

Each year CMG chooses a charity to support and looks to raise money through sponsorship and different events. This involves all employees but is led by a group of 5 people (“The Persuaders “) chosen by ballot (from all employees) once a year to come up with ideas and then encourage individuals to participate. Each persuader group runs from mid year to mid year. The current charity is Childline.

  • Diversity

CMG is committed to promoting Diversity both within our own workforce and amongst the organisations we recruit for.
We are continuously looking for ways to reach diverse groups of potential employees and candidates through advertising, web sites, our schools and university programmes, creating links with specialist organisations ( ie Employers Forum of Disability, Business in the Community , ILC , Diversity Consultant – Binna Kandola (Pearn Kandola). Continuous reassessment by Business Link for IIP standard , internal education by regular employment law updates to all employees and the application of our equal opportunities statement on all our web site advertising.

Recruitment Policy.
Career Moves Group is committed to  Working towards equality of opportunity – we are committed to eliminating bias in areas of selection and assessment directly or indirectly with regards to gender, ethnic background, disability, sexual orientation, religion , age and to represent job applicants fairly based on individual merit and ability.

To enable us to eliminate bias, our interviews are based on competency frameworks and this applies to internal applicants to CMG and externally when interviewing candidates for our clients.

We are committed to constant education of our recruitment teams and hold regular seminars on employment law changes and its impact thereby creating a strong basis for “ best practise” Our diversity monitoring is kept completely up to date through our database and we supply regular diversity reports to the organisations we work with. We encourage all Account Managers to use as many sources as possible to resource candidates including specialist websites to create appropriate shortlists. These websites are www.disabilityjobsite.co.uk and www.ethnicjobsite.co.uk

This policy is not definitive and is constantly evolving and will be continuously added too. (Please consider as a “work in progress”)

2007

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