United Nations Global Compact Communication on Progress

Thursday, March 23, 2017

STATEMENT OF CONTINUED SUPPORT

President's message

I am pleased to confirm with our second Communication on Progress that HyperActive Productions Inc. reaffirms its support of and commitment to the initiative and guiding principles of the United Nations Global Compact in the areas of human rights, labour, environment, and anti-corruption.

HyperActive remains committed to conducting all its business in a responsible manner, consistent with national and international standards and norms in all parts of the world that we operate in. We take our broad obligations (social, environmental, economic) as a responsible corporate citizen very seriously and devote significant non-commercial activities to reflect these values and our commitment to them both here in Canada and in our overseas projects.

HyperActive is founded on the excellence of our people, their shared commitment to doing the right thing, and the excellence in our diversity of services - all of which are focused on communication health, safety and enhancing wellbeing in our work both nationally and internationally.

Sincerely,

Kevin Myers, President
HyperActive Productions Inc.
Ottawa Ontario Canada

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.

HyperActive actively supports the Universal Declaration of Human Rights both in principle and practice, in addition to related human rights standards and norms. As such, we evaluate and respond to human rights issues within our business operations on both a periodic and as-needed basis.

Given our international work, HyperActive does not and will not carry out business with any countries or regimes where flagrant human rights abuses are known or reported, including torture, politically-motivated disappearances, etc., except where such work is done on behalf of non-governmental organizations, such as the United Nations, directly in support of human rights-based development projects.

Our international work includes, in part, consultations with and support of UNDP,
UNICEF, and UNODC, on justice system capacity development in low income and post-conflict states with regard to enhancing human rights protections.

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

HyperActive enshrines the principles Voluntary Principles on Security and Human Rights in our national and overseas work and operations, including operations on behalf of clients operating overseas.

This includes conducting human rights risk assessments in overseas operations as one part of project initiation. We encourage our major clients and suppliers to become signatories to the United Nations Global Compact.

HyperActive has enacted and continues to communicate written workplace policies and procedures that address and support human rights, including a respectful workplace free from harassment, discrimination, and violence. These policies further support a safe and healthy workplace. These are national and designed to comply with provincial legislation in each geographic area of operations within Canada.

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

Through our internal Leadership Team, which includes Human Resources, national and locally compliant policies and procedures were enacted in 2014 to support our approach to human rights and a safe, respectful workplace. These are further included within the company-wide Code of Conduct. The Code requires all employees to report breaches of the Code and provides a formal process for leadership responses to all reports and breaches.

To help monitor for compliance and respond to potential incidents of noncompliance, HyperActive has a confidential reporting instances of concern to staff. Additionally, informal feedback networks have been established to help monitor and support a positive, ethical work environment for all employees.

HyperActive has not been the subject of any human rights related complaints or investigations in the past calendar year or ever.

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.

Consistent with our formalized human resources-related policies and procedures,
HyperActive has enacted a Code of Conduct that applies to all employees and contractors as one approach to ensuring a safe and respectful workplace. This includes workplace policies, procedures and systems relating to employment that are compliant with provincial and federal legislation.

HyperActive supports the ILO Core Conventions and will not knowingly do business with any organization that uses force, prison, or child labour.

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

HyperActive has a range of human resource policies which support best practices in terms of labour and employment, including an absence of bias in recruiting and hiring, equal opportunities, leaves of absence, wage, and hours of work requirements. This includes systems to ensure all staff are properly trained, equipped, and licensed where required to conduct work within their realm of expertise or government-regulated field of work.

These policies, procedures and systems are subject to periodic review and update. All HyperActive employees are issued with an Offer of Employment, which clearly states their terms and conditions including job title, employment status, pay rates, benefits, roles and responsibilities, vacation entitlement, and overtime pay arrangements.

Description of how the company monitors and evaluates performance.

HyperActive has formalized an employee package which provides staff access to standardized information on standard terms and conditions of employment, company benefits, company rules, grievance and disciplinary procedures. The workplace human resources policies are posted on an internal web site for ease of access. The policies and related procedures are periodically reviewed and amended, as required.

HyperActive ensures compliance with employment standards legislation in accordance with employee work location.

HyperActive has not been involved in any investigations, legal cases, or other relevant events related to the contravention of the Global Compact Labour principles in the past year or ever.

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.

A continuing focus of HyperActive is working toward an Environmental Sustainability Policy, with enabling practices. In support of this, HyperActive is actively seeking new ways to reduce its carbon footprint.

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

HyperActive has enacted practices within its most carbon-intensive divisions to reduce emissions and enhance recycling efforts.

Description of how the company monitors and evaluates environmental performance.

Observable progress has been made in our office with regards to waste reduction, recycling, utilization of energy saving measures, and utilization of “green” products such as recycled paper products.
As one approach to reducing our impact on the environment, HyperActive uses hybrid vehicles where possible. An office recycling program was begun in 2006. More energy-efficient lighting is being installed in our office, along with other measures to reduce the use of electricity. To reduce the use of paper and creation of waste, new project files are created and stored electronically. Sensitive files are shredded and the paper sent for recycling. To reduce greenhouse gas emissions associated with travel, regional and national meetings are being conducted virtually where possible.

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.

HyperActive does not support any form of corrupt practice by its staff, contractors, or clients. This includes a refusal to participate in any corruption, bribery or extortion – within Canada or in any overseas project. Through the corporate Code of Conduct, a zero-tolerance policy for corruption, bribery, and extortion has been enacted and communicated to all staff.

HyperActive actively monitors and assesses the threat of potential corruption in all projects – domestic and international.

Corporate policies and procedures are transparent to all involved and are compliant with Canadian legislation, which in turn is consistent with the United Nations Convention Against Corruption. Our corporate stance on corruption is widely distributed to all staff and contractors.

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

HyperActive has a Code of Ethics and Business Conduct for all employees. This policy specifically addresses corrupt practices, amongst other practices in the workplace such as harassment, environmental protection, discrimination, health and safety. The policy is linked to internal governance and accounting oversight mechanisms to monitor for corrupt practices and further supported by a company-wide Code of Conduct.

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

HyperActive has attended seminars, conferences, and learning events with Transparency International and the Government of Canada on corruption issues, including national and international compliance, threat risk assessments, and measures to mitigate the threat of corruption and corrupt practices. In 2015, HyperActive joined and continues to be an active participant in the
UN Global Compact.

HyperActive regularly reviews events on the issue of corruption, related laws, norms and standards, and educates with respect to how companies can both comply with laws and mitigate the risk(s) of failing to comply.

Internal mechanisms are in place to monitor financial systems for possible breaches of company policies relating to ethical practices. HyperActive has never been involved in any legal cases, investigations, rulings, or other events related to corruption and bribery.