Communication on Progress

Participant
Published
  • 2021/11/10
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.

  • To our stakeholders,

    I am pleased to confirm that Dale Carnegie Thailand's continued support for the United Nations Global Compact's Ten Principles in the areas of Human Rights, Labor, Environment, and Anti-Corruption.

    In this annual Progress Report, we describe our efforts to continuously improve the integration of the Global Compact and its principles into our business strategy, culture, and day-to-day operations. We also commit to communicating this information to our stakeholders through our primary channels of communication.

    Your sincerely,
    Dale Carnegie Thailand

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.

  • Dale Carnegie Thailand gives an equal opportunity for the employees and the employers. Without regard to race, gender, ancestry, place of origin, color, ethnic origin, language, citizenship, creed, religion, sexual orientation, age, marital status, physical and/or mental handicap or financial ability. Which is stated in the employee’s handbook.

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

  • In Dale Carnegie Thailand’s employee handbook, there is a statement of philosophy where the employees, managers and supervisors have the responsibility to lead in a manner which fosters an environment of respect for each person. To maintain a work environment that fosters personal and professional sustainable growth for all employees. In which their responsibilities are:

    - Treat each other in a fair manner, with dignity and respect, regardless of seniority and gender
    - Promote harmony and teamwork in all relationships, including co-workers, customers, and business partners
    - Administer all policies equitably and fairly, recognizing that jobs are different, but each is important; that individual performance should be recognized and measured against predetermined standards; and that each employee has the right to fair treatment
    - Advocate gender equality and foster an environment free of sexual harassment and gender bias in the workplace
    - Achieve fundamental responsibilities of the Ten Principles of the UN Global Compact in the areas of human rights, labour, environment, and anti-corruption for long-term success

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

  • 1. We have collaborated with 70% of female employees to remove gender discrimination in the workplace by treating everyone equally.
    2. Our company also supports LGBTQ people, and we welcome all genders to apply for jobs in our firm, with candidates chosen according to their abilities.

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 policies, procedures and practices related to code of conduct and human resource management concerning the employee rights, compensation and responsibilities. Dale Carnegie Thailand is an equal opportunity employer and employs personnel without regard to race, gender, ancestry, place of origin, colour, ethnic origin, language, citizenship, creed, religion, sexual orientation, age, marital status, physical and/or mental handicap or financial ability. No person shall be denied employment opportunities or benefits for reasons unrelated to ability to achieve career objectives.

    Dale Carnegie Thailand wishes to maintain a work environment that fosters personal and professional sustainable growth for all employees. Maintaining such an environment is the responsibility of every staff.Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. Concerning with the employee duties, each job contains a list of accountabilities of the job and the associated responsibilities, along with any additional tasks possibly required. Specific roles and responsibilities determine individual SMART performance targets both during the probation period and after.

    Discipline at Dale Carnegie Thailand shall be progressive, depending on the nature of the problem or individual performance achievement. We also track safety issues and prevention as Dale Carnegie Thailand offers its employees group benefits provided by a Selected Private Insurance Company. Also our Human Resource department is responsible and take an action of the concerning with all employee’s performance and any related issue. We will plan to continue to refine our employee handbook as needed and incorporate the Global Compact.

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

  • Dale Carnegie Thailand has a yearly training on labour rights and polices concern. Also for the new employees to Dale Carnegie Thailand shall receive an orientation session which will encompass an overview of general policies, procedures, and operations. This will also provide employees who isnew to either a position have an opportunity to learn the performance expectations management has with regard to the position in question. They will be given a copy of this Employee Handbook and will be expected to learn its contents. They will also make aware of policies such as, Code of Ethics, Business Conduct, Anti-Corruption Policy, Gender Equality Policy, Travel Policy, Health and Safety Policy, and asked to sign off on their adherence.

    Our Human Resource department has full take responsibility for all employees issues and receive training on regular basis and moral aspects of the laws. Our company treats equal opportunity on employer and employs personnel without regard to race, gender, and physical or mental handicap. For employee classification, most positions at Dale Carnegie Thailand shall be classified as Professional in nature, as determined by the Managing Director. It should be noted that Professional positions are not covered by the Hours of Work and Overtime provisions of the Thai Labor Protection Act, unless specified at the time of employment. Specific roles and responsibilities determine individual SMART performance targets both during the probation period and after. If an employee is unsure of its expectations, they should not hesitate to ask for clarification.

    From time to time, it may be necessary to amend an employee’s roles and responsibilities in accordance with corporate strategies. These amendments will be discussed with the employee in advance; however, the final decision on implementation will be made by management. We offer annual plans for our employees include annual salary and bonus as well. For annual salaries, shall be determined by the corporate salary structure, based on budget considerations, internal and commensurate with the experience of the successful candidate. Concerning with the employee’s benefit, Dale offer eight kinds of leaves and other medical insurances and outpatient treatment. We also supports health, safety, and hygiene needs of women at work, including, but not limited to, direct access to safe inter-city commuting during odd hours, and adequate and safe sanitation facilities.

    Dale Carnegie Thailand provides a harassment-free environment for its employees. Mutual respect, along with cooperation and understanding, must be the basis of interaction between members and staff. Also our company has a zero-tolerance limit with regards to harassment and violence. Employees or volunteers engaging in either harassing or violent activities will be subject to discipline, which may include termination of employment, removal from Boards or committees and possibly criminal charges.

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

  • 1. We ensure that our employees have access to safe, acceptable, and sanitary working conditions.
    2. Our Company protects our employees from workplace harassment, threats, abuse and psychological harassment.

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.

  • Dale Carnegie Thailand is committed to purchasing environmentally friendly products when economically viable and communicating their utility and environmental benefits to our various stakeholders. We have a goal to increase our percentage of recyclable waste by 10%. We will continue to refine our policies and educate ourselves on new environmental mandates, issues and concerns.

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

  • The company recycle wood products, metals, batteries, lightbulbs and cardboard and make sure to recycle regularly and use ecofriendly products as well. Mostly, reuse some of these products if they are still in a usable condition. We also make sure to turn off any computers that are not in used to save energy and turn off all the light before leaving the office.

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

  • 1. In order to maintain the environment, we mostly keep our office work on the computer rather than on paper.
    2. We reduce of using electrical materials like air conditioner, light bulb other office equipment as much as we can to save the energy

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.

  • Dale Carnegie Thailand supports the UNGC principles on anti corruption. We work strongly against corruption in all its forms, Including extortion and bribery. Our goal for the company are to continue to provide education for all levels of employees up to management about corruption, as well as what to do if one should encounter it.

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

  • The company implement policies related corruption in our revised company handbook and train employees in the aspects and requirements to protect all affected parties. The transaction records for every payment are checked and controlled by finance, administration and HR department and ultimately reached to the our managing director.

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

  • 1. Dale Carnegie Thailand assesses the risk of corruption in business by mentioning ethical behaviors in contracts with business partners.
    2. We have not given any certificates to clients who do not completely attend the class according to the program's guidelines in order to get trust from partners.