Communication on Progress

Communication on Progress

Participant
Published
  • 06-Mar-2013
Time period
  • March 2012  –  March 2013
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.

  • 06/03/2013

    To Our Stakeholders

    I am pleased to confirm that Saana Consulting 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.

    Sincerely yours,

    Tom Pengelly

    Managing Director

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.

  • Saana`s goal is to influence our employees and all our business partners to respect the Universal Declaration of Human rights and environmental protection. As a company working with major International Development Donors with their own codes of conduct on human rights we are heavily influenced and look to stay abreast of the policies of our clients.

  • Implementation

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

  • As part of our commitment this year to an ISO 9001 Standard, Saana has signed up to maintaining annual reviews of our product and service providers. In line with the f reporting requirements for this standard, Saana has an approved suppliers list which is subject to an annual internal audit. Saana is committed to addressing any concerns in regards to the abuse of human rights on the part of our employees, clients and third party suppliers.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • As the reporting period for both our approved suppliers list and internal audit mechanisms have yet to be completed, processes having begun towards the end of 2012, it is difficult to provide a definitive report. However, Saana management has received no reports of human right abuses.

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.

  • Saana Consulting supports the UNGC principles on labour standards in addition to following local laws on labour rights. Our Human Resource policy clearly outlines our policy in relation to employee rights and responsibilities alongside their compensation and benefits, according to policy guidelines outlined by Citation, an independently endorsed employment law compliance expert . We encourage all our business partners and suppliers to adhere to the Global Compact Labour principles.

  • Implementation

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

  • Our Citation approved staff handbook outlines clear policies and procedures in relation to discrimination and harassment. Our written Code of Conduct regulates our policies and is compliant with Citation Human Resources policy recommendations. All our employees are issued with this staff handbook which provides clear instructions on seeking redress in the case where they feel that their rights under local labour laws have not been respected. Saana also has separate Citation endorsed policies in relation to relevant labour risks and a set of a health & safety regulations to protect staff within the workplace.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • As part of our Human Resource policy contained within our staff handbook, we have in place a clear policy with relevant instructions that encourage employees, clients and partners to report back if they suspect any wrongful doing in regards to our Code of Conduct in the areas of discrimination and harassment. No reports have been filed since the system has been implemented.

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.

  • Saana supports the UNGC principles on the Environment. We are committed to ensuring minimal waste in relation to use of resources. Saana has a clear policy on ensuring that all actions, within the sphere of control of employees, are taken to minimise any adverse effect on the environment.

  • Implementation

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

  • Alongside the management agents of our office premises, Saana has increased the number of recycling opportunities for staff members within the office. In regards to energy consumption, Saana has installed a central thermostat for the heating facilities in our main office which enables careful control of heating levels, thus reducing unnecessary waste of energy. In addition, the central heating system within the office has been upgraded to use of more modern, energy efficient radiators. Saana’s new 2012 Citation approved staff handbook, distributed to all staff, outlines a procedure issued in regards to the actions staff must take (where in their power) in support of Saana’s environmental policy. Actions points issued to employees are:

    • Turning off lights when not required.
    • Turning down heating levels.
    • Planning journeys to minimise the fuel used on Company business
    • Co-operating with any recycling systems for waste paper etc. that are introduced.

  • Measurement of outcomes

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

  • Saana provides staff with facilities for recycling of paper, glass and other such recyclable materials. Saana management monitors the use of these facilities and is able to report that staff has increased the amount of recyclable materials disposed of through these facilities.

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.

  • Saana supports the UNGC principles on anti-corruption and the UN Convention Against Corruption. We work strongly against corruption in all its forms, including extortion and bribery.

  • Implementation

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

  • As part of our Citation endorsed staff handbook, we have outlined a clear set of policies and procedures around anti-bribery. These policies outline a clear policy on what constitutes bribery. This is in addition to the Anti-corruption and bribery policy in our former handbook which has been circulated to all employees.

    Saana highly values its reputation for ethical behaviour and for financial probity and reliability which is also considered a vital necessity by its clients. In 2012, Saana has set out a consolidated course of actions designed to limit its exposure to bribery by:

    • setting out a clear anti-bribery policy,
    • establishing and implementing anti-bribery procedures as appropriate,
    • communicating this policy and any relevant procedures to employees and to others who will perform services for the Company,
    • undertaking appropriate due diligence measures before engaging others to represent the Company in its business dealings,
    • monitoring and reviewing the risks and the effectiveness of any anti-bribery procedures that are in place.

  • Measurement of outcomes

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

  • Within Saana, the prevention, detection and reporting of bribery is the responsibility of all employees and has carried out the following actions have been taken:

    • encouraging employees to be vigilant and to report any suspicion of bribery,
    • providing employees with suitable channels of communication and ensuring that sensitive information is treated appropriately,
    • investigating instances of alleged bribery and assisting the police and other appropriate authorities in any resultant prosecution,