Communication on Progress

Communication on Progress

Participant
Published
  • 16-Jan-2022
Time period
  • January 2021  –  January 2022
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.

  • 16th January 2022

    To our stakeholders:

    I am pleased to confirm that [ Company Name ] 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,
    Anish Deriwala
    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.

  • Ensure workers are provided safe, suitable and sanitary work facilities

    Full support for the Universal Declaration of Human Rights

    Protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment,
    abuse or threats

  • Implementation

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

  • Revamped Training programs for all staffs to undergo including but not limited to Awareness training on Human Rights

    Quarterly Stakeholders meeting to ensure everything is being done correctly and effectiveness of all training provided.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Quarterly meetings with Stakeholders are held for accountability into Human Rights and effective of all our new training with the company culture.

    We have specific teams members in charge on accountability on Human Rights violation who review all incidents brought to their attention.

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.

  • Written policies that clearly state employee rights and responsibilities and their compensation and benefits

    Policy requiring business partners and suppliers to adhere to the Global Compact Labour principles

    Assessment of labour-related risks in the industry sector and country(ies) of operations

  • Implementation

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

  • Suggestion box

    Awareness raising or training for employees on labour rights and policies

    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.

  • We have specific members in charge of dealing with violations of the Global Compact Labour Principles

    Quarterly 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

    Written company policy on environmental issues, including prevention and management of environmental risks

    Policy requiring business partners and suppliers to adhere to the Global Compact environmental principles

  • 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 programmes to reduce waste materials (e.g. recycling) and consumption of resources (energy, fossil fuels, water, electricity, paper, packaging, etc.)

    Activities aimed at improving the energy efficiency of products, services and processes

    Raise awareness among suppliers by asking for the environmental footprint of products or services

    Allocation of responsibilities for environmental protection within the company

  • Measurement of outcomes

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

  • We have set members of the senior management team in charge of dealing with incidents, including an anonymous email set up for staff to suggest or report incidents.

    Quarterly review by the stakeholders of the results.

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.

  • Assessment of risk of corruption and bribery in the company’s industry and country(ies) of operation

    Written company policy of zero-tolerance for corruption, bribery and extortion

    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

  • Implementation

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

  • Suggestion box

    Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion

    Allocation of responsibilities for anti-corruption within the company

  • Measurement of outcomes

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

  • Senior Management are appointed to deal specifically to deal with corruption incidents.

    Internal audits to ensure consistency with anti-corruption commitment, including periodic review by senior management every quarter