Communication on Progress 2016

Participant
Published
  • 11-Aug-2017
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.

  • On behalf of the company EDUARDO ALBÉNIZ S.A., I declare the company's compromise with the 10 principles of Global Compact with regard to human rights, labour standards, environment and anti-corruption.

    The company also takes the following commitments:
    - To align all the strategy with the 10 principles in order to integrate them progressively in the company's culture.
    - To make campaign in favour of the 10 principles in its sphere of influence.

    We wish to remember that in October 2008, when we joined Global Compact, we sent a letter to all our customers to let them know and inviting them to know the iniciative and join it.

    The respect of the 10 principles is seen by the company not only as a moral obligation but also a way to improve the social climate in the company and, consequently, improve processes and economic results.

    Javier Téllez
    Managing Director
    EDUARDO ALBÉNIZ S.A."

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.

  • EDUARDO ALBENIZ, S.A. declares its support to the Universal Declaration of Human Rigths and its strong commitment to put in place policies and actions to implement the principles 1 and 2 in order to integrate them progressively in the company's culture.

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

  • EDUARDO ALBÉNIZ SA, faithful to its commitment to the values ​​of Global Compact and, in particular, to the universally recognized basic human rights, has modified its "supplier and subcontractors evaluation procedure", including as a key evaluation criterion the implementation of active policies of CSR (including adherence to Global Compact) in such suppliers and subcontractors.

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

  • We hope to contribute to the diffusion among our suppliers and subcontractors of the culture of respect for human rights.

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.

  • EDUARDO ALBENIZ, S.A. declares its support to the Universal Declaration of Human Rigths and its strong commitment to put in place policies and actions to implement the principles 3, 4, 5 and 6 in order to integrate them progressively in the company's culture. We declare specifically our commitment to respect the Labour Law and the workers' rights.

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

  • Establish a plan for documentation, communication and follow-up of conciliation measures. This plan includes the following points:
    1) Compile the conciliation measures in Albéniz.
    2) Document the conciliation measures.
    3) Establish ways of communication and communicate them to the employees.
    4) Define indicator of conciliation measures and people who will accept them.

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

  • We hope to contribute to the conciliation of professional life with the personal life of our employees.

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.

  • Even if our activity (self-adhesive labels manufacturing) is not especially pollutant and wastes are not considered as dangerous for the environment, we declare our support to the principles 7, 8 and 9 and our strong commitment to put in place policies and actions in order to integrate them progressively in the company's culture.

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

  • Order an environmental diagnosis to an external entity, with the aim of gathering the necessary information to adapt our environmental management system to the ISO 14001 standard and then undertake certification with this standard.

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

  • Take a first step towards obtaining the ISO 14001 certification.

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.

  • EDUARDO ALBENIZ, S.A. declares its support to principle 10 and its strong commitment to put in place policies and actions to avoid all forms of corruption, in particular extortion and bribery, in order to integrate this principle progressively in the company's culture.

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

  • Develop phases 1 and 2 of the implementation of a system for prevention of criminal risks in the company:
    - Phase 1: Elaboration of Diagnosis and Map of Criminal Risks of the company.
    - Phase 2: Design of the Supervision and Control Model, and elaboration of the Crime Prevention Plan.

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

  • To be aware of what actions can be considered a crime and in this way to be able to define actions to prevent them as well as training all staff. It will avoid potential penalties for crimes and ensure the continuity of the company.