14 February 2021

To our stakeholders:

I am pleased to confirm that Unique Group FZC 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 sharing this information with our stakeholders using our primary channels of communication.

Sincerely yours,
Sahil Himanshu Gandhi - COO

With reference to the Universal Declaration of Human Rights, Unique Group takes pride in ensuring workers are provided safe, suitable, and sanitary work facilities.

To begin with, Unique Group has a Code of Conduct policy in place, applicable to all employees. We have a policy on modern slavery and consistently record gender disparity and work on improving the gap.

Additionally, Unique Group recognizes that it has a legal duty of care towards protecting the Health and Safety of its employees and others who may be affected by the Company’s activities.

We shall establish, implement, maintain and improve QHSE management system, including processes and their interactions, in accordance with ISO 9001, OHSAS 18001 & ISO 14001 management systems requirements.

Unique Group takes the correct actions to protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats by having implemented the below listed policies and respond to any violations:

1. Code of Conduct
2. Diversity & Inclusion
3. Harassment Policy
4. Anti - Corruption and Bribery Policy
5. Whistleblowing Policy
6. Modern Slavery

Periodic review of Key result Areas is constantly being monitored by senior management.
ESS App just launched to cover immediate reporting of incidents and injuries.
Manhours recorded consistently and TRIR (Total Recordable Incident Rate), TIFR (Total Incident Frequency Rate) reported monthly and annually.

Senior management takes measures to eliminate ingredients, designs, defects or side-effects that could harm or threaten human life and health during any of Unique Group Operations (manufacturing, usage, and/or disposal of products for instance).

At Unique Group, we ensure that employment-related decisions are based on relevant and objective criteria. Written policies are in place to state employee rights and responsibilities, measure their performance against those responsibilities, followed by compensation and benefits as needed. Below policies and documents for reference:

1. Employee Code of Conduct
2. Employee Handbook
3. Job Descriptions
4. Performance Management Policy
5. Compensation and Benefits Policy
6. Disciplinary Policy
7. Greivience Policy

Unique Group has put in place different mechanisms for employees to enable those who become aware of wrongdoing in the Group affecting some other person or service, to report their concerns at the earliest opportunity so that they can be properly investigated. Below for reference:

1. Grievance Policy
2. Whistleblowing Policy
3. Dedicated online tool in the company´s ERP system to raise concerns regarding any malpractice (Including Labour Rights)
4. Voice of Unique- Employee feedback

Furthermore, consultation with employee is carried out on annual basis through the Group´s employee survey -Voice of Unique.

Unique Group internal figures show the following demographics of employees as of January 31, 20201:

Gender Mix: Male 85%, Female 15%
Nationality Mix: India 45.9%, South Africa 20.94%, United Kingdom 10.47%, USA 6.81%, Philippines 5.06%, Singapore 2.97%, Netherlands 2.44%, Others 5,41%
Age Mix: Between 21 & 30 YO 20.59%, Between 31 & 40 YO 32.64%, Between 41 & 50 YO 27.23%, Between 51 & 60 YO 14.83% More than 60 YO2.97%

Periodic review of HR results is constantly being monitored by senior management. Senior management shall take measures to eliminate ingredients, designs, defects or side-effects that could harm or threaten Labour Rights any of Unique Group Operations (manufacturing, usage or disposal of products for instance).

Unique Group believes that ONLY a company that produces a Triple Bottom Line (TBL) is taking into account the full cost involved in doing business. The triple bottom line (TBL) consists of three Ps: Profit, People and Planet. It aims to measure the financial, social and environmental performance of the organisation over the year. As part of the TBL initiative, Unique Group has linked managers’ performance ratings and bonuses to sustainable environmental and social goals along with financial results, so that decision making will be guided by the three aspects of business.

Unique Group implemented the Corporate Social Responsibility Policy as the first step towards company sustainability goals.

The Group also implemented an internal carbon footprint calculator. The Group goal is to reduce by at least 10% of the carbon footprint measured at the end of the year 2020.

When becoming a member of UNGC and upon access to UNGC Academy, Unique Group communicated and strongly encouraged all employees to make use of the different online courses and documentation hosted in the platform. Moreover, upon proof of sustainability training completion, an employee shall be awarded a specific badge that would be showcased in his/her mail signature.

Moreover, different initiatives were carried out to avoid or reduce environmental damage such us LEAN, paper and plastic recycling drives, office clean-ups and neighbouring areas clean up (such as beaches and other spaces in the offices' proximities).

The Group implemented an internal carbon footprint calculator. The Group goal is to reduce by at least 10% of the carbon footprint measured at the end of the year 2020.

Unique Group developed a written policy of zero-tolerance for corruption, bribery and extortion. Moreover, there is a protocol to guide employees in situations where they are confronted with extortion or bribery. The protocol is communicated in the Whistleblowing policy. Additionally, there is a dedicated online tool in the company´s ERP system to raise concerns regarding any malpractice.
Employees are trained once a year through a number of anti-corruption online courses through the Thomson Reuters Training platform.

Specific goals in the area of anti-corruption is to not encounter a single case or investigation in the matter for the upcoming year.

Unique Group has put in place different mechanisms for employees to enable those who become aware of wrongdoing in the Group affecting some other person or service, to report their concerns at the earliest opportunity so that they can be properly investigated. Below for reference:

1. Employee Code of COnduct
2. Anti-Corruption and anti-bribery Policy
3. Whistleblowing Policy
4. Dedicated online tool in the company´s ERP system to raise concerns regarding any malpractice
5. Ensure that internal procedures support the company’s anti-corruption commitment

Unique Group would deal with corruption and bribery with zero tolerance. Reports received shall be reviewed by the Company QHSE together with the Manager/HR Manager, highlighting critical concerns to the Company RVP and The Board. Any reports not related to illegal, unethical or not correct activities will be disregarded, except when they relate to serious facts, i.e., when they affect the vital interests of Unique Group or its employees’ integrity or physical or mental wellbeing. In cases where there is a legal obligation to communicate the information to public bodies responsible for the prosecution of crimes, the Company RVP or The Board will instruct the QHSE Manager and HR Manager to forward the report to the relevant competent authority. If the report falls within the scope of the Anti-Corruption and Anti-Bribery Policy, the Company RVP or The Board will instruct the QHSE Manager and HR Manager to conduct an investigation or to ask the relevant Company Department Head to prepare a written report. The Whistleblower will be asked whether they want their identity to be disclosed and will be reassured about protection from possible victimization or possible reprisals. The QHSE Manager and HR Manager shall promptly inform any employee who is alleged to be involved in any illegal or unethical activity of the facts alleged against him/her, as well as how to exercise his/her rights of access and correction. Such notice may be deferred for a very limited time in order to secure any potential evidence. The person against whom the disclosure is made will normally be told at an early stage, provided with supporting evidence and allowed to respond. However, it may be necessary to conduct the investigation in confidence (i.e. without informing the subject of the allegation/s) until (or if) it becomes necessary to do so. Alternatively, depending on the nature and seriousness of the report, the person/s against whom the allegation/s is made may be suspended while investigations are undertaken. All reports will be dealt with as soon as reasonably practicable, taking into account the complexity and the nature of the report.

All reports and investigation results made through the Anti-Corruption and Anti-Bribery Policy will be reported to the RVP. The RVP will decide on the next step based on the result of the investigation and may decide either to make further investigations or to make recommendations to The Board for process improvements or corrective actions.