Communication on Progress

Communication on Progress

Participant
Published
  • 24-Sep-2021
Time period
  • April 2020  –  September 2021
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.

  • 2021-04-30

    To our stakeholders:

    I am pleased to confirm that SIBS AB 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.

    Sincerely yours,

    Erik Thomaeus
    CEO

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.

  • Written company policy on respecting Human Rights and preventing potential abuses in updated Code of Conduct. Our Code of Conduct is aligned with the UN Global Compact principles of Human rights.

  • Implementation

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

  • Planned for education measures in the updated Code of Conduct for all employees. Started working on a risk evaluation of our suppliers and human rights.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We have implemented a whistle blowing system where the whistle blower can be 100% anonymous and serious deviations from Human rights will be investigated by independent specialist. We monitor number of errands in whistle blower system, other deviations from Code of Conduct and the measures we have implemented. So far we have no errands in the whistle blower system.

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.

  • Written company policy including Labour rights in updated Code of Conduct. Our Code of Conduct is aligned with the UN Global Compact principles of Labour.

  • Implementation

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

  • Planned for education measures in the updated Code of Conduct for all employees and started working on a risk evaluation of our suppliers and Labour rights.

    Our contracting business (MOBY AB) have certified their management system for occupational health and safety according to ISO 45001.

    We have changed to a larger office in Sweden for better work environment and ergonomics, conducted fire drills, ergonomi ronds etc.

    New office and staff building in Malaysia is under construction and will offer top facilitets for the workers. We have bought and offered free COVID-19 vaccine to all our employees in Malaysia. We have investigated and done health riskassements on all the chemicals and building products used in the factory and on site in Sweden. We are continuously working on the replacement of chemicals with health risks.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We have implemented a Whistle blowing system where the whistle blower can be 100% anonymous and serious deviations from Labour rights will be investigated by independent specialist. We monitor number of errands in Whistle blower system, other deviations from Code of Conduct and the measures we have implemented. So far we have no errands in the whistle blower system.

    We measure incidents and accidents and have not had any work environment accidents leaving permanent injuries.

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.

  • Written company policy including environment in updated Code of Conduct and specific environmental policy. Our Code of Conduct is aligned with the UN Global Compact principles of environment, and our environmental policy is aligned with ISO 14001. We have a specific set of goals for the environment including green building certificates, energy efficiency and CO2 emissions.

  • Implementation

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

  • SIBS Group and most of our participating companies have management system certified according to ISO 14001. We are constantly working according to documented plans to reach our goals of green building certificates, energy efficient buildings and decreased CO2 emissions.

  • Measurement of outcomes

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

  • We do annual sustainability reports and have both internal and external revisions of our environmental work according to ISO 14001. We track the CO2 emissions from our buildings from a building life-cycle perspective and measures shows that we are in line with our environmental goals.

    We have implemented a whistle blowing system where the whistle blower can be 100% anonymous and serious deviations from environmental standards will be investigated by independent specialist. We monitor number of errands in whistle blower system, other deviations from Code of Conduct and the status fort the environmental goals. So far we have no errands in the whistle blower system.

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.

  • Written company policy including Anti-Corruption in updated Code of Conduct. Our Code of Conduct is aligned with the UN Global Compact principles of Anti-Labour.

  • Implementation

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

  • Planned for education measures in the updated Code of Conduct for all employees and started working on a risk evaluation of our suppliers and Anti-corruption.

  • Measurement of outcomes

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

  • We have implemented a Whistle blowing system where the whistle blower can be 100% anonymous and accusations of corruption will be investigated by independent specialist. We monitor number of errands in Whistle blower system and other deviations from Code of Conduct. So far we have no errands in the whistle blower system.