Communication on Progress

Communication on Progress

Participant
Published
  • 11-Jan-2022
Time period
  • January 2022  –  January 2024
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 ESP Global Services Limited supports the Ten Principles of the United Nations Global Compact on human rights, labour, environment and anti-corruption. With this communication, we express our intent to implement those principles. We are committed to making the UN Global Compact and its principles part of the strategy, culture and day-to-day operations of our company, and to engaging in collaborative projects which advance the broader development goals of the United Nations, particularly the Sustainable Development Goals. ESP Global Services Limited will make a clear statement of this commitment to our stakeholders and the general public.
    We recognize that a key requirement for participation in the UN Global Compact is the annual submission of a Communication on Progress (COP) that describes our company's efforts to implement the Ten Principles. We support public accountability and transparency, and therefore commit to report on progress within one year of joining the UN Global Compact, and annually thereafter according to the UN Global Compact COP policy. This includes:
    • A statement signed by the chief executive expressing continued support for the UN Global Compact and renewing our ongoing commitment to the initiative and its principles. This is separate from our initial letter of commitment to join the UN Global Compact.
    • A description of practical actions (i.e., disclosure of any relevant policies, procedures, activities) that the company has taken (or plans to undertake) to implement the UN Global Compact principles in each of the four issue areas (human rights, labour, environment, anti-corruption).
    • A measurement of outcomes (i.e., the degree to which targets/performance indicators were met, or other qualitative or quantitative measurements of results).

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

  • Implementation

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

  • Production and distribution of robust internal policies and a zero tolerance approach to breaches.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Robust whistleblowing policy involving local and central management, central HR and board.

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 labour
    - Comply with minimum wage standards
    - Ensure that employment-related decisions are based on relevant and objective criteria

  • Implementation

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

  • Strict implementation of anti-slavery policy.
    Use of local payroll agencies to ensure minimum wages levels are adhered to.
    Contractual requirement for suppliers to do the same.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Whistleblowing policy.
    Centralisation of HR and performance management tools and reporting.

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.

  • Attainment and maintenance of ISO 14001

  • Implementation

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

  • Attainment and maintenance of ISO 14001

  • Measurement of outcomes

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

  • Attainment and maintenance of ISO 14001

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.

  • Zero tolerance approach to bribery and corruption

  • Implementation

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

  • Anti bribery and corruption policy communicated to all staff

  • Measurement of outcomes

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

  • Links to whistleblowing policy