2011 Communication on Progress

Participant
Published
  • 2011/04/13
Time period
  • April 2010  –  April 2011
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.

  • Dear Stakeholders,

    FairKlima Capital (FKC), via its daily business activities and stakeholder relationships, aims to contribute to the UN Millennium Development Goals by reaffirming its support to the Ten principles of the UN Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

    As a company, FKC’s mission is to set the foundations for a sustainable and socially-responsible society via the creation of dynamic, innovative and transparent initiatives, all while ensuring its own corporate practices fall in line with the principles and ethical culture nurtured by the UN Global Compact.

    Sincerely Yours,

    Hiu Ng, CEO
    FairKlima Capital

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.

  • FKC has published its own Employee Handbook, which in accordance with the Universal Declaration of Human Rights, details employees’ rights and resources within the organization.

    The Code of Code includes guidelines related to professional ethics, best management practices as well as other clauses that aim to protect employees and external parties in the conduct of daily operations.

    The Company revises this document on a continuous basis, to ensure that it follows the organization’s growth path, reflects encountered experiences and issues and contains timely and accurate provisions for the protection of its stakeholders.

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

  • FKC, in its labor contract, guarantees a culture of openness, honesty and transparency. Staff is encouraged to discuss issues encountered in the work place so as to find adequate solutions and prevent similar situations from happening in the future.

    The Human Resources department is responsible for receiving employees’ issues and suggestions to improve the overall quality of the work environment, while respecting privacy.

    HR will then commit to resolve the issues is resolved in conformity with the country’s laws and Universal Human Rights principles.

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

  • To date, the Company has not encountered major incidents of Human Rights violation, due to senior management frequently reassessing the Company’s policies and ensuring that its employees and stakeholders are treated fairly and equally. FKC also encourages its external partners to follow its steps and act ethically in the work place which contributes to a healthier business environment and fewer cases of violation.

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.

  • FKC recognizes the importance to provide an organizational culture based on respect and trust.
    As a result, the Company benefits in terms of productivity and growth.

    The Employee Handbook clearly states employee rights and responsibilities and their compensation and benefits.

    Within the coming year, FKC aims to incorporate in its compensation packages a wider range of employee’s benefits and foster a greater sense of ownership within the organization.

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

  • FKC has written guidelines to ensure that Labor Rights are respected and in case of violation, resolved with the best interest of the neglected party at heart. Below are a few examples of implementation measures taken by the Company:

    - Employees are aware of their rights and responsibilities;
    - Complaint/suggestion system is in place allow effective communication between top management and the staff.

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

  • Human Resources and senior management work in hand to ensure that all employees are given access to the same resources and treated equally in the work place.

    FKC is proud to encourage freedom of speech and diversity in the work place, having employees from different nationality, religious and educational backgrounds.

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.

  • FKC is an investment firm focused on sustainable, low-carbon and cleantech initiatives.

    For instance, via its 51Give.com micro lending online platform, FKC channels funds to rural entrepreneurs who make use of renewable energy sources and/or develop ways to transform waste into energy. To date, more than 140,000 people have been reached with clean/renewable energy and/or actively involved in efforts to contribute to environmental protection.

    In addition to business activities being directly involved in fighting climate change, the Company has put in place simple guidelines to reduce energy consumption in the work place and raise awareness among its stakeholders.

    Examples are:

    - Windows shut when using air conditioning;
    - Turn off lights, air conditioning, computer equipment, including desktops, upon leaving the office;
    - Paper in printing documents;
    - Reusable kitchenware;
    - Use public transport, instead of taxis or Company cars, whenever possible to attend external meetings.

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

  • FKC’s business solutions aim to find innovative ways to fight climate change and raise awareness among the population.

    In addition, complete energy saving and environment protection guidelines will be included in the Company’s Employee Handbook, by mid 2011.

    FKC’s goal, starting in 2012, is to offset its carbon footprint from day-to-day operations, business travel and events, on a continuous basis via the purchase of carbon credits.

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

  • Via its 51Give.com online platform, FKC has reached more than 14,000 people working with clean/renewable energy and/or actively involved in efforts to contribute to environmental protection.

    By 2010, the Company’s online project had been visited in 55 countries, 728 cities around the globe and 440 cities in China, traffic growing at a rate of 150% per month.

    At the office, employees now apply the guidelines stipulated in the Employee Handbook and continuously seek new measures to limit their environmental footprint.

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.

  • FKC’s headquarter is located in Beijing, China, and therefore faces a higher risks of corruption and bribery than in developed countries.

    In order to avoid such violations, the Company holds a strict zero-tolerance policy for corruption and bribery. The Employee Handbook, available to all employees, contains the Company policy and protocol to follow in the incidence of corruption and bribery violation. In case staff is confronted to situations where corruption and bribery are likely to take place, the Company’s protocol provides guidance on how to react and report this type of violation.

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

  • The selection of business partners and opportunities is done through a competitive bidding process, based on transparency and fairness, as to encourage market competitiveness and avoid corruption. Additionally, the Company works with an online platform where employees’ work and responsibilities can be tracked, allowing senior management to closer monitor projects and the way business is conducted with external parties.

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

  • As a result of the Company’s policy, all employees are made aware of consequences related to corruption and bribery violations. Senior management ensures that junior and mid level employees are not put in situations where they can prove guilty or victim of such violations.