Chairman’s Statement of Commitment
In our first year since joining the United Nations Global Compact, MAPCO has been actively implementing the ten universal sustainability principles.Our business philosophy is always “to serve shareholders’ best interest while ensuring the stakeholders’ benefits”. We continue to practice good corporate governance as evidenced by our efforts to amend our internal corporate policies to be compliant with the United Nations Global Compact.
This COP report indicates how we use rules and regulations to be compliance with Human Rights, how we protect our Labor with principles, what kind of environmental protection rules we have and how we ensuring for no corruption.

Since our inception in 2012, MAPCO’s Human Resource (HR) policies have always included clauses to condemn discriminations based on sex, religion, race and nationality. As we further develop our HR rules and regulations to be fully aligned with the Universal Declarations of Human Rights (UDHR), the new policy includes specific provisions for an egalitarian working environment, work place safety, privacy of all staff members, and freedom of expressions, and also encompasses career training and higher education, as well as providing benefits for family members.
These practices are extended to MAPCO’s many subsidiaries located in other remote townships in Myanmar.

Included in our rules and regulations are provisions to provide continuous training and upgrading of English skills for all, at no costs to the employees. MAPCO also provides spousal and family support subsidies, and since 2015, we have been funding the school fees for the children of all of our employees.
Within 2017, we have committed to set new regulations to establish finer rules to protect the privacy and freedom for all employees.

MAPCO has adopted the ISO 9001:2008 (Quality Management System) and undergo auditing by external an ISO auditor twice a year. Currently, there are zero cases of human rights abuses.
MAPCO has established a Human Resource Committee which includes the heads of every department to review HR problems and to solve any issues in connection with employees’ wellbeing. Such issues will be circulated to the Board of Directors to be reviewed before any decisions are made.

MAPCO’s existing employee handbook is fully compliant with Myanmar’s Labour Law, which includes provisions for the right of collective bargaining and the elimination of forced labour, child labour, and employment discrimination. As we are ISO 9001:2008 certified, each employee is given clear job descriptions and responsibilities including working hours, wages and work place safety. In 2017, we are amending the handbook to be aligned with International Labour Organization standards.

MAPCO has zero tolerance for forced labour and child labour. Our rules and regulations describes the minimum age of labour. To avoid forced labour, MAPCO’s HR department travels to every subsidiary offices and sub offices in rural areas to meet and interview the employees to understand their current working conditions.
Every employee has full access to the HR Committee to communicate any complaints or suggestions to the company. The HR Committee will then launch an investigation and act according to the employee handbook.
MAPCO also conducts employee appraisal and assessment twice a year. The assessment and appraisal are for employees’ skill improvement, mental and physical health and overall wellbeing.

Based on our ISO audited reports, there are no child labour and forced labour in MAPCO. Other than providing training for skills improvement, MAPCO also circulates information on human rights and labour standards so that every employee is aware of their rights.
At the same time, MAPCO also conducts mental health assessments in collaboration with the Psychology Department of the Yangon University to evaluate employees’ general wellbeing. The University together with MAPCO’s HR department will work closely with any employees who are affected to solve any issues he or she may be facing.

MAPCO’s main objective is to develop the agricultural sector in Myanmar. In order sustainably develop the agri-industry, we must find a balance and preserve the environment. In all of our projects, we ensure that we utilize only the best technologies adopted from our international business partners particularly from Japan and South Korea.

In all our projects, we ensure that we adhere to the strictest environment and social preservation guidelines. Prior to execution, we engage third party ESIA consultants to undertake assessments on the suitability of our projects. All of our projects at MAPCO undergo strict evaluation and are fully approved by the Myanmar Investment Commission.
MAPCO provides training for our employees on upholding environmental responsibilities in every project. Each project has systems for careful waste and water management. To ensure self sufficiency in our projects, MAPCO has constructed several biomass power plants nationwide where we utilize our own rice husk (waste) to generate clean energy to power our facilities. Surplus power are provided to nearby villages to enhance their quality of life. This approach not only reduces pollution, but also addresses the country’s need for clean energy.

MAPCO targets to be clean and green in every project that we are involved in. The employees servicing our projects receive training for clean and green environment twice a year. Sophisticated waste water treatment facilities are set up in each project.
MAPCO also own an organic farm in Twantay Township, Yangon Region. The products from the organic farm are utilized in the employees canteen to ensure that our employees receive safe and clean food.

As a public company, MAPCO has to announce its financial statements annually. We are working towards being listed in the Yangon Stock Exchange. As an established public company, it is imminent that we employ good corporate governance. According to our corporate governance, we are strictly prohibited for corruption, bribery and extortion which applies to every stakeholder.

MAPCO has established an audit committee for the auditing of our financial statements as well as cases of anti-corruption. The committee members include one senior advisor, one executive director, one director, one from finance department and one from human resource department.
The committee conducts employee performance appraisal twice a year and the assessment for anti-corruption is included in the appraisal. All employees can report to the committee if they find out any case of anti-corruption.
MAPCO provides training on anti-corruption, bribery and extortion to employees at all level.

The audit committee serves as a check-and-balance means at all levels. Should the audit committee encounter any cases, they will conduct a strict investigation in compliance with Myanmar’s laws.
In 2017, MAPCO will fine tune our internal policies and guidelines as our current policy is still very preliminary. To achieve this, we need to evaluate the standards of living, education, current salary, life balance of all level of employees. We will appoint an external auditor to review anti-corruption cases strictly to be compliance with UNGC principles.