Communication on Progress

Participant
Published
  • 2021/06/08
Time period
  • March 2020  –  June 2021
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.

  • 7th June 2021

    To our stakeholders:

    I am pleased to confirm that Trilateral Research 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,

    Kush Wadhwa

    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.

  • The company has recently reviewed and signed an updated Modern Slavery Statement as continuing evidence of its commitment to ensure support for all workers.
    We have reviewed and updated a number of company policies, including those affecting recruitment and employment to ensure we are adhering to the standards required and not inadvertently facilitating unfair and unlawful practices.
    We have reviewed our training for employees to ensure they are aware of our stance and their responsibilities within that.

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

  • HR policies supporting Human Rights including those on recruitment and selection, equality, diversity and inclusion and business ethics have been reviewed and updated inline with the UN principles, and that decisions are made on relevant and objective criteria..
    A new employee feedback forum has been created.
    Awareness training and guidance has been reviewed and refreshed at the onboarding stage.
    Anti-bribery and corruption awareness and training has been reviewed and strengthened.
    An Ethical Supplier Policy has been created and incorporated into the company's policies and procedures.
    The company has formalised its wellness support for employees over the last year, and broadened it to include such resources as financial wellbeing and vicarious trauma support.

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

  • The company is periodically audited by external partners to ensure compliance with legal and ethical standards of employment and working.
    Senior management periodically review equality and diversity reporting and this is shared with employees - e.g. we are currently operating ratios of 57.5% female to 42.5% male amongst employees, and 50%/50% amongst the management level. 22% of our female employees are in managerial roles, which is an increase on previous years.

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.

  • The company has recently published its updated Modern Slavery Statement.
    We have reviewed and updated a number of company policies, including those affecting recruitment and employment to ensure we are adhering to the standards required and observing labour rights.

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

  • An updated health and Safety policy, together with a Lone Worker policy have been issued. Risk assessments have been updated and Action plans undertaken to mitigate risks.
    Decisions are based on specific relevant and objective criteria, particularly those within the employment and benefits areas.
    Our policies and procedures have been reviewed and updated across HR and Finance.

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

  • External audits are periodically carried out by our partners in the areas of employment and workers' rights.

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.

  • We now have a written company policy on environmental impact and how to mitigate it, clearly outlining ways in which we can take action and the responsibility of all.

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

  • We provide awareness and guidance at onboarding and periodically review this during employment.
    We try to minimise travel where possible and use alternative virtual meeting platforms.
    We encourage recycling in all areas of the company.
    We use energy efficient facilities at our office spaces.

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

  • Travel has decreased considerably, which will now become the norm post-pandemic.
    We are moving to digital-first, rather than paper-based.

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.

  • Business Ethics principles which govern how we operate and do business are published on our website and our intranet and form part of our code of conduct for employees.

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

  • Awareness and training in company stance and policy on this is introduced at onboarding stage and refreshed throughout employment, updated annually.
    We have provided further resources for staff including apps which have toolkits for recognising and avoiding bribery and corruption which are saved on mobile devices.
    Whistleblowing policy and procedures are widely communicated.

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

  • We are now a member of the European Transparency Register.