Box Office
Rock & Rule Suite
The Valley Mall
Adetokunboh Ademola Crescent
Wuse 2
Abuja- FCT
Nigeria.
Tel: +234 (0) 8099298495
Email: info@lsdcltd.com
http://www.lsdcltd.com

4th October, 2015

To our stakeholders:


I am pleased to confirm that Language & Skills Development Consulting Ltd (LSDC LTD) 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 in to 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,

Ononobi, Stella Uchechi (nee NNODI)
CEO/Principal Consultant

Assessment, Policy and Goals
Description of the relevance of labour rights for the comp any (i.e. labour rights‐related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

Examples

Reference to ILO Co re Conventions or other international instruments
Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labour, child lab our and employment discrimination

Written policies that cl early state employee rights and responsibilities and their compensation and benefits
Policy requiring business partners and suppliers to adhere to the Labour principles Assessment of labour‐related risks in the industry sector and country(ies) of operations

Specific goals in the area of Labour Rights for the upcoming year

a. http://www.lsdcltd.com/download/LSDC_LSDCCSRCOMMITMENT.pdf
b. (See attached for company policy)
c. In addition, LSDC is set to register and launch her charity project, LSDC CHARITIES, which is poised to fight girl-child labour. We aim to identify indigent and disadvantaged girls who are out of school either as a result of parents’ or guardian’s death or by insurgency-induced displacement (i.e. IDPs).
Furthermore, we are scouring our immediate environment to have a database of girls needing assistance. This will make it possible to utilize man hours when funds are available to hit the ground running with the empowerment programme.

Implementation
Description of concrete actions taken by your company to implement labour policies, reduce labour risks and re s pond to labour violations.

Examples

Suggestion box, call center or grievance mechanisms
Awareness raising or training for employees on labour rights and policies

Describe how the health and safety of all employees is ensured
Describe how your company prevents discrimination of all kinds and ensures comparable pay for comparable work

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

Our human resources policies are pro-labour policies and strive not to violate global labour policies

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

Examples

Demographics of management and emp loyees by diversity factors (e.g. gender, ethnicity, age, etc.) Describe how your company deals with incidents of violations of the Global Compact Labour principles

Investigations, legal cases, rulings , fines and other relevant events related to Labour Periodic review of results by senior management

Specific progress made in the area of Labour during the last reporting period External audits (e .g. SA 8000)

At the moment, LSDC is not very large, so monitoring labour practices and incidences of violations (which, by the way, are NIL) is not easy and as-it-happens. As we grow, machineries, policies will be upgraded to cater to these issues, if they arise.

Labour Principles
Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4: the elimination of all forms of force d and compulsory l a b our; Principle 5: the effective abolition of child labour; and
Principle 6: the elimination of discrimination in respect of employment and occupation

Assessment, Policy and Goals
Description of the relevance of labour rights for the comp any (i.e. labour rights‐related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

Examples

Reference to ILO Co re Conventions or other international instruments
Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labour, child lab our and employment discrimination

Written policies that cl early state employee rights and responsibilities and their compensation and benefits
Policy requiring business partners and suppliers to adhere to the Labour principles Assessment of labour‐related risks in the industry sector and country(ies) of operations

Specific goals in the area of Labour Rights for the upcoming year

a. http://www.lsdcltd.com/download/LSDC_LSDCCSRCOMMITMENT.pdf
b. (See attached for company policy)
c. In addition, LSDC is set to register and launch her charity project, LSDC CHARITIES, which is poised to fight girl-child labour. We aim to identify indigent and disadvantaged girls who are out of school either as a result of parents’ or guardian’s death or by insurgency-induced displacement (i.e. IDPs).
Furthermore, we are scouring our immediate environment to have a database of girls needing assistance. This will make it possible to utilize man hours when funds are available to hit the ground running with the empowerment programme.

Implementation
Description of concrete actions taken by your company to implement labour policies, reduce labour risks and re s pond to labour violations.

Examples

Suggestion box, call center or grievance mechanisms
Awareness raising or training for employees on labour rights and policies

Describe how the health and safety of all employees is ensured
Describe how your company prevents discrimination of all kinds and ensures comparable pay for comparable work

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

Our human resources policies are pro-labour policies and strive not to violate global labour policies

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

Examples

Demographics of management and emp loyees by diversity factors (e.g. gender, ethnicity, age, etc.) Describe how your company deals with incidents of violations of the Global Compact Labour principles

Investigations, legal cases, rulings , fines and other relevant events related to Labour Periodic review of results by senior management

Specific progress made in the area of Labour during the last reporting period External audits (e .g. SA 8000)

At the moment, LSDC is not very large, so monitoring labour practices and incidences of violations (which, by the way, are NIL) is not easy and as-it-happens. As we grow, machineries, policies will be upgraded to cater to these issues, if they arise.

Environmental Principles
Principle 7: Businesses should support a precautionary approach to environmental challenges;
Principle 8: undertake initiatives to promote greater environmental responsibility; and
Principle 9: encourage the development and diffusion of environmentally friendly technologies

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.

Examples

Assessment of the environmental footprint and impact of your company
Written company policy on environmental issues, including prevention and management of environmental risks

Policy requiring business partners and suppliers to a d here to the environmental principles
Des crib e specific goals in the a rea of the environment for the upcoming year

a. http://www.lsdcltd.com/download/LSDC_LSDCCSRCOMMITMENT.pdf
b. (See attached for company policy)

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

Examples

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 Development and diffusion of environmentally friendly technologies

Raise awareness among sup pliers by as king for the environmental footprint of products or services Environmental management system to identify, monitor and control the company’s environmental
performance

Allocation of responsibilities for environmental protection within your company

As an unwritten company code, we at LSDC Ltd, at any given opportunity, go paperless: as much as we can, we send soft copies of documents.
We recycle paper, viz reusing them (the blank side of a paper, we usually use to print acknowledgement copies of letters, proposals etc. internally

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

Examples

Information about how your comp any deals with incidents
Investigations, legal cases, rulings, fines and other relevant events related to environmental principles

Specific progress made in the area of the environmental protection during the last reporting period. Periodic review of results by senior management

External audits of environmental performance

At LSDC, we do not engage in activities that are detrimental and/or hazardous to environment.

Anti‐Corruption Principles
Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.

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.

Examples

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

Reference to (or statement of support for) the UN Convention Against Corruption and other international instruments

Protocol to guide staff in situations where they are confronted with extortion or bribery Policy requiring business partners and suppliers to adhere to the anti‐corruption principles

Specific goals in the a rea of anti‐corruption for the upcoming year

a. http://www.lsdcltd.com/download/LSDC_LSDCCSRCOMMITMENT.pdf
b. (See attached for company policy)

Implementation
Description of concrete actions to implement anti‐corruption policies, reduce anti‐corruption risks and respond to incidents.

Examples

Suggestion box, call center or grievance mechanisms
Awareness raising or training of employees about company's policies regarding anti‐corruption and extortion (e.g. mailings, internet, internal communication, etc.)

Allocation of responsibilities for anti‐corruption within the company
Participatio in industry initiative or other collective action on anti‐corruption

LSDC company policy/ staff handbook states that it is against company policy to solicit for, demand, receive or give bribe. Any breach of this statute attracts sanctions according to the company penal code.

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

Examples

Information about how your company deals with incidents of corruption
Internal audits to ensure consistency with anti‐corruption commitment, including periodic review by senior management

Investigations, legal cases, rulings, fines and other relevant events related to corruption and bribery
Specific progress made in the a rea of anti‐corruption during the last reporting period

So far, we have not recorded any incidences of bribery and/or other corruption-related incidences in LSDC Ltd.