New York, December 21 2015.

To our stakeholders:
This is to confirm my continued support for the UN Global Compact and SULA NYC’ s ongoing commitment to the initiative.
Below, please find the report on actions and plans SULA NYC has taken and will implement with regards to the Ten Principles on Human Rights, Labour, Environment and Anti-Corruption. We communicate information with our stakeholders.

Our staff and myself have positioned ourselves in the learning curve on knowledgeability by following webinars, studying information materials, best practices etc developed by the UN GV staff. We explained the Ten Principles to our business partners and tried to ensure commitment and support. We are in the process of drafting our own protocols and policies, tailored to SME's in various countries.

Sincerely yours,

PATRICIA REINDERS
CEO SULA NYC

Human Rights:
In all countries we source from we identified a regulatory framework is in place, compliant to the philosophy and demands as founded in UN GC Ten Principles re Human Rights. These frameworks allow us to assess the actual position on Human Rights and define risks and deliverables.

Like with all of the 10 priciples, we will draft a protocol on poilicies and procedures and specify implementations and measurements. This will be ready early 2016.

The majority of our stakeholders are SME 's, local communities abroad. Understanding situations and gathering intelligence - especially regarding violations - are also influenced by transparancy and trust all parties involved have in each other. Relevance and impact are important factors. It takes time to get an accurate picture.

By visiting our suppliers -talking with staff - on an annual basis, and request written confirmations of their compliance.

Labour:
We initiated annual visits to suppliers to discuss, assess and improve the Ten Principles addressing Labour. We source ingredients from local, mostly artisanal suppliers and we feel we have a good understanding of challenges and working conditions. No slavery, children at work, discrimination or unacceptable working conditions. In one of the countries an initiative is in progress to provide more flexibility for women to work - which we support as it increases the quality of life for these women and does not jeopardize income garnered.
Gender neutrality in one the countries we source from is a challenge although not seen as a discriminatory factor. Unemployment is not really a factor we feel we can influence; flexibility in operations is.

We discussed labour risks and the impact of monotonous movements of the labour intensive work. There is no machine available on the market yet to help one part of the production process. However, the monotony of labour is reported as a 'fact of life' to us, not something that needs a remedy soon.

Basically by visits, just like we described in the Human Rights paragraph of this report.

Environment:
SULA NYC has joined WTO’s T4SD initiative; addressing the global supply chain. Especially the blue Number initiative can have effect on the farmers we deal with.
In general, we adhere to organic standards of products and ingredients where available and relevant.
The costs to have processes and products independently certified is a concern for us.
On a practical level: we offset our Carbon impact by paying a little extra to expediters as most of our inventory is transported by air.

In our office, warehouse and lab we are in full compliance to US regulations.

In our communication on social media, website and in industry meetings we frequent address concerns, challenges and solutions.

Follow developments, participate in industry reports.

Anti-corruption:
We did not encounter corruption at im - and export or when applying for permits. Only nuisance with red tape.
In 2016, we will improve our understanding on this topic, also from a risk management focus.

Create and implement a reporting structure in 2016.

Reports and incidents are immediately reported to CEO.