Menu
Current Region & Language
Menu Close
- Brazil | English
Select Your Language:
Select Your Country:
- Brazil | English
Select Your Language:
Select Your Country:
Current Region & Language
Select Your Language:
Select Your Country:
Select Your Language:
Select Your Country:
Privacy
People2.0 Global Website(s) & Marketing Privacy Notice
Latest Update: July 25. 2022
People2.0 is committed to safeguarding your personal data and complying with the data privacy regulations of the legal jurisdictions that we operate in.
This Privacy Statement explains how People2.0 Global and its subsidiaries and affiliates collect, use, store, and disclose Personal Data from individuals who interact with us (“you”). These interactions include when you use our websites; when you request us to provide a proposal or to connect with you; when you contact us; when you register or attend any People2.0 event, webinar, trade show, sales, or marketing activities; download an eBook, report, or other digital materials; apply for a job or reply to a People2.0 survey.
Information We Collect:
In the course of using People2.0 websites, you may provide us with personally identifiable information. This refers to information about you that can be used to contact or identify you, and information about your use of the Services that may be connected with you (“Personal Information” or “Personal Data”).
We may ask you to provide Personal Information when you:
*Job applicants will be presented with a applicant privacy notice when applying for a job. Please refer to the applicant notice to understand your privacy rights.
**Platform Privacy Notices will be presented to users when they access and use one of the People2.0 platforms or services in the various regions that we operate in.
Categories of Personal Information we collect may include your full name, email address, contact telephone numbers, and other information necessary to provide additional information or services. It may also include work information such as job title and other business or company information, including, but not limited to, State and Country of company residence, occupation, industry, and/or any other information needed to respond to your request.
What is the legal Basis for the Data Collection and Processing?
Our collection and processing of your information as described above is permitted by applicable data protection law because it is:
Your personal information will be collected and handled by us for the following purposes:
You are not obligated to provide your personal information to us when generally navigating our website, however we cannot fulfil any specific requests for information or provide you with a tailored service unless you do so.
We will keep your information for as long as you wish to receive our communications and we have an active business relationship with you. Typically, we will delete data which we are not required to keep due to contractual or statutory obligations for 12 months after the last contact.
To facilitate our efficient use of your information, and to provide you with content and/or resources, or to fulfil a request you make of us, we disclose your information to third parties. However, this disclosure will only occur in the following circumstances:
We collect information about your computer, including (where available) your IP address, operating system and browser type, for system administration. This is statistical data about our users’ browsing actions and patterns, and we will not use it in isolation to identify you or any individual. If you provide us with personal data, such as your name, we will then match your IP address and browsing history (for example) with that personal data.
We will only drop strictly necessary & sessions cookies on your computer when you visit our websites. To provide a more robust experience, we may ask you to consent to the dropping of additional cookies such as analytics cookies and certain third-party cookies to improve website performance and to provide for a better user experience. Please refer to our cookie notice for additional information around the cookies that we use.
As explained in the “Sharing with third parties” paragraph above, we share your personal information with the following:
Your personal information can be transferred and processed in one or more other countries where People2.0 has operations. When you provide your contact details to People2.0 we will process your data and send it back to the region that you reside in.
For transfers outside of the EU/EEA:
We shall only transfer your data outside the EU to countries which the European Commission believes offers an adequate level of protection to you, or where the People2.0 has put in place appropriate safeguards to seek to preserve the privacy of your information. Those countries include:
Under applicable data protection laws, you may have the following rights:
To exercise your rights, you can contact us at the following address: privacy@people20.com
To the extent our processing of your personal information is based on your consent, you also have the right to withdraw your consent at any time. Withdrawal of your consent will not affect the lawfulness of any processing based on your consent before the receipt of such withdrawal.
You can also lodge a complaint about our processing of your personal information with your local data protection authority.
We will only send marketing communications to you via email or other communication means where you have consented that we may do so.
We will offer you a check box on the forms we use to collect your personal information where, if you agree to receive marketing communications, you have to click the box. Where we send marketing communications to you via email, you may opt out of receiving any further marketing communications by clicking the ‘unsubscribe’ or ‘opt-out’ function in the email. In addition, you can also exercise your opt-out right at any time by contacting us at privacy@people20.com and providing the following information: your name, your email address, a contact telephone number, the marketing communications you would like to opt out of receiving.
The terms of this Notice may change from time to time. We shall publish any material changes to this Notice through appropriate notices either on this Website or contacting you using other communication channels.
Data Protection Officer: Tim Potero, tim.potero@people20.com
Questions, comments and requests regarding this privacy notice are welcomed and should be addressed to privacy@people20.com
You can request a copy of mechanisms relating to a specific transfer of your personal information by contacting privacy@people20.com
You may also contact us via Post at any of the following office locations
Americas:
People2.0 | People2.0 | People2.0 |
C/O Privacy Office | C/O Privacy Office | C/O Privacy Office |
2520 Renaissance Blvd | 7685 Hurontario Street | Rua Fernandes Tourinho 264 |
Suite 130 | Suite 600 | 9th andar Funcionarios |
King of Prussia, PA 19406 | Brampton, ON LGW OB4 | 30012-000 Belo Horizonte MG |
United States | Canada | Brazil |
Europe and the UK:
People2.0 | People2.0 | People2.0 |
C/O Privacy Office | C/O Privacy Office | C/O Privacy Office |
Donauweg 10 | 60 Gainsford Street | 2074 Marin-Epagnier |
1043 AJ Amsterdam | London | Switzerland |
Netherlands | SE1 2NY | |
United Kingdom | ||
APAC
People2.0 | People2.0 | People2.0 | People2.0 |
Level 24 | 65 Chulia Street | Suite 1B-2-3, Block 1B, Plaza Sentral | “The Generator” Level 1 |
150 Lonsdale Street | #46-00 OCBC Centre | Jalan Stesen | 22-28 Customs Street |
Melbourne VIC, 3000 | Singapore 049513 | Sentral 5 Kuala Lumpur Sentral | East Auckland 1010 |
Australia | 50470 Kuala Lumpur | New Zealand | |
Malaysia | |||
People2.0 | People2.0 |
Level 27 | C/O Privacy Office |
World Wide House | #1-8-505/E/D/A |
9 Des Voeux Road Central | Prakesh Nagar |
Central Hong Kong | Hyderabad-500016 |
Telangana, India | |
People2.0 is committed to serving all individuals with respect and dignity. Part of this commitment is ensuring that people with disabilities have the resources and access they require in order to participate as employees, clients, and members of the general public who are interested in learning more about our services.
Our Accessibility plan outlines our planned activities and confirms our commitment to ensuring an accessible, welcoming environment for everyone.
Steve Schaus
President
People2.0 strives to meet the needs of its employees and customers with disabilities and is working diligently to remove and prevent barriers to accessibility.
Our organization is committed to fulfilling the requirements under the Accessibility for Ontarians with Disabilities Act. This accessibility plan outlines the steps People2.0 is taking to meet those requirements and to improve opportunities for individuals with disabilities.
As other provinces and territories develop their own accessibility legislation, People2.0 will ensure that our accessibility activities meet or exceed compliance requirements in all areas for all employees, regardless of location.
People2.0 is committed to a framework for change that begins with articulating a vision of inclusion based on research and self-reflection. We will implement strategies, policies, and practices inspired by that vision, including addressing the organization’s public image and information (communications). We will continuously improve through an on-going process of evaluation and change.
An inclusive approach will be thoroughly integrated into the organization’s on-going activities, operations, and relationships. People2.0 will make every effort to identify and remove barriers to inclusion.
People2.0 is committed to employment diversity with respect to all aspects of employment. Accordingly, all decisions regarding recruitment, hiring, promotion, compensation, employee development decisions such as training, and all other terms and conditions of employment, will be made without regard to race, religious beliefs, colour, gender, sexual orientation, marital status, physical and mental disability, age, ancestry or place of origin.
People2.0 will make every effort to make its employee workforce representative and reflective of the communities in which its services are provided. The People2.0 will endeavour to ensure that the workplace, all policies, procedures, and practices are free of deliberate or unintentional (systemic) barriers so that no one is disadvantaged.
Our Human Resources department is embarking on the development of a new 3-year strategy to build on current accessibility achievements. This new strategy will enhance training, access to information and strengthen our commitment through action.
Below are some highlights from past accessibility initiatives. They have incorporated compliance to legislation and set the baseline for our new accessibility plan.
Customer Service
Information and Communications
Employment
Other
The following plan outlines the accessibility commitment and actions of the organization. More detailed information on the activities and objectives are outlined in the Human Resources 3-year strategy on accessibility in the workplace.
Customer Service
People2.0 is committed to providing accessible customer service to people with disabilities. This means that we will provide services to people with disabilities with the same high quality and timeliness as others.
Actions | Responsibility | Frequency | Completion Date |
Review and plan actions items from results of annual client survey. | Operations | Annual | October 2022, 2023 |
Provide information and tools to clients as required to fulfill accessibility requests. | Operations/Human Resources | On-going | On-going |
Incorporate feedback from all sources, formal and informal in to planning activities for each year to enhance client services. | Operations/Human Resources | Annual | October 2022, 2023 |
Provide active offer to clients on accessibility options and services, | Operations | On-going | On-going |
Track service outages and proactively notify clients of alternative strategies until resolved. | Operations | On-going | On-going |
Information and Communications
People2.0 is committed to making our information and communications accessible to people with disabilities.
Actions | Resources | Responsibility | Completion Date |
Employee Survey on accessibility. | Human Resources | Annual | September 2022, 2023 |
Client Survey on accessibility. | Human Resources | Annual | September 2022, 2023 |
Annual communication from the President on commitment to accessibility. | President | Annual | January 2022, 2023 |
Reminders from Human Resources to managers and employees about accessibility rights and obligations. | Human Resources | 2 times per year | 2 times per year |
All accessibility information posted on intranet with frequent updates to align with best practices and legislative compliance. | Human Resources | On-going | On-going |
Review of client and employee accessibility request tracking to identify gaps and trends for the upcoming planning year. | Human Resources | Annual | November 30, 2021, 2022, 2023 |
Submit accessibility report to senior management for review, action, and inclusion in the organization’s annual report as applicable. | Human Resources | Annual | January 2022, 2023 |
Posting of initial accessibility plan on the website as well as annual updates on progress. | IT | Annual | January 2022, 2023, 2024 |
Employment
People2.0 is committed to fair and accessible employment practices. Job advertisements will indicate that the organization will meet the needs of people with disabilities, including receiving job postings and descriptions in alternative formats and accommodations as it relates to the interview process. Candidates will also be asked upon hire if they require any workplace accommodation in order to support them in their new role, and the appropriate resources will be provided.
Employees have a right to a fully accessible workplace. People2.0 is committed to an accessible workplace and will collaborate with employees to ensure that they have the tools and support necessary to be successful at work.
Actions | Responsibility | Frequency | Completion Date |
Review and refresh existing accessibility policies to ensure compliance in all areas and seek enhancements to improve employee experience based on industry best practices and employee feedback. | Human Resources | Annual | June 30, 2021, 2022, 2023 |
Audit of Employee HR templates to ensure compliance and seek enhancements to improve the employee experience. | Human Resources | Annual | June 30, 2021, 2022, 2023 |
Review of all posted materials to ensure WCAG 2.0 compliance on intranet site. | IT | On-going | On-going |
Provide active offers to all potential candidates regarding accessibility at all stages of the recruitment process. | Human Resources | On-going | On-going |
Provide dedicated, on-going support to employees to ensure that employees have the necessary accessibility tools to be successful at work. | Human Resources | On-going | On-going |
Active offer by managers to all employees to ensure that employees are aware of tools and support for accessibility. | All Management | On-going | On-going |
Training
People2.0 is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities.
Actions | Responsibility | Frequency | Completion Date |
Implementation of Learning Management System (LMS) and new AODA training courses. | Human Resources | One Time | 2021 |
New module/refresher training. | Human Resources | Annual | On-going |
Requirement for accessibility objectives for all management as part of performance management expectations. | All Management | Annual | On-going |
Annual review of training results to ensure compliance to targets. | Human Resources | Annual | June 30, 2021, 2022, 2023 |
Environmental scan and review of industry best practices to ensure that accessibility training is best in class and is in compliance with legislation. | Human Resources | Annual | June 30, 2021, 2022, 2023 |
Ensure that IT staff/service providers have appropriate WCAG training, including any new IT hires, during the course of each year. | IT | Annual | December 31, 2021, 2022, 2023 |
Design of Public Spaces
People2.0 is committed to ensuring that our work premises are accessible to everyone. Where there are plans to renovate existing locations or secure new office space, we will ensure that accessibility is at the forefront of design. At a minimum, we will inspect our physical locations annually to ensure compliance with legislation and look for opportunities to enhance accessibility.
People2.0 will continue to ensure that procedures are in place to prevent service disruptions to the accessible parts of our public spaces and provide the necessary alternatives should a disruption occur.
Actions | Responsibility | Frequency | Completion Date |
Review of public and employee spaces to ensure alignment with legislation. | Operations | Annual | November 30, 2021, 2022, 2023 |
Review Client and Employee surveys to identify opportunities to enhance accessibility. | Operations | Annual | November 30, 2021, 2022, 2023 |
Refer any feedback received from clients and employees on an on-going basis to ensure that enhancements to physical locations are communicated to Operations for planning and implementation in addition to annual inspections. | Human Resources | On-going | On-going |
Other
Actions | Responsibility | Frequency | Completion Date |
3-year Accessibility Strategy Refresh. | Human Resources | Every 3 years | December 2021 |
Accessibility Annual Report. | Human Resources | Annual | January 2022, 2023 |
For more information on this accessibility plan or to request accessible forms of this or other documents, please contact the HR Department at HRCanada@people20.com.
July 25, 2022
This California Resident Privacy Notice supplements the information and disclosures contained in our Privacy Notice. It applies to individuals who are residents of the state of California from whom we collect Personal Information as a business under the CCPA.
What Personal Information do we collect?
Category of personal data | Data Collected |
Identity Information | Name, address, email address, etc.. |
Personal information as per California Customer Records statute | Name, address, phone number, etc.. |
Internet or other similar network activity | IP Address, URLs, website history, etc.. |
Geolocation | General Geolocation info, etc.. |
Professional or employment-related information | Company, Job Title, Occupation, Location, etc.. |
Categories of Personal Information we collect may include your full name, email address, contact telephone numbers, and other information necessary to provide additional information or services. It may also include work information such as job title and other business or company information, including, but not limited to, State and Country of company residence, occupation, industry, and/or any other information needed respond to your request.
How do we collect your information?
Your personal information will be collected and handled by us for the following purposes:
Disclosure to Third parties
We may disclose your personal information to third parties for a business purpose. When we disclose personal information for a business purpose, we enter a contract that describes the specific processing purposes and restricts to the third party to only processing the data in accordance with the contractual purpose and also binds the third party to maintaining the confidentiality of the personal data.
Types of third parties we share data with:
Sales of Personal Information:
In the preceding 12 months the People2.0 and its affiliates has not sold personal information.
Your California Privacy Rights
If you are a California resident, you may exercise the following rights:
Submit Requests. To exercise your rights under the CCPA:
People2.0
C/O Privacy Office
2520 Renaissance Blvd
Suite 130
King of Prussia, PA 19406
Authorizing an Agent. If you are acting as an authorized agent, to make a request to know or delete on behalf of a California resident, please send a written authorization signed by the resident to us via the email or postal address provided in the Contact Information section above. We may also require the resident to verify their identity or confirm that they provided you permission to submit the request.
June 30, 2023
Introduction
This statement is published on behalf of P20 ESG Acquisition Group Pty Ltd and its subsidiaries’ (“People2.0 Group”) commitment to eliminating the exploitation of people under the Modern Slavery Act 2018 (Cth) (the Act). People2.0 Group is committed to supporting ethical and compliant practices in the provision of our services. This statement is published in accordance with section 12 of the Act. References to “People2.0 Group” we,” “us,” or “our” are to the aforementioned named entities.
Our organisational structure
People2.0 Group is part of the People2.0 global group, a contingent workforce specialist provider operating through a number of separately constituted and regulated legal entities which provide contractor management solutions for recruitment agencies, large corporates, small to medium enterprises, consultancies and independent contractors in accordance with the relevant laws of the jurisdictions in which they respectively operate. People2.0 Group combines unmatched industry knowledge, an outstanding compliance record and superior customer service to simplify processes and ease the complexities associated with flexible work arrangements. Further information about the People 2.0 global group, including information on the countries in which we operate, can be found on our website at https://www.people20.com/.
Our head office is in the US and our APAC regional office is located in Melbourne, Australia.
We value transparency and compliant employment practices based on honesty and integrity and aim to provide a quality trustworthy service.
Our supply chains
We work closely with recruitment agency partners, who source contractors for placements with clients. Our external business supply chain involves engaging with contractors, agencies and clients for the supply of the contractor’s services to clients. Our internal supply chain relates to our office facilities such as IT, telecoms, refreshments, and cleaning services.
We understand whether as a client or as a supplier, there is always some risk that may contribute to modern slavery practices. We expect our suppliers to commit to ethical standards and to operate in an ethical, legally compliant and professional manner. We also expect our suppliers to promote compliant employment practices based on honesty and integrity and aim to provide a quality trustworthy service.
Our policies on slavery and human trafficking
We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains, or in any part of our business. Our Modern Slavery Policy reflects our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our supply chains and partnerships.
We value partnerships and suppliers who support these principles and impart our attitude towards compliance to the organisations we work with. We recognise the importance of this ethos within the labour hire sector and can demonstrate our commitment to compliance through the following steps. These include:
award of sector specific employer accreditations
award of country specific temporary worker licencing authorisations
membership of employment organisations
adherence to specific collective agreements
adherence to health and safety audits
assessment of working environments
adherence to minimum wage regulations
regular communication and contact with contractors, agencies and clients
adherence to working time regulations
requiring contractual commitments from our partners to modern slavery legislation
Due diligence process for slavery and human trafficking
As part of our initiative to identify and mitigate risk, we have a legal team based in Australia and work closely with local lawyers in each jurisdiction in which we operate to ensure that we are engaging contractors compliantly, in line with local labour laws. Our legal team works closely with the sales and operations departments to ensure compliance alignment. This enables us to work collaboratively to:
Identify and assess potential risk areas in our supply
Mitigate the risk of slavery and human trafficking occurring in our supply
Monitor potential risk areas in our supply
Protect against illegal working
In relation to our internal suppliers, we engage with recognised telecoms and facilities providers, ethical local food suppliers, and local cleaning providers with whom we have a long-standing relationship.
Below are the steps taken within the business to support Modern Slavery compliance practices:
Review of our suppliers
Requesting our current and prospective suppliers to provide information to understand their processes and commitment to address modern slavery risks. We have enhanced our own
procedures to mitigate modern slavery risks and reviewed the standard supplier agreement to include specific references to modern slavery law compliance.
Client due diligence cooperation
People2.0 Group clients operate globally in many industries. We are committed to complying with our clients’ own practices on the prevention of modern slavery. People2.0 Group has participated in our clients’ audits of their respective supply chains and provides ongoing support to ensure our clients’ continued compliance and continuous improvement.
Employees to raise concerns under the Whistle Blower Policy
People2.0 Group is committed to promoting a culture of honest and ethical behaviour, corporate compliance and good corporate governance by providing a convenient and safe reporting mechanism. Modern slavery non-compliance can be reported by employees through the People2.0 Group whistle blower policy and procedure. The policy ensures that any reports of potential misconduct are dealt with discreetly and appropriately and that employees are protected from victimisation and retaliation.
Training
To ensure that People2.0 Group staff are aware of our commitment to comply with Modern Slavery laws, Modern Slavery training has been delivered to our internal customer delivery team. We will roll out this training to the rest of the business to ensure a high level of understanding of the risks of modern slavery and human trafficking in our supply chains and our business.
Risk assessment & measuring effectiveness
People2.0 Group regularly assesses the risks of non-compliance when engaging with new business deals, to ensure we provide the highest standard of service. We work collaboratively from a compliance perspective with individuals across the following departments in order to ensure all those in our supply chain and contractors adhere to our values.
Legal
Audit and compliance
Finance
Operations
Sales
People2.0 Group measures the effectiveness of the steps it takes by educating internal staff and external partners in relation to labour compliance, reviewing internal policies and procedures and monitoring feedback.
Future steps and review
People2.0 Group believes in seeking continuous improvement opportunities to raising standards. We will continuously develop our policies, procedures and training to support our compliance responsibilities.
This statement has been approved by the Board of Directors of P20 ESG Acquisition Pty Ltd on 30 June 2023.
Further information
For further advice please contact the Legal and Compliance Department or email compliance.apac@people20.com.
If you would like to download a copy of our Modern Slavery Statement please click here.
View here or on their site: Transparency in Coverage – UHC
View here or on their site: Transparency in Coverage – SisCo
2023 People2.0. All Rights Reserved