Communication on Progress

Participant
Published
  • 26-Mar-2017
Time period
  • March 2016  –  March 2017
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.

  • 26 March 2017

    To our stakeholders:

    I am pleased to confirm that Harbor Real Estate 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,

    Mohanad Alwadiya
    
Chief Executive Office

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.

  • Example from the Harbor Real Estate Employee Manual: Section 6.17 HARASSMENT, INCLUDING SEXUAL HARASSMENT

    Harbor Real Estate prohibits harassment or offensive conduct in any form – directed towards its
    employees, customers or partners.

    Their "protected status" includes race, color, religion, gender, origin, veteran status, age, disability and any other status protected by law.

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

  • Harbor's annual 360° performance survey which covers diverse subject areas affecting the workplace, including any form of discrimination and/or harassment.

    Through the survey, employees can objectively rank the incidence/non-incidence of any form of harassment, and share any related information they may have without fear of reprisal.

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

  • Zero incidence of harassment in any form at Harbor Real Estate

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.

  • Harbor Real Estate is UAE Labour Law compliant
    Example from the Harbor Real Estate Employee
    Manual: Section 6.0 EMPLOYMENT POLICIES AND
    PRACTICES

    6.4 EQUAL EMPLOYMENT OPPORTUNITIES
    In order to provide equal employment and
    advancement opportunities to all individuals,
    employment decisions at Harbor Real Estate will be
    based on merit, qualifications, results and abilities.
    Harbor Real Estate does not discriminate in
    employment opportunities or practices because of
    race, color, religion, sex, origin, age or disability.
    Employees with questions or concerns about
    discrimination in the workplace are encouraged to
    bring these issues to the attention of their
    supervisor. Employees can raise concerns and make
    reports without fear of reprisal. Anyone found to be
    engaging in unlawful discrimination would be
    subject to disciplinary action, including termination
    of employment.

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

  • Harbor Real Estate is an MOL & immigration policy compliant company as embodied in the office working hours, sick leave, annual leave and maternity leave policies, etc.

    All employees have had medical insurance even before the Ministry of Labour made it mandatory for all employers to insure their staff.

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

  • With about 70 employees from 18 different nationalities, Harbor Real Estate is as diverse as they come.

    Also, employee response to the 2015 Employee Satisfaction Survey has been generally positive, with 81.3% of the total respondents stating they are satisfied/very satisfied, as compared to 75.8% the previous year.

    Areas of improvement have already been identified as goals for the coming year, namely training, processes and formal disciplinary procedures.

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.

  • Harbor Real Estate has always exerted conscious efforts to reduce its environmental footprint via internal policies designed to reduce paper, general supply and water wastage

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

  • Initiatives and programs to reduce waste have been in place as well as related office signage and internal communication supporting our drive to reduce waste.

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

  • Weekly monitoring of paper waste; monthly monitoring of supply waste.

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.

  • In order to safeguard the company and all Harbor Real Estate employees from any incidence of corruption and/or bribery, in the Employee.

    Manual (Chapter 6.0 EMPLOYMENT POLICIES & PRACTICES), there is Section 6.20 GIFTS POLICY stating that "Harbor Real Estate encourages close partnerships with all suppliers and customers. Employees who accept gifts, entertainment or money from an outside organization or business that has dealings with Harbor Real Estate may be influenced, or appear to be influenced to make decisions contrary to Harbor Real Estate’s best interests.

    Employees must NOT accept any cash or gifts or gratuity in excess of AED 100 in value within a period of one year from any customer, vendor, supplier or other persons doing business with Harbor Real Estate. Employees should discuss expenses paid by such persons for business meals or trips with their manager in advance. Any employee who receives gifts of more than the allowed nominal value should return it to the giver in a tactful manner. Any employee NOT complying with this policy will be subject to disciplinary action."

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

  • No cash policy, reporting of gifts, documentation and policies involving commissions/service fees already being implemented.

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

  • Internal and external audits act as barriers to any form of material/monetary irregularities. Two sales consultants were dismissed in 2015 as a result of internal investigations revealing acts of dishonesty.