Communication on Progress

2011 Communication on Progress

Participant
Published
  • 21-Feb-2011
Time period
  • February 2010  –  February 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.

  • We herewith confirm our ongoing commitment and support to the UN Global Impact, both for ur company and in consulting our clients.

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.

  • As a consulting firm we are actively supporting public employment policy by recruiting young people making their first steps in the business world. Our training efforts exceed substantially the legally required quota and we offer significant carreer development options.

  • Implementation

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

  • No discrimination policy in force for more than 20 years

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Monthly staff review and recruitment monitoring with mpnthly target settings both for quantitative and qualitative recruitment measures

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.

  • Although the company could legally opt for standardized labour law application we use the detailed requirements (workers council, active training for workers' representatives ...) normally only mandatory for big firms

  • Implementation

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

  • Each and every potential incident is immediately filed, monotored and assessed in weekly meetings COO-HRM.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Training hours monitoring, employee satifaction monitoring, employee beneft monitoring and benchmarking

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 implemented a "no paper" policy 1à years ago and use all technolgy improvements in order to meet our targets (significant reduction of photocopying, printing and mailing). Car policy constantly reviewed and adopted to new technologies. Taxi and car sharing, public transport utilization favoured

  • Implementation

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

  • Frequent change in technology in order to reduce electricity bills, paper consumption, toner consumption, water consumption, fuel consumption.

  • Measurement of outcomes

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

  • Monthly review of bills, ordering and benchmarkig with industry standards (our target being at least -25 % compared to benchmark)

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.

  • Very rectrictive rules for public tender participation. Systematic review of all tender files (responses, short listing process, pricing, ...). Active offering of ant-corruption consulting within our service offering to our clients.

  • Implementation

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

  • Weekly review of tendering processes. Proactive offering of anti-corruption consulting in our risk management consulting services.

  • Measurement of outcomes

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

  • Becnmarking of all tender activities in the industry. Monitoring of incidents repored by competitors and clients in order to avoid any potential risk within our own organization. Red flagging of potential risks in public tenders.