As a B Corp certified business, we are committed to giving back to the planet we all live on and are always looking for ways to innovate, rethink and challenge how we do things in order to make our business as sustainable and planet friendly as possible. As one of the world’s oldest and most natural materials, paper can be recycled more than seven times and we offer a wide range of paper made from various recycled materials.

At GF Smith, everything comes back to people and the planet we live on.

Download GF Smith's latest B Corp Impact Report here.

As a Certified B Corp, we're committed to creating a business that has a positive impact on people, communities and the environment. This statement outlines our commitments to justice, equity, diversity and inclusion, and how we're working to build a more inclusive creative community.

Our core business and the impact we have

GF Smith is medium sized, independent paper merchant based in the UK with a global network of suppliers and customers, we recognise that how we act affects our stakeholders near and far.

We employ people in operational, sales, administrative and leadership roles and work with suppliers, customers and community partners locally, nationally and internationally. 

Our decisions about hiring, pay, promotion, sourcing, and customer service affect people’s prosperity, opportunities, safety, and day‑to‑day experiences.

Our Stakeholders

In our JEDI work, we are especially accountable to our workers, suppliers, customers and community partners.

We are committed to fostering an inclusive, equitable and respectful environment and provide equal opportunities regardless of gender identity, race, religion, disability, age, or any protected characteristic.

What JEDI means to us

For us, Justice, Equity, Diversity, and Inclusion mean: 

• Identifying and addressing unfair barriers in and around our business.

• Proactively working towards fair access to opportunities and outcomes

• Creating the conditions where people can participate and speak up with dignity and without fear of retaliation.

We do this through,

• Engaging with our stakeholders, listening to feedback and taking appropriate action.

• Ensuring that our policies and procedures are inclusive and reviewed regularly 

• Coaching and guiding our managers in relation to their JEDI responsibilities.

• Making our expectations of staff behaviour clear through our Values, Code of Conduct and Staff Handbook

• Ensuring that the way we communicate internally and externally is respectful and inclusive.

• Collecting and analysing JEDI data and using it to inform decision making.

• Creating and implementing a JEDI action plan

Commitment to improve 

Our commitment to improve is reflected in our actions plan and underpinned by our Values ‘we know we are not perfect, but we are working hard to be a world class business, one with a growth mindset, where everyone is able to reach their potential and be fully themselves.’

Accountability

Our Board are responsible for approving this commitment, overseeing it, and ensuring it is reflected in our policies and practices.

The Director of HR is accountable for our JEDI statement and action plan. They are also accountable for ensuring stakeholders are aware of our commitment and for reviewing the statement and plans when needed.

This JEDI statement should be read in conjunction with our:

• JEDI action plan

• Code of Conduct

• Staff Handbook

• Equal Opportunities Policy

• Responsible Marketing Policy

• Internal Communication guidelines

• Whistleblowing Policy