Communication on Progress

Communication on Progress

Participant
Published
  • 11-Jan-2014
Time period
  • January 2013  –  January 2014
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.

  • 10 January 2014

    To Our Stakeholders:

    STATEMENT OF CONTINUED SUPPORT

    I am pleased to confirm that Macfarlane Packaging 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.

    Yours sincerely,

    Peter D Atkinson
    Chief Executive

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.

  • Dignity at Work Policy
    Equal Opportunities Policy
    Code of Conduct Policy
    Harrassment at Work Policy (complaints and investigation of claims of bullying)
    Grievance Policy

  • Implementation

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

  • Included in Induction Training and Management Training
    Ethics Training
    Suggestions Boxes
    External phone line for whistleblowing bullying and unethical behaviour
    Clear Job Responsibilities, with concrete paramaters outlined of what is acceptable
    Human Resources Director responsible for all Corporate and Social Responsibilities including Human Rights
    External audits

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Human Resources Director reports annually to the Macfarlane Board
    Annual demographic audit reported to the Board
    No legal proceedings against the Company during the Period
    As a Sponsorship Company, we have external immigration audits per annum

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.

  • Labels Division is unionised
    Recrutiment Policy and Development Policy
    Equal Opportunities Policy
    Ethical Employment Policy
    Forced and compulsory labour banned
    EU Working Directives compliant

  • Implementation

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

  • Recruitment and Selection Policy
    Policy to only employ people 18 years and over full time; trainees must not be younger than 16 years
    Employment Terms and Conditions
    Health and Safety Policy

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Human Resources Director reports annually to Board
    Human Resources Director reports on methods of recruitment and how people joined
    No legal cases against the Company during the Period
    Head Office Health and Safety Manager responsible for safe working conditions
    As a Sponsorship Company, we have external immigration audits per annum

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.

  • Corporate Responsibility Committee headed by CEO
    Mandatory carbon reporting legislation
    Timber legislation compliant
    ISO14001
    REACH declaration
    Environmental and Quality Policy

  • Implementation

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

  • Environmental Product Matrix
    Introduction of new scheduling and loading software to reduce carbon footprint
    As the leading UK packaging distributor, we continually work with our Customers to reduce environmental impact of our products and services
    We work with our suppliers on product innovation to reduce material content of packaging products we sell and to streamline logistics chains for our Customers
    Regular staff training on more environmentally friendly products and services for our Customers
    Energy efficiency awareness across all locations
    Head Office Environmental and Quality Manager

  • Measurement of outcomes

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

  • Mandatory carbon reporting legislation
    Close monitoring of vehicle utilisation and fuel efficiency
    Close monitoring of energy consumption
    External ISO14001 audits to ensure we maintain our current accreditation
    No legal cases against the Company in the Period

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.

  • Bribery Act compliant
    Gifts and Sponsorship Policy
    Supplier and Staff Code of Conduct
    Expenses Policy

  • Implementation

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

  • External telephone line for whistleblowing of suspected malpractice
    Gift Register
    Induction and ongoing Training
    Human Resources Director responsible for policies
    Strict expenses procedures

  • Measurement of outcomes

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

  • Human Resources Director reports annually to the Board
    No legal cases against the Company in the Period
    External audit of expenses
    External audit of gift register