Communication on Progress

Communication on Progress

Participant
Published
  • 26-Feb-2016
Time period
  • February 2015  –  February 2016
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.

  • 26 February 2016

    To our stakeholders:

    I am pleased to confirm that Baker TIlly Merali's, CPA 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 into 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,

    
Madhav Bhandari
    
Partner

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.

  • At Baker TIlly Merali's, we are fully aware and compliant with the International Standards on Quality Control (ISQC1) for audit firms. Human resource policies are well researched into and this information is passed onto the staff. We also believe that it is essential that our audit procedures are performed in compliance with this standard.

  • Implementation

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

  • The partner in charge of Human Resource affairs is responsible for all staff matters at Baker Tilly Merali's. Staff appraisals are done regularly and we recently introduced the 360 degrees approach to staff appraisals. In the case of any abuse or the fear of an occurrence of abuse, this is treated with utmost urgency. In case of an incident, the abuse can be reported to HR partner and immediate investigation is undertaken.

    We have an 'open door policy' which allows staff members access to the partners and/or top level management personnel l to report any such incidences.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Human Resource personnel must document all instances occurred within the year. Partners and managers will then review the occurrences. Remedial action is reached upon wherein it entails strengthening of the HR system and implemented.

    We have also out-sourced HR professional services on a need basis where we seek new ways to better the HR system within the firm and also seek advise on new developments in the HR arena.

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.

  • Baker TIlly Merali's greatly encourages the inter-mingling of all staff members and allows them to freely associate with each other. Child labour and forced labour is completely prohibited with the firm.

    We are in compliance with the Employment Act of Kenya which has specific guidelines on labour issues. These are also in line with the UN mandate.Partners and top management personnel meet regularly to discuss labour issues.

  • Implementation

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

  • Baker TIlly Merali's pay scale and salaries is in line with the seniority of the staff. This means similar staff with similar job descriptions will earn the same salary range. Furthermore, staff members are well aware that issues arising thereof can be channeled to the HR partner if the line manger are not responsive.

    Partners invest annually as per the budget to ensure that staff have comfortable work spaces with necessary work equipment such as laptops, computers, internet connections etc. The firm has 4 cleaners to ensure clean and hygienic work conditions. We have always looked into upgrading the office space and 2016 has seen major renovations taking place.

    The firm safeguards against discrimination of all types and complies with the Employment act.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Labour issues are always reported to the partner by management . The partner in turn approves of any change that has arisen .

    Salary increments are looked into annually and kept consistent with other similar firms.

    Gender bias is totally non-acceptable and all our advertisements specify this fact very clearly.

    In late 2015, the management introduced a new system of self appraisal for performance management. This has taken off well.

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.

  • Baker TIlly Merali's as a firm is very passionate about the environment and its protection. We believe this is extremely important and relay this message to all concerned stake holders. Environmentally friendly practices have been inculcated into the firm. We are looking into and striving towards being a paperless firm

    We continue to support environmental projects like sponsoring 5 a side beach soccer wherein proceeds go towards marine conservation.

  • Implementation

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

  • Our staff is, on a regular basis, reminded of paper less documentation. This can be done by use of e-mail communication and only printing that which is required. We also encourage re-cycling of paper and envelopes. The book keeping manger has initiated collection of papers and sending them to a recycling firm

    We do have an air conditioning unit in our boardroom but it is only used when necessary or when requested for by a client.

    Notices are kept in strategic areas to remind staff to put off the printer, lights and other electrical gadgets after use or in the evening when they leave the office

  • Measurement of outcomes

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

  • Any environmental issues that arise are dealt with immediately so that minimum damage is caused.

    All existing laws of the environmental authority of Kenya, NEMA, are strictly adhered to. Any new information that has been gazetted is passed on to staff members for awareness and compliance.

    We feel proud that we have sponsored environmental based events such the KWS Marine Park Effort and funding a community based beach football tournament where proceeds are given towards marine conservation

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.

  • Baker Tilly Merali's basically supports a no-tolerance policy for any form of corruption. We train staff to declare any instance of conflict of interest or issues bordering in and around corrupt practices.

    Staff are given the appropriate training to be able to handle any possible instances of corruption. It is a firm policy to safe guard staff against corrupt practices at all times and under all circumstances.

  • Implementation

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

  • Baker TIlly Merali's staff is trained and workshops are held on how to handle corruption cases. The managing partner is alerted immediately and takes full responsibility of any such cases of fraud or anti corruption.

  • Measurement of outcomes

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

  • We have created a draft of the anti corruption policy.