H. E Antonio Guterres, Secretary General United Nations Global Compact
685 Third Avenue, FL 12
New York, NY 10017
Email: info@unglobalcompact.org
Website: www.unglobalcompact.org
Dear Mr. Secretary General,
I am pleased to confirm that CRDB Bank Plc supports the Ten Principles of the United Nations Global Compact on human rights, labour, environment and anti-corruption. With this communication, we express our intent to implement those principles. We are committed to making the UN Global Compact and its principles part of the strategy, culture and day-to-day operations of our company, and to engaging in collaborative projects which advance the broader development goals of the United Nations, particularly the Sustainable Development Goals. Our long-standing commitment to both corporate citizenship and the measureable difference we make in the communities where we live and work remains central to how we do business at CRDB Bank; fundamentally, our business growth strategy is inextricably tied to our ability to contribute to broader sustainable economic growth, and our corporate citizenship agenda is firmly rooted in achieving this sustainable growth. In addition, our focus on corporate citizenship endures as a cornerstone of our character and business, anchored in our core values and our Code of Business Ethics. As a responsible corporate citizen, giving back to the community is an integral part of our operations hence forming a basis for our Corporate Social Responsibility policy. We believe that, improving the lives of the less privileged is not the responsibility of the Government alone but needs a collective participation of all of us. In so doing, annually, the Bank sets aside one percent of its profit for social wellbeing mainly focusing on health, education and environment.

We also support the government`s effort in achieving inclusive growth by eradicating poverty, enhancing community development and financial inclusion as well as increasing access to education. We facilitate setting or acquiring health facilities, clean water and creating awareness on environment issues. As a leading Bank and pace setter in the country, our economic, human, physical and social resources give us enormous reach and potential to make a significant impact and colour the lives around us. In the year 2017, TZS 965.1 million equivalent to around USD465,000 was allocated and used by the Group’s CSR. Key strategic areas for the respective year are presented to our 2017 CSR report attached.

We recognize that a key requirement for participation in the UN Global Compact is the annual submission of a Communication on Progress (COP) that describes our company’s efforts to implement the Ten Principles. We support public accountability and transparency, and therefore commit to report on progress within one year of joining the UN Global Compact, and annually thereafter according to the UN Global Compact COP policy. This includes:
• A statement signed by the chief executive expressing continued support for the UN Global Compact and renewing our ongoing commitment to the initiative and its principles. This is separate from our initial letter of commitment to join the UN Global Compact.
• A description of practical actions (i.e., disclosure of any relevant policies, procedures, activities) that the Bankhas taken (or plans to undertake) to implement the UN Global Compact principles in each of the four issue areas (human rights, labour, environment, anti-corruption).
• A measurement of outcomes (i.e., the degree to which targets/performance indicators were met, or other qualitative or quantitative measurements of results) as part of our KPIs initiatives.
We remain active within the UN Global Compact Network and continually look for ways to collaborate towards more sustainable outcomes with the business community, government and civil society. To confirm our commitments, please find the attached CRDB Bank Plc CSR report for the year 2017.

Sincerely yours,
Dr. Charles Kimei, Chief Executive Officer/ Managing Director

CRDB Bank PLC is committed to achieving its Mission of providing competitive and innovative financial products and services and leveraging technology to achieve distinctive customer experience while creating value for all stakeholders and the society. It is on the basis of such commitment that the bank needs to have in place, personnel policies which provide staff with a framework of behaviour attitude and pattern that is geared at achieving the Mission.
The Personnel Policies are based on the belief that the achievement of the Bank’s Mission and the success of the Bank in general, is primarily upon its human resources.
CRDB Bank personnel policies establish the standard of conduct required of staff and spell out their rights and obligations as well as act as a management tool for the effective enforcement of disciplinary policies and procedures through a fair and transparent mechanism.
The CRDB Bank Plc Personnel Manual as taken into consideration the contents
of the Tanzania’s Employment and Labour Relations Act 2004, Statutory Requirements, Regulatory Requirement, Internal Policies and relevant HR practices. The Manual has been prepared in a manner that will easily be understood by management and employees in order to effectively manage the human resources function in the bank. The entire CRDB Bank Plc management is responsible for interpreting, implementing and amending the personnel policy in accordance with the changing business environment, labour legislations and needs of employees.
CRDB Bank Plc has established and developed working conditions which ensure that the safety and health of staff are safe-guarded. This is aimed at safeguarding the life, health, physical integrity, aptitudes, professional skills and human dignity of employees.

The recent Organization Healthy Index survey conducted by McKinsey and Company shows that CRDB Bank has Top Decile overall health and a very strong profile of underlying practices. Our overall “health story” is about maintaining excellence in light of future growth, and fine-tuning our health profile against our overall strategy. CRDB Bank’s practice profile paints a picture of a top quartile organization that excels in many areas. CRDB Bank has succeeded in adhering to values that are meaningful to employees, as shown by overlap between current and desired values.

For purposes of requiring every Bank employee to conduct himself in a manner designed to promote the interests, good image and wellbeing of the Bank as per its Vision, Mission, Business Strategy and Corporate Culture Factors (CCF), a Code of Conduct and Ethics has been adopted to define CRDB Bank’s minimum standards for ethical business practice. This Code applies to all employees of the Bank irrespective of their positions.
Vision
To be the leading Bank which is customer need driven with competitive returns to shareholders.
Mission
To provide competitive and innovative financial products and services; leveraging technology to achieve distinctive customer experience. We will create value for all stakeholders and the society.

BASIC PRINCIPLES AND GENERAL PHILOSOPHY
Everything that any employee of CRDB Bank does must be based on the following principles and philosophy:
(a) Be truthful and fair in all aspects of the Bank’s business.
(b) Abide by the laws of the land.
(c) Uphold the Bank’s good reputation with customers.
(d) Encourage mutual respect, openness and integrity in the workplace.

The commitment to excellence is fundamental to the business of the Bank and it means that employees share a common set of objectives and benefit from the achievements of those objectives.

Also, we are committed to the Corporate Culture Factors (CCF) and one of the essential objectives is our conviction to uphold ethical standards in all our corporate activities.

CRDB Bank Plc subscribes to the Employment and Labour Relations
Act.No.6 of 2004 which requires every employer to shoulder a corporate responsibility intended to ensure the protection of human rights, fair and non-discriminatory labour practices. The Bank therefore will not support any public or private organization that espouses discriminatory policies or practices.

CRDB Bank Plc subscribes to the Bank of Tanzania Act, no 4 of 2006 which provide for the supervision of Banks and Financial Institutions and provide for other related matters including but not limited to the formulation, implementation of monetary policy, and regulate Banks and
Financial Institutions. Also, CRDB Bank Plc subscribes to the Banking and Financial Institutions Act, No. 5 of 2006 which provide for the comprehensive regulation of Banks and Financial Institutions regulate and supervise activities of savings and credit co-operative societies and schemes and other related matters.

CRDB Bank Plc will strive to do business with customers and suppliers of sound business character and reputation hence will require all its employees to perform their work with honesty, truthfulness and integrity.

Each employee must comply with this Code and Ethics and sign the appropriate Acknowledgment Form and any related questions, should be directed to immediate Supervisor or Human Resources Department.
Incase an employee becomes aware that another employee has breached this Code and Ethics or any applicable laws, rules or regulations, he or she must report the breach immediately. Retaliation against any employee who in good faith, reports a possible violation, is prohibited. Failure to comply with any of the provisions of this Code and Ethics or any additional policies enforced for the applicable business of the Bank, subjects such employee to disciplinary measures up to and including termination as prescribed in the Employment and Labour Relations Act. No.6 of 2004 and the Code of Good Practice prescribed in the government notice number 42 of 2007

CRDB Bank Plc is committed to conducting its business in compliance with all applicable health and safety laws and regulations (the Occupational Safety and
Health Act.No.5 of 2003). The Bank will strive to provide a safe and healthy work environment and avoid adverse impact and injury to the employees and customers. The achievement of this goal is the responsibility of all employees of the Bank irrespective of their positions.

No employee will be victimized by way of termination or reduction of his rate of remuneration or altering the terms or conditions of employment to less favorable terms or conditions or altering his position relative to other employees employed by the Bank to his disadvantage, by reason of the fact that he is suspected or believed to have implemented any provision of the Tanzania’s Occupational Safety and Health Act No.5 of 2003.

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at CRDB Bank Plc will be based on merit, qualifications and abilities. CRDB Bank Plc does not discriminate in employment opportunities or practices because of race, colour, religion, sex, nationality, national origin, tribe, age or disability, social origin, political opinion, gender, pregnancy, marital status, HIV/AIDS and station of life.
CRDB Bank Plc is an equal opportunity employer. It will therefore provide equal access to employment and ensure that the best person is appointed to any given position free from discrimination of any kind and without regard to factors like race, colour religion, sex, nationality, national origin, tribe, age or disability, social origin, political opinion, gender, pregnancy, marital status HIV/AIDS, station of life which does not impair ability to discharge duties

The Governance and Human Resource Committee of the Board of Directors of CRDB Bank has oversight responsibility, authority and specific duties with relation to effective implementation and management of human resources policies. It reviews and approves human resources policies and ensures alignment with the overall organizational structure.

The Governance and Human Resource Committee of the Board of Directors of CRDB Bank has oversight responsibility, authority and specific duties with relation to effective implementation and management of human resources policies. It reviews and approves human resources policies and ensures alignment with the overall organizational structure.

EMPLOYEES CONSULTATIVE COUNCIL
This council has been created in line with the Bank’s commitment to promote social dialogue and a harmonious working environment. Employees elect the consultative council members that comprise unionized and non-unionized employees. The council members report directly to the Managing Director who will be the chairman of the Council. The council is responsible for reflecting employee’s opinion and addressing employees’ concerns if any. It is also tasked with monitoring adherence to the CRDB Bank Corporate Culture Factors (Values) and Code of Ethics.
Employees are encouraged to join formal and informal professional associations to improve their knowledge and for networking purposes. The following are some associations that operate in Tanzania.
1. Banking:
• Tanzania Institute of Bankers (TIOB).
2. Accounting & Auditing:
• National Board of Accountants and Auditors (NBAA).
• ACCA.
3. Materials Management:
• National Board of Materials Management (NBMM).
4. Marketing:
• Chartered Institute of Marketers (CIM).
• Marketing Centre of Tanzania.
5. Legal:
• Tanganyika Law society.
6. Management:
• Management Forum of British Council.
7. Treasury:
• ACI (Dealers Association).
8. Human Resources:
• Tanzania Industrial Relations Association (TIRA).
9. Human Resources:
• Human Resources Society of Tanzania (HRSTA)

LEGALLY REGISTERED EMPLOYEE ORGANISATIONS
The Bank supports positive employee initiatives and freedom of association. It encourages the formation of organizations and associations of a professional and non-professional nature, voluntary or regulatory.

TANZANIA UNION OF INDUSTRIAL AND COMMERCIAL WORKERS (TUICO)
The right of freedom of association is a universal human right. TUICO is the sector trade union for financial sector employees. The law provides for the formation of a TUICO branch at a work place where there are ten or more members. CRDB Bank has TUICO branches at most work places.

Corruption includes bribery and is defined as:
1. Soliciting, accept or obtain or agrees to accept or attempt to obtain, from any person for himself or for any other person, any advantage as an inducement to, or reward for, or otherwise on account of, any agent (whether or not such agent is the same person as such first-mentioned person) doing, or forbearing to do or having done or forborne to do, anything in relation to his principal’s affairs or business and giving, promises or offers any advantage to any person whether for the benefit of that person or of another as an inducement to or reward for or otherwise on account of, any agent ( whether or not such agent is the person to whom such advantage is given, promised or offered) doing, or forbearing to do, or having done or forborne to do, anything in relation to his principal’s affairs or business;
Or
2. Giving or offering; receiving or agreeing to receive; obtaining or attempting to obtain any benefit which is not legally due to or by a person who has been charged with a duty or power by virtue of any employment to do any act or omit to do any act in relation to that power or duty.
3. Corrupt payments include bribes, kickbacks, and facilitation/speed payments.
Employees will be protected from adverse consequences for refusing to make or receive a corrupt payment, even if this refusal leads to a financial loss for the Bank.
CRDB Bank Plc and its controlled subsidiaries takes a zero tolerance approach towards employee, agent, and contractor corruption practices.

Any employee found to be engaging in, or attempting, theft or misuse of any property or personal property of other employees, will be subject to strict disciplinary action, up to and including termination from employment. CRDB Bank Plc also reserves the right to refer such matters to relevant authorities for possible criminal prosecution.
Theft or misuse of Bank’s property by an employee can take many forms including, but not limited to, stealing supplies, equipment, documents, cash or other tangible property; misusing CRDB Bank’s telephones, computers, photocopy machines, facsimile machines or other equipment; submitting falsified claims, expenses or reports using CRDB Bank’s information business secrets or other assets without authority; and retaining any personal benefit from a customer, suppliers or other person with whom CRDB Bank Plc does business that properly belongs to it.

WHISTLE BLOWING
Whistle blowing is the exposure of fraud and abuse by an employee or other person with inside knowledge of wrongdoing/illegal activities occurring within his organization. CRDB Bank will ensure whistle-blowers are protected from reprisals and discriminatory treatment to enhance and avoid any element of corruption.
Discriminatory treatment is prohibited under the Employment and Labour Relations Act No.6 of 2004 as well as the Tanzania’s Occupational Safety and Health Act No.5 of 2003
LOYALITY
Above the requirement of honesty and integrity, staff owes all their primary business loyalty to CRDB Bank Plc and being faithful to the Bank’s customers, the Bank and the banking profession.
ILLEGAL BUSINESS
Avoid engaging in business which is at variance with legal regulatory requirements and ensure that all business transactions are in compliance with the accepted traditions and requirements so as to avoid any actions which might be translated to be associated with or regarded as supportive of illegal or criminal activities.
MONEY LAUNDERING
CRDB Bank Plc employees have a social responsibility in the conduct of the banking business aimed at serving the society through the discharging of its obligations to shareholders, customers, staff, government and the public at large.
Employees are therefore accountable for the social and economic effects of their business actions hence, are required as good citizens, to fully support the international drive against money laundering transactions. In this regard staff must be familiar with Bank of Tanzania (BOT) guidelines as well as CRDB Bank Plc instructions issued from time to time on the subject.
This involves the golden rule which says "know your customer well". Ensure that business records of customers and their identification are properly kept.
Business transactions/dealings that develop strong suspicion about a customer’s operations and therefore raising doubts that funds being transacted stem from money laundering should, secretly and properly be reported to the competent authorities.
FRAUDS AND FORGERIES
Staff should not engage in acts of frauds, forgeries and thefts. Above all, acts of false or artificial entries or any peculiar attempts leading to obscuring, omission or misrepresentation of material facts should be condemned. Any instance of behaviour which is at variance with the acceptable procedures, legal and regulatory requirements should immediately be reported to the appropriate authorities in any circumstances.

The Bank considers the work rules and Code of Conduct, Ethics, anti-corruption fraud and risk policy as very important and necessary for guiding employees to conduct themselves in a manner designed to promote the interests, good image and wellbeing of the Bank as per its Mission, Vision, Business Strategy and Corporate Culture Factors.
The Code of Conduct, Ethics, anti-corruption and fraud risk policy have been developed to define the bank’s minimum standards for ethical business practice.
All employees therefore are required to become familiar with these Codes and policies must be faithful and fair in all aspects of the Bank’s Business. They must uphold the Bank’s good reputation with customers and encourage mutual respect, openness and integrity in the workplace.
Any deviation from these Codes will be taken as a serious breach, which may constitute corrective action or severe disciplinary penalty up to and including termination from employment.
Every employee is required to sign-off below to signify his/her observance and adherence to the Codes.