Footprint Adventure

Effective Date: 2019/05/29

A Personal Touch: Why Sustainability Matters

“The mountains in Nepal are our pride but also our responsibility." This highlights an often-overlooked truth: tourism has a profound positive and negative impact. For a company Footprint Adventure, a sustainable approach is not just a business buzzword, it is a moral imperative.

The travel industry thrives on pristine environments and authentic cultural experiences. A company that supports its employee adoption and promotion of sustainable practices ensures its role as a caretaker of these invaluable assets.

Table of Contents

1. Introduction
2. About Footprint Adventure
3. Mission and Core Values
4. Inclusive and Sustainable HR Practices
5. Employment Policies Focused on Youth Empowerment
6. Workplace Diversity and LGBTQ+ Inclusion
7. Environmental Conservation Policies
8. Leave and Time-Off Policies Supporting Young Employees
9. Employee Engagement and Well-Being
10. Monitoring and Continuous Improvement

1. Introduction

Footprint Adventure is a community-driven enterprise committed to inclusivity, sustainability, and responsibility. This handbook outlines our HR policies designed to inspire and empower the young workforce while fostering an inclusive environment that values diversity and sustainability.

2. About Footprint Adventure

Footprint Adventure is a Nepal-based travel agency that integrates sustainable tourism with adventure travel operating in Nepal, Tibet, Bhutan, and Tanzania. From trekking in the Himalayas to cultural tours, we champion responsible tourism by prioritizing carbon footprint reduction and uplifting marginalized communities.

As a thriving Nepali travel agency, Footprint Adventure understands the intricate connection between its operations and Nepal's natural beauty. Travelers from around the globe come to explore the Himalayas in Nepal, serene valleys, and local cultures. However, maintaining these treasures demands a conscious effort, not just in how the business operates but also in how its employees are engaged. A sustainable HR policy acts as a guiding framework, ensuring that the people and the planet thrive.

3. Mission and Core Values

Our mission is to promote sustainable tourism by:
- Empowering the youth through skill development and leadership opportunities.
- Building an inclusive workplace that celebrates diversity, including LGBTQ+ communities.
- Conserving the environment through innovative eco-tourism practices and sustainable approaches.

4. Inclusive and Sustainable HR Practices 

- Youth Engagement: Our policy encourages young professionals through internship programs, mentorships, and leadership roles.
- Support for LGBTQ+ Employees: A zero-tolerance policy for discrimination and a supportive environment for employees from all gender identities and sexual orientations.
- Sustainability Initiatives: Policies designed to integrate environmentally responsible practices into day-to-day operations and decision-making.

5. Employment Policies Focused on Youth Empowerment

5.1 Internship and Early Career Opportunities
- Dedicated programs for students and fresh graduates to gain hands-on experience in sustainable tourism.
- Flexible working hours for interns to balance academic and professional commitments.

5.2 Exam Leave Policy
- Up to 10 days of paid leave annually for employees pursuing higher education or certifications.
- Extended unpaid exam leave options are available for employees needing additional preparation time.

5.3 Skill Development Programs
- Workshops on leadership, eco-tourism, and cultural sensitivity for employees.
- Access to online courses and certifications relevant to sustainable travel and management.

6. Workplace Diversity and LGBTQ+ Inclusion

6.1 Diversity and Equal Opportunity
- Footprint Adventure is an equal opportunity employer that values diversity in gender, ethnicity, and socio-economic background.
- Recruitment processes are free of bias and encourage candidates from underrepresented communities to apply.

6.2 LGBTQ+ Inclusion Policies
- Partner benefits extended to all employees regardless of sexual orientation or gender identity.
- Sensitivity training for staff to ensure understanding and acceptance of diverse identities.
- Gender-neutral restrooms and facilities in the workplace.

7. Environmental Conservation Policies

7.1 Reducing Carbon Footprints

- Encouraging clients and employees to choose recycled goods.
- Partnership with carbon offset programs to support reforestation projects in Nepal.

7.2 Green Office Initiatives
- Adoption of energy-efficient lighting and appliances in offices.
- Mandatory recycling programs and minimization of single-use plastics.
- Digital-first policy to reduce paper usage.

7.3 Community Engagement for Conservation
- Organizing employee-led clean-up programs in trekking and tourist areas.
- Collaborating with organizations affiliated with the Nepalese Government for conservation and education projects.

8. Leave and Time-Off Policies Supporting Young Employees

8.1 Annual Leave
- Employees are entitled to 12 days of paid leave annually, with scheduling flexibility to accommodate personal and academic priorities.

8.2 Volunteering Leave
- Up to five days of paid leave annually for employees to participate in environmental or community service initiatives.

8.3 Study Leave
- Employees pursuing certifications or higher education can take extended unpaid leave for up to three months with prior approval.

9. Employee Engagement and Well-Being

9.1 Wellness Programs
- Regular outdoor activities like yoga sessions, mindfulness workshops, and adventure treks for staff well-being.

9.2 Rewarding Innovation
- Employees contributing innovative eco-friendly ideas or projects are eligible for rewards, such as bonuses or recognition awards.

10. Monitoring and Continuous Improvement

The HR team will:
- Conduct annual surveys to gather employee feedback on inclusivity and sustainability policies.
- Transparent reporting of environmental impact metrics and progress in diversity goals.
- Regular policy updates based on industry trends and employee input.