Communication on Progress year 2011

Participant
Published
  • 27-Aug-2012
Time period
  • January 2011  –  December 2011
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.

  • On behalf of the company EDUARDO ALBÉNIZ S.A., I declare the company's compromise with the 10 principles of Global Compact with regard to human rights, labour standards, environment and anti-corruption.

    The company also takes the following commitments:
    - To align all the strategy with the 10 principles in order to integrate them progressively in the company's culture.
    - To make campaign in favour of the 10 principles in his sphere of influence.

    We wish tho remember that in October 2008, when we joined Global Compact, we sent a letter to all our customers to let them know and inviting them to know the iniciative and join it.

    The respect of the 10 principles is seen by the company not only as a moral obligation but also a way to improve the social climate in the company and, consequently, improve processes and economic results.

    Javier Téllez
    Managing Director
    EDUARDO ALBÉNIZ S.A.

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.

  • EDUARDO ALBENIZ, S.A. declares its support to the Universal Declaration of Human Rigths and its strong commitment to put in place policies and actions to implement the principles 1 and 2 in order to integrate them progressively in the company's culture.

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

  • EDUARDO ALBÉNIZ S.A., faithful to its compromise with the values of Global Compact and, in particular, with the basic human rights universally recognised, has asked some members of ANFEC (Spanish association of label manufacturers) to join the Global Compact.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • '- Increase of awareness in human rights of the ANFEC members.
    - New members of Global Compact among companies of Spanish label sector.

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.

  • EDUARDO ALBENIZ, S.A. declares its support to the Universal Declaration of Human Rigths and its strong commitment to put in place policies and actions to implement the principles 3, 4, 5 and 6 in order to integrate them progressively in the company's culture. We declare specifically our commitment to respect the Labour Law and the workers' rights.

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

  • In the second half of 2011, an evaluation of 100% of the workers of our plant (23 people) was made for the first time in the company. Each worker was evaluated from 1 to 5 in 3 areas: Product quality, productivity/waste of raw material and polyvalence level. The weighted average of the marks obtained in each area gave as result an average mark for each worker.
    At the end of the evaluation process, a personal and confidential interview was held with each worker to explain him the result of his evaluation and the mark obtained in each area, in order to help him to understand his improvement fields and establish an action plan to improve his performance.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • '- Workers more aware of their improvement fields.
    - Contribute to the continuous improvement of the company.
    - Customized messages to each worker, avoiding the discrimination of sending identical messages to all of them.

    We will repeat each year the evaluation of the workers.

    The indicator to control if we reach these goals will be the evolution year to year of the average mark of each worker.

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.

  • Even if our activity (self adhesive labels manufacturing) is not especially pollutant and wastes are not considered as dangerous for the environment, we declare our support to the principles 7, 8 and 9 and our strong commitment to put in place policies and actions in order to integrate them progressively in the company's culture.

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

  • Implementation in April 2011 of an energetic efficiency equipment to reduce current and voltage peaks. The result is a strong reduction of consumption of reactive energy which means less consumption of electricity and, consequently, the reduction of the company's carbon footprint.

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

  • - Saving of electricity between 5% and 10%.
    - Increase of life and less breakdowns of the equipments which contain electrical engines.

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.

  • EDUARDO ALBENIZ, S.A. declares its support to principle 10 and its strong commitment to put in place policies and actions to avoid all forms of corruption, in particular extorsion and bribery, in order to integrate this principle progressively in the company's culture.

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

  • We have modified the company's commitment MISSION, VISION, VALUES in our website adding specifically the rejection of corrupt practices. The new text is:
    "Professional ethics: Strong ethical foundations at all organizational levels. Rejection of the corruption in all its forms, including extorsion and bribery.".

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

  • To contribute to the spreading in the business community of the honestity as a value and the rejection of corrupt practices.