Communication on Progress 2018

  • 17-May-2018
Time period
  • May 2017  –  May 2018
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
  • 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.

  • May 2018

    In February 2016, africapractice joined the UN Global Compact, affirming our support for its ten principles on Human Rights, Labour, Environment and Anti-Corruption. We committed to submit a Communication on Progress describing our efforts to implement these principles.

    By this Statement and this Communication, I am pleased to reaffirm africapractice’s support to the ten principles of the United Nations Global Compact and describe our actions to integrate the Global Compact and its principles into our business strategy, culture, daily operation as well as in the advice to our clients.

    We are also committed to share this information with our stakeholders using our primary channels of communication, and to continue integrating these principles in all our affairs, and measure such respect in the best possible way.


    Marcus Courage

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.

  • Africapractice vision is a prosperous and influential Africa, inspiring the world. Such a vision can only be realized if all human lives on the continent are respected, starting by ourselves and our employees. As such, we fully support the Universal Declaration of Human Rights.

    Being a consultancy, our specific exposure to Human Rights are mainly related to Articles 1 (Right to equality), article 2 (freedom from discrimination), Article 16 (Right to marriage and family life), Article 22 (right to Social Security), Article 24 (right to rest and leisure), article 25 (right to adequate living standard) and article 26 (right to education).

    Advising companies on the management of their risks and their relation with their stakeholders, we also consider it our responsibility to flag the importance of the respect of Human Rights by companies in their relation, notably with local communities.

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

  • Based on our commitment, we have ensured that our Employee Handbook make direct reference to the respect of Human Rights, with entire sections dedicated to:

    - Benefits of employment
    - Family-friendly policies
    - Equality of treatment
    - Fight against Discrimination
    - Discipline, Grievance & Performance

    We ensure that employees are made aware of all clauses of their employment contract that relate to Human Rights, their own rights, and duties in this regard.
    The Employee handbook clearly spells the Management and Staff Responsibilities in regard to Equal Opportunities procedures and anti-discrimination policies.
    Detailed procedures have been developed to report and complain against any form of harassment

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

  • Over the past 2 years, no cases of human right abuse were reported against the company.

    The Group HR Manager reports annually in the Senior Strategic Management retreat on any HR issues or any review necessary.

  • 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.

  • Being a consultancy, we consider our people as our first asset. Being present in 8 countries, it is essential for us to have some common policies sensitive to the diverse realities of our employees and respectful to the employment laws of 8 different countries.

    Our Employee Handbook is relatively well developed and is continually supplemented by specific documents and policies related to our working environment, that each employee is being sensitized on.

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

  • Our Group HR manager oversees the constant update of our Employee Handbook and the respect by our employment contract of all local legislations.
    All Employees are now entitled to medical and group accident and life insurance.

    An employee satisfaction survey (ESS) targeting an 80% score has been developed and implemented.

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

  • Our Group HR Manager reports annually during the Senior Management Strategic Retreat on demographics of management and employees, HR policies and strategies where the results of the Employee Satisfaction survey are presented, discussed and recommended actions brought forth for group wide implementation. The latest ESS result was of 67%.

    A detailed Appraisal Process with specific metrics and objective setting has been implemented, ensuring continuous dialogue and feedback on performance between each employee and his/her line manager.

    In the last two years we have had one case of separation that led to accusation of unfair termination by the employee. This case is being pursued in court in the relevant jurisdiction, with the Group HR Manager directly involved. Once the verdict is out, the management will be clear on relevant learnings and precautions to take to avert a repetition.

  • 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.

  • Being mostly office based, the nature of our operations makes our consultancy direct environmental impact relatively small.
    Our impact is mostly indirect, via clients, business and suppliers.

    We are flagging with our clients the importance of their environmental footprint and need for them to develop a sustainable approach to the use of their resources as a key risk management factor.

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

  • In some offices, we have implemented a personalized access to printers, to reduce the use of paper by tracking usage.

    We have provided pro-bono support to a campaign aimed at promoting the recycling of plastic and are working with some clients on the promotion of environmentally conscious use of PET in the beverage section.

    We have started an internal reflection on the best way to measure and manage our environmental impact.

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

  • Given the marginal environmental impact, the measurement of the actions implemented had not yet been prioritized, and as such have not yet been measured.

    An internal policy on this will however be issued as part of our commitment to improve our respect in action of environmental principles.

  • 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.

  • africapractice values its reputation and is committed to maintaining the highest level of ethical standards in the conduct of its business affairs. We are committed to carrying out business fairly, honestly, and openly. Being present in 8 countries in Africa - which have varying charges of corruption levelled again them – means we have to be especially vigilant when working with both governments and industry across the continent.

    The africapractice Anti-Corruption & Bribery Policy sets out the firm’s policy in relation to bribery and corruption. The policy applies strictly to all Directors, employees, agents, consultants, contractors and to any other people or bodies associated with africapractice, within all regions, areas and functions.

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

  • The actions and conduct of the firm’s staff, as well as others acting on the firm’s behalf, are key to maintaining these standards.
    Africa Practice will not tolerate bribery or corruption in any form and all employees and associates are required to read and sign the Policy upon commencing a working relation with africapractice.

    The firm prohibits the offering, giving, solicitation or the acceptance of any bribe or corrupt inducement, whether in cash or in any other form:
    • to or from any person or company wherever located, whether a public official or public body, or a private person or company;
    • by any individual employee, director, agent, consultant, contractor or other person or body acting on the firm’s behalf;
    • in order to gain any commercial, contractual, or regulatory advantage for the firm in any way which is unethical or to gain any personal advantage, pecuniary or otherwise, for the individual or anyone connected with the individual.

    We have developed and put in place the following policies:
    - -Anti-Bribery policy
    - Code of Ethics
    These policies provide clear guidance to all employees on the expected behavior and the procedures to follow should they suspect a corrupt attitude from any of africapractice stakeholders

    All employees were sensitized to these policies and requested to sign them, with specific training and sensitization provided to employees of our Intelligence & Analysis Department.

    In addition, all costs and expenses are supervised by the Financial Department.

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

  • All employees have signed the Code of Ethics and Anti-Bribery policies.

    No case of corruption was suspected or reported in any of our offices.

    External auditors have been hired to audit the financial accounts of our highest earning offices. They issued unqualified reports.