Communication on Progress

Participant
Published
  • 2017/05/02
Time period
  • January 2016  –  December 2016
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.

  • May 2, 2017

    To our stakeholders:

    I am pleased to confirm that the Center for Intercultural Dialogue and Translation (CIDT) reaffirms its support for the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

    This annual Communication on Progress , describes our organization’s 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,

    Cornelis Hulsman, Drs.
    CEO

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.

  • We support adherence to the internationally proclaimed human rights declarations, including the Universal Declaration of Human Rights. This adherence is evidenced by the content of the reporting we have produced for the Arab-West Report Database. Our company works to promote equality and affirms a strict policy of non-descrimination based on gender, sexual orientation, race, religion, political orientation, or disability. . This is a critical component of our work since we report about the role of religion and pluralism in Egyptian society, specifically Muslim-Christian relations. When reporting on such issues, it is of the utmost importance to maintain strict impartiality and adhere to objective narratives. Furthermore, we also provide full transparency as to how our information has been obtained. We deal with highly sensitive subject matter and make all efforts to include the views of all parties involved. We have provided a link on our homepage to the statements of the UN Global Compact we adhere to. We work to partner with businesses that adhere to the same Global Compact principles on Human Rights.

    In the coming years we wish to make our database compliant to the academic standards of university library standards in order to provide better acess to our data for researchers worldwide.

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

  • Staff and student researchers working with us are trained through a system of conducting research, presenting draft texts, and an editorial process involving the CEO andother relevant experts on the subject matter. .We report objectively and strive to avoid bias in our reporting.. If we have the opportunity to interview different stakeholders on the same subject, we will of course do so. Board members of our sister organization, the Center for Arab-West Understanding (CAWU), an Egyptian NGO, provide their counsel when needed. We expect all staff and student researchers to listen to different viewpoints and to be fair in presenting similarities and differences that exist among individuals and groups, doing justice to all parties involved.

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

  • In 2016 we submitted an academic book for publication entitled From Ruling to Opposition Islamist Movements and Non-Islamist Groups in Egypt 2011-2013 which is based on over 60 interviews with Islamists and their opponents. The draft version of the book has been read by numerous peoplewho offered many suggestions for improvement during the editorial process . Egypt is deeply divided between Islamists and non-Islamist political factions. Most reporting on this issue has been highly partisan. We have incorporated all principles of good reporting in this book which has been recognized by scholars in and outside of Egypt, Egyptian diplomats and other stakeholders. The book of 262 pages was completed in 2016 and published in Anwendungsorientierte Religionswissenschaft in February 2017. The final editing was carried out by CIDT CEO Cornelis Hulsman.

    The company addresses incidents involving Human Rights violations through fact-finding and listening to all parties involved. We examine at international human rights declarations and compare events and statements in the public sphere with these declarations. It is rare that parties will oppose these human rights declarations. Much more common issues related to human rights reporting are lack of transparency (not presenting information/explanations that disagree or complicate one’s own position) and differences in interpretations of these human rights declarations.

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.

  • CIDT upholds all principles of the UN Global Compact on Labour Rights.

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

  • Our staff is fully aware of our policies. CIDT has a grievance mechanism. If staff members would see anything that gives them cause for concern, they can contact the CEO. In case it would concern the CEO, they could write the shareholders of CIDT.

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

  • No incidents were reported in 2016

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.

  • CIDT upholds all principles of the UN Global Compact onthe Environment . The environmental footprint of our company is very small since most of our publishing is electronic.

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

  • Our staff is encouraged to reduce waste and not spilling water.

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

  • Since we have a frequently changing staff we sometimes raise our policy with new staff members.

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.

  • CIDT has zero-tolerance for corruption, bribery and extortion. Our finances are audited by a authorized auditor. Furthermore, CIDT also has zero-tolerance for corruption, bribery and extortion in other organizations and will not cooperate with them if there would be any indication of such practices. Neither will CIDT cooperate with any individuals involved in such practices. Our staff has not been confronted with examples of corruption, bribery and extortion in our office or in dealing with any of our contacts.

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

  • Our staff is fully aware of our policies. CIDT has a grievance mechanism. If staff members would see anything that gives them cause for concern, they can contact the CEO. In case it would concern the CEO, they could write the shareholders of CIDT.

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

  • No staff member has used the CIDT grievance mechanism in 2016.
    Our finances have been edited by an authorized external auditor. The auditing and narrative reports will soon be sent to our stakeholders for full transparency.