Communication on Progress - 2015

  • 2016/01/12
Time period
  • January 2015  –  January 2016
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
  • 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.

  • To our stakeholders:

    I am pleased to confirm that Pier2 Marketing reaffirms its commitment and support to the Ten Principles of the United Nations Global Compact with respect to Human Rights, Labor, Environment, and Anti-Corruption.

    By presenting our Communication on Progress, we seek to reinstate our Active Level status in the Global Compact for the next year. In this communication we describe our actions as a company to support the mission of the Global Compact and the Ten Principles, integrating them into our business strategy, operations, and culture.

    Through our membership we have made our commitment visible to our stakeholders, our community, employees, and the general public. By making this Communication on Progress accessible through the UN Global Compact website, we make this commitment visible to all of them, reinforcing our commitment to this mission.


    Gimena Pena Malcampo
    CEO & Co-Founder
    Pier2 Marketing

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.

  • For our company, understanding our human rights exposure and addressing potential human rights violations is an important responsibility. One way of identifying, preventing and mitigating its impacts is gathering people with different functions and expertise around one table. Once together, they are able join up their thinking and explore potential impacts down the value chain. The risks can be assessed in terms of likelihood and severity and strategies can be put in place, starting with addressing the most severe impacts.

    These principles are embedded in the culture of our organization, through strong leadership from top level management along with training programs that communicate to employees why human rights are important and what they can do to help.

    We enable this by translating the confusing human rights terminology into everyday operational language that employees outside the legal team can understand. We believe this is key to truly embed a human rights culture into our organization.

    In large, decentralized companies where access to local offices from the headquarters is difficult, having a corporate culture in which respect for human rights is ingrained, is crucial. In this regard, designing tailor made training that accounts for the autonomy of different offices and communicates the benefits of implementing policy rather than straightforwardly demanding "you have to do this."

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

  • We put in practice these principles by:

    - Raising awareness among all our employees, starting with our Executive Management team.
    - Training our employees on Human Rights (do's and dont's)
    - Allocation of responsibilities for the protection of Human Rights within the company. Establishing the right mechanism to make sure this is applied throughout the company, and across all our offices.
    - Human resource policies and procedures supporting Human Rights
    - Treating all clients, partners, and employees with integrity, respect, fairness and honesty.
    - All our employees are encouraged to act in an ethical manner as responsible corporate citizens, making a contribution to their community and the environment. For this we encourage volunteering time.
    - All our offices within the US and abroad follow the Ten Principles of the Global Compact.

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

  • We constantly measure and monitor this by:

    - Providing the Ten Principles to each new employee and emphasizing the Universal Declaration of Human Rights to each of them.
    - Training our employees once a year in Human Rights and the Ten Principles, to remind them of the behavior that is expected from them as part of our company.
    - Track and monitor any complaints. To this point we had no incidents, violations or complaints.
    - Assure Human resources complies with the established policies and promotes these procedures supporting Human Rights among employees and contractors.
    - We provide incentives to our employees to act as responsible corporate citizens, and encourage their contributions to their community and the environment by giving them the time or in some cases resources to do so.
    - Our policies describe specific actions to each of our offices on how to implement Human Rights policies, address any risks, and respond to any Human Rights violations, whether witnessed in our company or by any of our contractors or partners.
    - All our partners and contractors and given the same policy and encouraged to comply in order to do business with us.

  • 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.

  • Pier2 Marketing provides equal employment opportunities to all employees and applicants for employment without regard of race, color, religion, creed, gender, national or ethnic origin, age, marital or veteran status, sexual orientation, any handicaps or disabilities.

    Diversity is recognized as a value within our company, because we know that is what drives our company and the world forward. All employees and contractors are responsible and encouraged to build an atmosphere in each of our offices, free of discrimination and harassment on any basis. Values such as respect, teamwork, integrity, fairness and honesty are constantly reminded and encourage as an intrinsic part of our company culture.

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

  • To assure this, we have policies and procedures recognizing the rights of our employees, their compensations, and benefits:

    - Our policies and procedures are distributed to all employees, and we provide special training to any recruiting manager to make sure they understand and follow these principles.
    - We encourage diversity and encourage that in our recruiting process.
    - Our company does not tolerate any discrimination or harassment by anyone within our company. To assure this we have procedures establish so employees can raise any complaints and concerns to Human Resources.
    - No employees are exempt from the requirements of this policy. Any individual who violates this policy will be subject to corrective action, up to and including unpaid suspension, or immediate termination.

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

  • - Our company has 55% male representation and 45% women. Women and men are equally encouraged to career advancement and growth within our company.
    - They are also compensated equally regarding of gender, based on their unique skills.
    - 44% of our team is Caucasian, 56% represent different origin or ethnicities.
    - This diversity is also represented in age breakdown, religions, marital status and other preferences.
    - This is represented in our Executive Management team where we have team members from different nationalities, races, creeds, etc.
    - We work with Veterans at Work to encourage employment of veterans and people with disabilities.
    - Our CEO is a woman, from Hispanic/ Latino descend, so this culture is encourage from top to bottom in our company.
    - We have clear processes for discrimination and harassment. So far we have never had any complaints or violations. We believe this is due to clear communication and training regarding this policy and zero tolerance for this behavior.
    - Our staff is diverse and multicultural, this diversity assures that we are following our objectives to have a diverse and talented team.

  • 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.

  • Pier2 Marketing has been a certified Green Business since 2010. We obtained our renewed certification (which is renewed every 3 years) for 2013-2016. This year we'll be starting the process for our certification renewal for the next 3 years.

    We are also an active member of the California Green Business program and comply with very strict policies and procedures to assure we are sustainable business.
    Our company has been an example business case study for the San Francisco Green Business Program, given our commitment to the environment, and the application of these principles throughout our company.

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

  • We assure the implementation of these principles by enforcing the following:

    - We care for the environment and the world community. We encourage our customers to use environmentally sensitive printing processes and materials, in an attempt to minimize waste and reduce environmental impact.
    - We have clear policies and encourage our employees to print on recycled or used paper, only when needed. We also use soy ink cartridges in our printers.
    - We seek to conduct our business according to the three pillars of sustainability.
    - As a certified Green Business, we follow in all our offices the California Green Business principles as well.
    - We use smart energy bulbs, electronics, and computers in our offices.
    - All employees are encourage to turn on the lights only when needed and to turn off the lights whenever they are not at the office.
    - We encourage and have policies for recycling and composting.
    - We encourage and incentivize all our employees to bike to work or use public transportation.
    - We promote green marketing alternatives among our clients and partners.

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

  • - We have written green policies that are distributed to all new employees. We also train our employees and contractors in these policies and incentivize them to follow each of these principles, not only at our office but also at home with their families.
    - Our clients also know that we apply green marketing techniques, promoting green printing materials and using technology to reduce printing as much as possible.
    - We have signage at our office to remind all our employees about these principles, such as recycling bins and signage of what is recyclable and compostable.
    - Reminders to turn lights off.
    - We have labeled bins for reusable paper that can be used for printing.
    - We only buy 100% recycled paper in all our offices.
    - We only purchase energy smart bulbs, computers, and other electronics - including printers.
    - We use technology to share and revise documents vs. printing.
    - We conduct electronic invoicing and reporting to clients and partners.

  • 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.

  • We support the work of the UN Convention Against Corruption, we work against corruption in all its forms, including extortion and bribery.
    We ensure all our employees behave in an ethical manner consistent with these values. This includes, but it is not limited to the United States, we apply these principles in any location we do business around the world.

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

  • We assure this is followed by all our employees with clear policies and procedures:

    - We regulate the offering or receipt of gifts, hospitality or expenses.
    - We maintain accurate books and records which properly and fairly document all financial transactions.
    - We have a zero tolerance policy for systematic corruption or activities that could be seeing as malfeasance.
    - We have strict policies that all employees must comply regarding this principle.

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

  • During 2015:

    - There have been no reports of conflict of interest or bribery within the company or in any of our locations.
    - We also have no incidences or other ethical breaches.
    - The goal of zero is expected for the next years as we continue to emphasize our zero tolerance policy among all our employees.