Communication on Progress

Communication on Progress

Participant
Published
  • 04-Oct-2021
Time period
  • October 2020  –  October 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.

  • 04.10.2021

    To our stakeholders:

    I am pleased to confirm that Adjarabet 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,

    Tamar Nanobashvili

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.

  • Written company policy on respecting Human Rights and preventing potential abuses
    Policy requiring business partners and suppliers to adhere to the Global Compact principles on Human Rights
    Specific goals in the area of Human Rights for the upcoming year

  • Implementation

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

  • call center or grievance mechanisms
    Awareness raising or training of employees on Human Rights
    Consultation with stakeholders and affected parties
    Allocation of responsibilities for the protection of Human Rights within the company
    Human resource policies and procedures supporting Human Rights

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Periodic review of results by senior management
    External audits of Human Rights performance

    Investigations, legal cases, rulings, fines and other relevant events related to 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.

  • Assessment of labour-related risks in the industry sector and country(ies) of operations
    Specific goals in the area of Labour Rights for the upcoming year
    Written policies that clearly state employee rights and responsibilities and their compensation and benefits

  • Implementation

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

  • Suggestion box, call center or grievance mechanisms
    Awareness raising or training for employees on labour rights and policies
    Describe how the health and safety of all employees is ensured
    Describe how the company prevents discrimination of all kinds and ensures comparable pay for comparable work
    Consultation with employees and other stakeholders
    Allocation of responsibilities for the protection of labour rights within your organization
    Human resource policies and procedures supporting the Labour principles
    Participation in international framework agreements and other agreements with labour unions

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Demographics of management and employees by diversity factors
    Periodic review of results by senior management

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.

  • Assessment of the environmental footprint and impact of the company

  • Implementation

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

  • Awareness raising or training of employees on environmental protection
    Initiatives and programmed to reduce waste materials (e.g. recycling) and consumption of resources ( packaging&water)
    Allocation of responsibilities for environmental protection within the company

  • Measurement of outcomes

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

  • Periodic review of results by senior management

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.

  • Protocol to guide staff in situations where they are confronted with extortion or bribery
    Policy requiring business partners and suppliers to adhere to the Global Compact anti-corruption principles
    Specific goals in the area of anti-corruption for the upcoming year

  • Implementation

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

  • Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion (e.g. mailings, internet, internal communication, etc.)
    Participation in industry initiative or other collective action on anti-corruption

  • Measurement of outcomes

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

  • Information about how the company deals with incidents of corruption
    Internal audits to ensure consistency with anti-corruption commitment, including periodic review by senior management