Communication on Progress

Communication on Progress

Participant
Published
  • 13-May-2021
Time period
  • February 2020  –  May 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.

  • I am pleased to confirm that NYCEVENTPRO (NYCEP LLC) 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 sharing this information with our clients and affiliates using our primary channels of communication.

    Sincerely yours,

    The Team @ NYCEVENTPRO

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.

  • • Ensure workers are provided safe, suitable, and sanitary work facilities.
    • Protect workers from workplace harassment, including physical, verbal, sexual, or psychological harassment, abuse, or threats.
    • Maintain a fair profit share between all employees by being employee-owned and create opportunities for team members to move up within company.
    • Leadership and decision-making made by a predominantly female staff.
    • Committed to prioritizing diverse businesses as vendors and event partners.

  • Implementation

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

  • • Ensure diverse staffing.
    • Pay entry level staff over standard hospitality industry rate and minimum wage.
    • Focus on sourcing vendors and event partners are women, BIPOC, and/or LGBQT+ owned businesses.
    • Ensure support of non-profits, community, and arts-based organizations.
    • Support staff that require special considerations in achieving employment.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • • Staff (including management and executive) is over 75% female and/or BIPOC.
    • High percentage of staff retention through COVID19 shutdown.
    • Multiple staff employed for years longer than the industry average.
    • No cases of COVID19 following company-produced events amongst staff prior, during, or following the shutdown.
    • Staff utilized company resources during 2020 COVID19 shutdown to assist in food provisions and emergency funding.
    • Over 50% of vendors and event partners are women, BIPOC, and/or LGBQT+ owned businesses.
    • Around 40% of all production work is in support of non-profits, community, and arts-based organizations.

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.

  • • Ensure that the company does not participate in any form of forced or bonded labor.
    • Comply with minimum wage standards.
    • Ensure that employment-related decisions are based on relevant and objective criteria.
    • Source fellow women and minority owned and operated partners and vendors.

  • Implementation

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

  • • Ensure diverse staffing.
    • Pay entry-level staff over standard hospitality industry rate and minimum wage.
    • Provide payment of food and travel expenses, and emergency funding as needed.
    • Support staff with company assets for staff personal endeavors related to our industry.
    • Focus on sourcing vendors and event partners are women, BIPOC, and/or LGBQT+ owned businesses.
    • Ensure support of non-profits, community, and arts-based organizations.
    • Support staff with working limitations related to immigration in achieving employment.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • • Staff (including management and executive) is over 75% female and/or BIPOC.
    • No cases of COVID19 following company produced events amongst staff prior, during, or following the shutdown.
    • Staff utilized company resources during 2020 COVID19 shutdown to assist in food provisions and emergency funding.
    • Over 50% of vendors and event partners are women, BIPOC, and/or LGBQT+ owned businesses as vendors and event partners.
    • Around 40% of all production work is in support of non-profits, community, and arts-based organizations.

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.

  • • Avoid environmental damage via maintaining a sustainable focus on production processes, sourcing, and disposable and reusable materials used and products served.
    • Ensure emergency procedures to prevent and address accidents affecting the environment, employee and guest safety, and human health, including creating and adhering to COVID19 related protocols.

  • Implementation

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

  • • Ensure sourcing from sustainable vendors.
    • Consider preexisting and creative material solutions before sourcing new.

  • Measurement of outcomes

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

  • • Over 75% of disposable materials used are plastic alternatives.
    • Plant-based menus and sustainability-focused brands encouraged to clients.
    • Company-hosted events are with no plastic utensils and plant-based menus only.
    • Full declaration of sustainability here: https://nyceventpro.com/declaration-of-sustainability/

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.

  • • Assess the risk of corruption when doing business
    • Mention “anti-corruption” and/or “ethical behavior” in contracts with business partners
    • Ensure that internal procedures support the company’s anti-corruption commitment

  • Implementation

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

  • No answer provided.
  • Measurement of outcomes

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

  • No answer provided.