Dear Partners and Friends,

I am pleased to confirm that Mangalis Hotel Group reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.
In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

On behalf of Mangalis Hotel Group´s team, I wish you all the best in your noble mission.

Sincerely yours,
Olivier Jacquin

Chief Executive Officer

Inspired by the Universal Declaration of Human Rights, we have developed a set of homegrown policies, to guarantee that Human Rights are respected in every single action and operation Mangalis Hotel Group conducts. Our ultimate goal is make sure that all our employees are well respected, protected and treated equally and fairly, regardless of their background, race, color, sex, or religion.
This also applies on our partners, clients and all stakeholders.

Examples

- The Business Ethics Policy
This policy has been developed and in continuous implementation, and covers the following areas:
1. The Business Ethics Policy in the Workplace
2. The Business Ethics Policy in the Marketplace
3. The Business Ethics Policy in our Business
4. The Business Ethics Policy in our Communities and the Public

- Annual Employees´ Satisfaction Survey
As part of engaging with the employees and striving to be the employer of choice. Assessment and evaluation constitute the core of making sure that our policies correspond to our employees´ expectations and meet the international standards of human rights.

1. A once a year training session on the Group’s Business Ethics policies, conducted by the Human Resources and the legal department.
2. All the Group´s employees sign the adherence letter of the Business Ethics Policy
3. A training session on the UNGC Ten Principles was conducted, to familiarize the employees with the importance of the UNGC.
4. The Annual teammate satisfaction survey has been conducted for the second consecutive year.
5. All employees have to set their annual business objectives, with focus on People First corporate value criteria.
6. Annual training on Cultural Diversity- African culture and history in collaboration with IESE School the internationally recognized business school
7. Celebrating the Refugee International Day, with an objective to create awareness on this subject matter campaign with internal emailing and invited speaker

1. 100% employees attended the training session on the Group´s Business Ethics policies.
2. 100% employees signed the adherence letter of the Business Ethics Policy
3. Almost all the team members, from 7 different nationalities, celebrated the Cultural Diversity Day
4. 100% of the employees attended the training sessions on the UNGC Ten Principles, The Code, Refugee Day, and Africa day
5. In collaboration with the UNHCR, Mangalis hosted a refugee from Togo, who shared his experience, as part of celebrating the Refugee International Day
6. Together with Casa Africa, we have celebrated the International Diversity day, though hosting a guest speaker from Guinea, to talk about the African culture
7. As part of enforcing our commitment to “The Code of Conduct for the Protection of Children from Sexual Exploitation in Travel and Tourism”), 100% of Mangalis team attended a training on the measure to be implemented to avoid any incident of this type.

Encouraged by the UN Millennium Development Goals, and as a commitment to work with all the stakeholders to build a safer, more prosperous and equitable World; Mangalis Hotel Group has set since its inception a set of written policies, and made numerous contributions and conducted various activities, as an implementation to its labour policies and the UNGC Ten Principles. The values we have adopted serve as the backbone of our human resources policies, and our business ethics policy.
Our objective is to always be a pioneer in respecting and implementing labour rights in every single country we exist in, and work with the stakeholders to implement international standards.

Examples

- Health and Safety Crisis Policy
A structured and consistent system that describes how to react of a situation in which the safety or security of the employees working in one of the sites may be jeopardized.
As a company, we want to have a clear process on how to respond when an internal crisis health and safety occurs.

- Inventory of Liability and Risk Policy
An external specialized agency in assessing liability and risks within the Headquarters, conducts an annual inventory and assessment of the offices and sends a detailed report to the Chief Executive Officer and the Group Manager of Human Resources, with recommendations and actions to be implemented. This exercise also applies on a unit level.

- Annual Medical Checkups Policy
Every year, all the Group´s employees are offered to go through a medical checkup at a medical center. The Group deeply believes that the well-being of the employees is a priority at all times and across all units.

- Interviewing and Hiring Policy (Mangalis Career)
Mangalis human resources policies are designed to help our employees to grow professionally and personally, be motivated and enjoy a sense of belonging, therefore, we have developed MangalisCareer, to guarantee that we attract the best talents available in the market, and deal with each application in the most transparent way. We have also created a dedicated webpage for candidates to know about the current vacancies, apply and track their application.

- Training and Development Program (Mangalis TalentGreenHouse™)
The Group considers that investing in the employees guarantees that the Group leads and develop in the aspired direction of growth and expansion, therefore, Mangalis Talent GreenHouse™ helps all our TeamMates to develop professionally, through the corporate training and development programs such as; StepFurther™ for Career Development Management. In addition, to a specialized internship program LeadersGreenHouse™, for students and young graduates.

- Research & Development Think- tank(Mangalis Lab)
MangalisLab was created as a Research & Development think-tank. MangalisLab constitutes from the employees who come from various horizons and walks of life, so it provides the space for them to share experiences, exchange ideas and continuously search for new and inventive ways to better attend the guests and flourish our business to the best interest of all our stakeholders.

- Authorization to Rights of Image Policy
As part of respecting and protecting our employees´ labour rights; the group has developed a written authorization rights of image, pictures or videos usage for the employees. The employees must authorize first the Group to use any pictures or videos done by/or on behalf of them in consideration of the employment relationship with the Group, for any company purposes, including but not limited to publications (pamphlets, brochures, presentations, etc.), media releases, intranet portals, websites and corporate sponsorship promotions.

- Corporate Image Policy
In order to unify and maintain the Group´s corporate image, and reflect the essence of each of our brands, the Group has developed Corporate Image Policy, which covers dress code, grooming and body language.

1. Business Ethics policy: no employment discrimination, of sex, age, race, or religion. The Group hired a pregnant woman as part of its executive committee
2. Training session was conducted on the employees handbook, business ethics and health and safety
3. Medical checkup provided by the company
4. Put in practice the roles, rights and responsibilities: organizational charts, job descriptions, Employees handbook, HR policies in General (mobility policy, health and safety crisis, performance appraisal, interviewing process, travel guidelines…)
5. Labour related risks: assessment and plan provided by an external company
6. 2 certified first aid employees within the company

1. 100% of the employees have signed the Human Resources policies.
2. Labour related risks package: information to new employees, in addition to periodic training on health and safety is provided to team members.
3. An annual Health and Safety risk evaluation and action plan prepared by the health and Safety Committee, based on the audit received by the external agency.
4. 85%employees did the annual medical checkup provided by the company
5. 100% of the employees undergo yearly Performance appraisal interview
6. Continuous internal communication awareness materials (web pages, emailing, posting) on the values of the Group.
7. 80% of the employees attended a training courses on how to enhance the professional image and career for both men and women
8. Celebrating the UN Health Day, through awareness (emailing, posters)

Participating in the implementation of the United Nations Conference on Sustainable Development (Rio+20), and the United Nations Climate Change Initiative, Mangalis Hotel Group has opted since its foundation to adopt internationally recognized environmental, standards, measures and policies. The Group has set a number of objectives which impact directly our operations, and by this, our overall impact on the environment, and the global climate. All the hotels that pertinent to the Group´s network have to abide by our unique Building Management System, and commit with us to always comply with our unique environmental standards.

Examples

- Launching an Office Waste Management Policy across the Group
- Energy Saving Policies across the Group
- Commitment to make our hotels CO2 emissions less 25%-30% compared to other standard hotels
- Minimizing the usage of fuel across all our hotels
- Choosing the Modular Building system, as technology to have greener hotels
- All our projects will commit to the following areas: Energy saving, reduce water consumption, embodied energy savings.

1. Creating a technical environmental standards manual for each hotel brand.
2. Deploying the modular building technology in one of our brands (Yaas Hotels), which guarantees, more environmental friendly hotels, with minimal construction operations and noise reduction.
3. Energy recycling technology, through energy saving measures.

1. All our hotels are managed by a Building Management System, which allows to monitor the consumption of our hotels, in terms of water and energy. This system gives an alarm in case there is a failure in our consumption.
2. All our hotels have an energy recovery system for cooling and heating the %95 of water production.
3. Celebrating the UN Earth Day, through awareness activities
4. 100% of the project managers have signed to adhere to the technical environmental standards and policies of each brand.

Based on the United Nations Convention against Corruption, Mangalis Hotel Group has established a group of policies and measures to enforce the anti-corruption in all the operations we conduct, and in any country we operate in. Furthermore, we only carry on business and exchanges with companies and providers who share and believe in our anti-corruption policies, or have committed to international standards or principles, such as the UNGC, or the World Economic Form Partnering against Corruption Initiative.

Examples

- Creating a set of anti-corruption policies and standards.
- Not making illegal payments to government officials, or offering or accepting questionable gifts or entertainment.
- Competing vigorously, while complying with all laws protecting competition and the integrity of the marketplace.
- Gathering competitive intelligence legally and ethically.
- Ensuring individual privacy by keeping personal information confidential.

1. All employees have signed the Bribery and Corruption policy
2. All transactions, including any gift or payment to any third party should be accurately recorded in the Group books and records.

1. 100% of the employees have signed the anti- bribery and corruption policy
2. 95% of the employees have attended an awareness session has been organized by the Human Resources and Legal Departments.
3. 80% of the employees have been in a training session on Responsible Purchasing and Fair Trade
4. Continuously buying Oxfam fair trade products at the Headquarters