Communication on Progress

Communication on Progress

Participant
Published
  • 23-Feb-2012
Time period
  • February 2011  –  February 2012
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer

  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • February 23, 2012

    To our stakeholders:

    I am pleased to confirm that di Domenico + Partners, LLP 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.

    Sincerely yours,

    John di Domenico
    Partner

Human Rights
  • Assessment, policy and goals

  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • Excerpt from dD+P Company Policy Manual:

    All employees are responsible for assuring a workplace free from any and all forms of harassment, whether it is based on race, color, religion, sex, age, ethnic origin, sexual preference, or disability. Any form of verbal, physical, sexual or visual harassment is illegal and will not be tolerated.

  • Implementation

  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • Excerpt from dD+P Company Policy Manual:

    If you are made uncomfortable by any person's behavior, request that the person stop the behavior.

    If the behavior continues or you believe that you have been harassed, you are required to report the incident immediately to one of the Partners. An immediate investigation will be conducted by a Partner-in-Charge to assess the severity of the situation. If deemed necessary, appropriate and severe action will be taken.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • dD+P Office Policies towards all forms of harassment are reviewed regularly by the Partners and Senior Associates of the firm. There have been no reported or investigated cases of harassment within the firm in the last five years.

Labour
  • Assessment, policy and goals

  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • Excerpt from dD+P Company Policy Manual:

    di Domenico + Partners, LLP does not discriminate against employees or applicants for employment because of race, color, creed, religion, sex, age, marital status, national origin, sexual orientation, disability, medical condition, pregnancy or veteran's status, provided they are qualified to meet the requirements for the job.

  • Implementation

  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • dD+P’s Partners and Senior Associates involved in all new hiring activities abide by the Office Policy in evaluation of potential new hires. New employees are evaluated based solely on competency to fulfill the professional requirements of the position being filled.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • dD+P monitors hiring practices and reviews its’ Office Policies in these matters on a regular basis. There have been no cases of discrimination brought against the firm in the last 5 years.

Environment
  • Assessment, policy and goals

  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • dD+P is committed to reducing the environmental impacts of the built environment through its everyday practice by implementing construction codes and additional strategies that reduce energy usage, promote improved indoor environmental quality, and reduce the destruction of natural habitats by selecting more rapidly renewable and recycled materials for the buildings that it designs.

  • Implementation

  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • dD+P encourages the implementation of the US Green Building Council’s LEED program where possible and works with its’ clients to find solutions to meet their goals and offer solutions that are more sustainable and environmentally friendly.

    dD+P formed an internal “Green Team” that meets regularly to discuss issues that affect the design studio and seeks ways to promote more environmentally friendly practices both internally as well as through work it does with clients.

    Excerpt from dD+P Company Policy Manual:

    The firm encourages all staff to seek LEED Accreditation and to maintain their Continuing Education requirements. The LEED building certification system is the industry standard for sustainable building practices and is required by many city and state agencies. In order to maintain a competitive advantage, the firm supports and encourages staff to educate themselves on sustainable building practices and establish and maintain LEED Accreditation.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates environmental performance.

  • LEED Certification is currently the most reliable form of measurement in the building industry to determine the level of sustainability a building design achieves. LEED Certification is verified by an independent third party, based on metrics that are updated and reviewed by the building industry. dD+P currently has several projects seeking LEED certification.

    In some instances, State or Federal Agencies, that dD+P does business with, will provide their own internal, sustainable design guidelines. These independent guidelines will be utilized to measure the building design against industry standards to evaluate performance in those cases.

Anti-Corruption
  • Assessment, policy and goals

  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • dD+P does not tolerate any instances of employees participating in illegal or unethical business practices. Engaging in activities which would normally result in criminal prosecution is grounds for immediate termination.

  • Implementation

  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • dD+P’s Senior Associates and Partners review and implement the Office Policy in terms of illegal business practices. Unethical behavior is not tolerated and regular office-wide announcements are made instructing employees on how to conduct affairs with outside consultants, clients and contractors.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates anti-corruption performance.

  • There have been no instances of criminal investigations or charges brought against an employee of dD+P in the last five years in any manner including illegal business practices.