Communication on Progress

Participant
Published
  • 2012/10/05
Time period
  • January 2011  –  December 2011
Format
  • Part of a sustainability or corporate (social) responsibility report
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
Issue Area Coverage
(self-assessed)
  • No reported coverage for Human Rights
  • No reported coverage for Labour
  • No reported coverage for Environment
  • No reported coverage for Anti-Corruption
Strategy, Governance
and Engagement
  • Criterion 1: The COP describes key aspects of the company’s high-level sustainability strategy in line with Global Compact principles
  • Impact of broader sustainability trends on the long-term prospects and financial performance of the organisation

  • Major sustainability risks and opportunities in the near to medium term (3-5 years)

  • Social and environmental impact of the organization’s activities

  • Overall strategy to manage sustainability impacts, risks and opportunities in the near to medium term (3-5 years)

  • Key performance indicators to measure progress

  • Major successes and failures during the reporting period

  • Criterion 2: The COP describes effective decision-making processes and systems of governance for corporate sustainability
  • Involvement and accountability of management (C-suite) in developing corporate sustainability strategy in line with Global Compact principles and overseeing its implementation

  • Corporate governance structure (Board of Directors or equivalent) and its role in oversight of long-term corporate sustainability strategy and implementation in line with Global Compact principles

  • Goals and incentive schemes for management (C-suite) to promote sustainability strategy in line with Global Compact principles

  • Criterion 3: The COP describes engagement with all important stakeholders
  • Regular stakeholder consultations in the area of human rights, labour, environment and anti-corruption

  • List of stakeholder groups engaged by the organization

  • Process for stakeholder identification and engagement

  • Outcome of stakeholder involvement

  • Process of incorporating stakeholder input into corporate strategy and business decision making

UN Goals and Issues
  • Criterion 4: The COP describes actions taken in support of broader UN goals and issues
  • Adoption or modification of business strategy and operating procedures to maximize contribution to UN goals and issues

  • Development of products, services and business models that contribute to UN goals and issues

  • Social investments and philanthropic contributions that tie in with the organization’s core competencies, operating context and sustainability strategy

  • Public advocacy on the importance of one or more UN goals and issues

  • Partnership projects and collective actions in support of UN goals and issues

Human Rights
  • Criterion 8: The COP describes key outcomes of human rights integration
  • Outcomes of due diligence process

  • External and formal reporting of operations or operating contexts that pose risks of severe human rights impacts

  • Disclosure of main incidents involving the company

  • Outcomes of processes of remediation of adverse human rights impacts

  • Criterion 7: The COP describes effective monitoring and evaluation mechanisms of human rights integration
  • System to monitor the effectiveness of human rights policies and implementation, including in the supply chain

  • Monitoring drawing from internal and external feedback, including affected stakeholders

  • Leadership review of monitoring and improvement results

  • Process to deal with incidents

  • Criterion 6: The COP describes effective management systems to integrate the human rights principles
  • On-going due diligence process that includes an assessment of actual and potential human rights impacts

  • Internal awareness-raising and training on human rights for management and employees

  • Operational-level grievance mechanisms for those potentially impacted by the company’s activities

  • Allocation of responsibilities and accountability for addressing human rights impacts

  • Internal decision-making, budget and oversight for effective responses to human rights impacts

  • Processes to provide for or cooperate in the remediation of adverse human rights impacts that the company has caused or contributed to

  • Criterion 5: The COP describes robust commitments, strategies or policies in the area of human rights
  • Commitment to comply with all applicable laws and respect internationally recognized human rights, wherever the company operates (e.g. the Universal Declaration of Human Rights)

  • Statement of policy expressing commitment to respect and support human rights approved at the most senior level of the company

  • Statement of policy stipulating human rights expectations of personnel, business partners and other parties directly linked to operations, products or services

  • Statement of policy publicly available and communicated internally and externally to all personnel, business partners and other relevant parties

Labour
  • Criterion 10: The COP describes effective management systems to integrate the labour principles
  • Risk and impact assessments in the area of labour

  • Allocation of responsibilities and accountability within the organisation

  • Internal awareness-raising and training on the labour principles for management and employees

  • Criterion 9: The COP describes robust commitments, strategies or policies in the area of labour
  • Reference to relevant international conventions and other international instruments (e.g. ILO Core Conventions)

  • Reflection on the relevance of the labour principles for the company

  • Written company policy (e.g., in code of conduct) on labour

  • Inclusion of minimum labour standards in contracts with suppliers and other relevant business partners

  • Specific commitments and goals for specified years

Environment
Anti-Corruption