Social Change Policy - Wholegrain Granary

We are living in times of extreme uncertainty and it is increasingly clear that our elected governments do not necessarily act in the best interests of their own citizens or of humanity more broadly. As issues such as climate change, the ecological crisis and rising inequality are increasingly urgent, individual non-violent protest, campaigning, and direct action (collectively referred to as ‘non-violent direct action’ or ‘NVDA’ for short) is increasingly important.

In line with our vision of a better, fairer, sustainable world for all, we are taking appropriate steps to support employee activism and NVDA. As a business, we want to lead, inspire, and educate for positive change and provide support to our employees on matters that reflect our collective values regarding climate change, sustainability, animal rights and social inequality. This policy outlines the support that we can provide to you as an employee, as well as what is expected from you in return. Entitlements and allowances cited under this policy will be pro-rated for part-time employees.

Just a brief note on what we mean by NVDA, with the emphasis being on non-violent action. NVDA encompasses a range of peaceful protest methods. For example:

A sit-in: This is where participants occupy a space (such as a government office or public area) and refuse to leave until their demands are met.
Boycott of goods/services: This is a collective and organised refusal to buy or use certain products or services to exert economic pressure.
Civil disobedience: Refers to the deliberate violation of laws or regulations to highlight injustice.
Peaceful marches and rallies: These are organised large gatherings to raise awareness and advocate for change.
Blockades: This is the deliberate blocking of access to a facility, a road, or resource to exert pressure on an activity or provision.

This policy applies to all employees of Wholegrain. It does not form part of your contract of employment and may be amended from time to time. Any, and all, personal data used in conjunction with this policy shall be collected, held, and processed in accordance with our ‘Data Protection Policy.’

Support to employees

For permanent employees who have successfully passed their probation, we will provide the following support within the terms of this policy:

Paid leave for NVDA – up to 3 non-consecutive working days off per year (1 st April to 31 st March) may be requested under this policy. To minimise disruption to our clients and team, 50% of the time approved will need to be worked beyond your normal hours of work. The remaining 50% of time will be taken as paid leave that is in addition to your annual leave allowance. Should further time off be required, this may be requested as annual leave or if that has been exhausted, as unpaid leave. For regular NVDA you may wish to consider submitting a flexible working request under the ‘Flexible Working Policy’.

Security of employment – If you are arrested for organising, inciting, or participating in NVDA, then such circumstances will not usually impact your employment status at Wholegrain Digital. If following your arrest you are charged with an offence, then the circumstances of such will be investigated in accordance with the company’s Disciplinary Policy and Procedure, and in the context of this policy, prior to any decision being made regarding your continued employment.

Bail – During your employment, we may provide up to £5,000 towards your bail in the event that you are arrested and charged in relation to NVDA. Before agreeing to provide bail, we will need to investigate the circumstances of your arrest and any charge with you/your legal representative so as to ensure the fair application of this part of the policy.

Paid leave following arrest – If following arrest you are taken into custody and/or you need to attend a court hearing due to NVDA and you are unable to attend work due to being in policy custody either prior to, or following NVDA, you will be paid for up to the first 2 working days of your absence. Any further pay will be at the discretion of the Managing Director. If you need to attend court to face charges relating to NVDA then the time off to attend court hearings will be paid for up to an additional 3 working days and any further pay will be at the discretion of the Managing Director. Time off due to an injury sustained during NVDA would be covered by our sick leave policy.

Training – To help ensure your safety and to help make sure that you are aware of the possible consequences of being involved in NVDA, we will cover any pre-agreed costs of appropriate training prior to your involvement. This time will need to be taken as your annual leave or unpaid leave. You will need to pay for your own transportation and other expenses relevant to the logistics of attending such training.

Employee obligations

To benefit from any company support in line with this policy, you agree to all of the following terms:

Your NDVA will clearly relate to climate change, sustainability, animal welfare and/or social inequality issues only.
Your protests, campaigning and direct action will always be non-violent (including non-destructive of property).
If a non-violent event that you are participating in becomes violent, you will leave immediately.
You will take full responsibility for minimising disruption to your teammates, customers and suppliers who depend on you in your daily role.
You will use the usual leave request process, ask your colleagues to support your absence and be prepared to be flexible with your own working hours to avoid negatively impacting your colleagues and work commitments. This includes giving as much information as possible as to the type and length of protest you would like to attend. You may omit any information that must remain confidential. In this process, you will request specific NVDA leave through Bamboo HR. The company may refuse to support your NVDA in the event that it has the potential to, or does, offend a colleague. Likewise it will be refused if it is in contradiction with Wholegrain’s values or mission, or this policy. Before any NDVA leave is approved, consideration will be given as to how the NDVA may affect the company’s reputation with its employees, clients, and stakeholders.
You will highlight to the Managing Director if you believe that your actions carry any risk of bringing the company or any of its employees, clients, or stakeholders into disrepute. If they request you not to participate on this basis, you will comply with their decision.
You will not identify yourself as an employee of the company during NVDA (for example, on clothing, banners, interviews to the media, in any social media posts) unless this has been pre-agreed in writing by the Managing Director.
Your participation in any action is under your own personal free will and is not conducted as part of your employment.
You will pay your own transportation and other expenses relevant to the logistics of attending any action.
Your participation will not be covered under the company’s insurance.
You will share your experiences with your colleagues after the event, to help others learn about the issue that you are campaigning for, why it means so much to you and what the experience of protest is like. Bring photos, anecdotes, and real stories to help get others inspired.

You understand that there may be risks associated with your own actions that could include, but are not limited to, personal injury, individual reputation, monetary loss, and even criminal action against you. Your participation in any actions is a personal decision taken at your own risk, and the company does not accept any liability for any loss, personal injury or criminal action that may be taken as a result of your participation.