Communication on Progress

Participant
Published
  • 2018/10/16
Time period
  • October 2017  –  October 2018
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.

  • COP statement

    Date: 16 October 2018
    Location: Lewes, East Sussex, UK

    Ref: Our continued support for the UN Global Compact.

    I would like to take this opportunity to express my continued support for the Global Compact and Pelorus Consulting’s ongoing commitment to the initiative and its principles.
    In this annual Communication on Progress (COP), we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, values and practices. We also commit to share this information with our stakeholders.
    Pelorus’s Values and Purpose align with the ethos, actions and outcomes of the Compact. We view this as a cornerstone of our approach to working with Clients, Suppliers and Associates to help develop happy, healthy and successful businesses.
    I am committed to and will support these Principles.

    Jack M Broadley

    jack@pelorusconsulting.com
    Founder and Director
    Pelorus Consulting

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.

  • Pelorus’ s purpose, as a Business Psychology advisory firm, is to help our clients to create happy, healthy and successful businesses. To do this we place human values and rights at the centre of our values, actions and practices. We endeavour through our work with clients, associates and business partners to respect the Universal Declaration of Human rights and the European Convention on Human Rights.

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

  • Frequent communication with Clients and Associates and Suppliers regarding their adoption of people centred practices and human freedoms which uphold this Principle.
    Our culture has been built around this principle, we take this ethos into our consultancy and development work with clients. Our modus operandi upholds freedom of expression, valuing diversity and doing what’s right for people, their communities and the planet.
    We require our Associates to keep up to date with best practice regarding human rights.
    By taking a proactive approach to the health, happiness and safety for those who work with us or for us are. Our approach takes three aspects: Physical, Psychological and Environmental impact on people.
    Discrimination of any kind is contrary to our values and practices. We are aware of the possibilities of unconscious bias in the way we and others approach people. We support each other to reduce this possible bias if it is encountered.
    All our employees are (Associates) Sole – Traders who negotiate their own terms based on professional skill-sets and experience. We are transparent in our approach to allocating work and sensitive to any type of discrimination is not accepted by us or by the individuals we work with.

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

  • Periodic review of our performance with this Principle is conducted by our senior management Advisory Board which reviews are actions to uphold human rights and freedoms.
    Clients are encouraged to give us direct feedback regarding our advice to them on the practical application of putting people at the heart of business strategy, culture and operations. If we identified any human rights being impacted by the client, we would flag this with them.
    We make a public commitment through our values and approach to clients and suppliers of putting people at the centre of our business.
    External audit of our approach to human rights and valuing all the people we interact with. Standards set by BCorp Accreditation process. This requires Pelorus and our suppliers to adhere to human rights at all levels.

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.

  • Employment rights and upholding good labour and employment principles is an essential component of our practice. Our aim is to help create healthy, happy and productive businesses.
    With the emphasis at work moving towards greater use of AI and Digit technologies the engagement and motivation of the workforce will become central to business success. We see this principle as key to our role both as a consultancy and advisor to businesses and as an orchestrator of people’s talents, skills and abilities.

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

  • We uphold the professional standards and code of practice of the UK Chartered Institute for People and Development (CIPD).
    Our Clients engage us to advise them on implementing best practice employment and labour engagement practice.
    Six monthly reviews of our policies and practices by the Pelorus Advisory Board.
    We make a public commitment with our Values to support and develop our people.

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

  • We require all our Associates to take responsibilities for the protection of employment and labour rights with the client work we undertake. Project Reviews would highlight any concerns regarding labour or employee rights and working conditions. Any concerns would be raised directly with Senior Management.
    All our policies and procedures support best practice regarding Employment and Labour principles.
    External audit of our approach by labour rights and employment principles. Standards set by BCorp Accreditation process. This requires us to adhere to high standards of employment and labour principles including the management of our people, diversity factors (e.g. gender, ethnicity, age, etc.)
    Our written values and principles support the principle of employing people in such a way as they are respected, valued and supported in their roles. We encourage all our clients to do the same.

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 have built our business model around sustainable principles. We are a virtual business which uses adjunct associates to deliver our services across the UK. Our people work remotely using flexi or home offices. We do not have a large infrastructure or carbon footprint. Apart for when we are working on client’s premises, we use online social media and cloud applications to undertake much of our research and development work. Our aim is to deliver maximum value with minimum environmental impact.

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

  • This principle aligns with our stated values to create happy and health businesses which also protect and safeguard the environment. We build awareness of this Principle into our approach to work with clients, suppliers and associates.
    Our approach is to try and reduce our footprint and we look for ways to minimise waste materials (e.g. recycling) and reduction of plastic and waste consumption.
    We are in the process of applying for green funding to improve the thermal insulation of our offices which tend to be in old listed buildings that are hard to keep warm!
    The support of local Green Groups and Renewable Agencies is important to us. We use, where possible, local suppliers to support the circular economy. We have also backed initiatives on becoming a plastic free and renewable energy area.
    If practical, we use public transport for Business Travel. We keep the levels of resources to the minimum to get the job done.
    We conduct our Business Banking with a green Bank who only invest in ethical and green infrastructures.
    Our office space use green energy from Bulb UK a BCorp Accredited company.
    We raise awareness among all our suppliers by asking them for environmental data on their products.

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

  • Periodic review of results on our environmental outcomes are looked at by our Senior Management External Board which meets every 6 months.
    External audits of environmental performance are conducted every two years as part of our BCorp accreditation. In this audit we are required to monitors and evaluate our environmental performance and impact.
    We set targets for reduction and measure and monitor monthly the use of waste, water, energy and transport costs.

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.

  • As part of our consultancy work we are required to demonstrate high standards of commitment and practice regarding anti - corruption. Our Values and Principles in this area are clear and we expect all our Associates and Suppliers to maintain integrity in this regard.
    Pelorus Consulting is committed to conducting business in an ethical and honest manner and is committed to implementing and enforcing systems that ensure bribery is prevented.
    Pelorus Consulting has zero tolerance for bribery and corrupt activities. We are committed to acting professionally fairly and with integrity in all business dealings and relationships where ever we operate. We will constantly uphold all laws relating to antibribery and corruption in all areas in which we operate. We are bound by the laws of the United Kingdom including the Bribery Act 2010 regarding our conduct both at home and outside the UK.
    We recognise that bribery and corruption is punishable by up to 10 years of imprisonment if a company member is discovered to have taken part in corrupt activities. We may also be subject to an unlimited fine, excluded from tendering for public contracts and suffer serious damages to our reputation. As this is also totally against our public Values, we commit to preventing bribery and corruption in our business and take our legal responsibilities seriously.

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

  • We operate an open and transparent culture, where anyone in the firm can raise a concern regarding a corruption issue.
    We hold awareness raising sessions with our Associates about our policies regarding anti-corruption and extortion.
    The Advisory Board holds the Senior Management responsibilities for upholding anti-corruption within Pelorus.
    Our public stated values make it quite clear that we operate a formal policy of zero-tolerance of corruption.

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

  • As part of our work processes we have clear channels and follow-up mechanisms for reporting concerns or seeking advice, including one to one Supervisory. We also hold regular Client Project Review sessions, these would ‘flag -up’ any inconsistency with our anti-corruption commitment.
    Induction Training is carried to communicate our anti-corruption commitment, policy and procedures.
    Directors are tasked with the authority, responsibility and accountability for implementation of our anti-corruption policy.
    The Pelorus Advisory Board reviews our procedures for assessing potential areas of corruption. Where any risk is identified they would talk senior management to take appropriate measures.