Communication on Progress

EPAM Communication on Progress 2018

Participant
Published
  • 24-Oct-2018
Time period
  • November 2017  –  November 2018
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.

  • To our Stakeholders,

    I am pleased to confirm that EPAM Systems reaffirms its support of the 10 principles of the United Nations Global Compact in the areas of Human Rights, Labor, Environment, and Anti–Corruption.
    In this annual Communication on Progress we describe our continuous efforts to integrate the Global Compact and its principles into our business strategy, culture and daily operations. We share the information about our efforts in this and other areas of social responsibility on our public website.
    Sincerely yours,

    Arkadiy Dobkin CEO
    EPAM Systems

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.

  • EPAM Systems is committed to respecting our employees' fundamental human rights at work. We similarly expect our suppliers, vendors, and subcontractors and all other third-party companies that comprise EPAM System’s supply chain to respect human rights and to avoid complicity in human rights abuses.

  • Implementation

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

  • • We do not accept forced, bonded, or involuntary prison labor
    • We prohibit discrimination based on culture, race, ethnicity, age, gender, sexual orientation, gender identity or expression, and physical or mental disability
    • We comply with local minimum age laws and requirements and do not employ child labor
    • We compensate our personnel with wages and benefits that meet or exceed the legally required minimum
    • We prohibit illegal physical abuse, harassment, or the threat of either
    • We provide time off and leisure time in accordance with local labor laws
    • We provide a safe and health-promoting workplace for our personnel
    • We invest in professional development and resources to maintain and enable the continued professional development of our personnel
    • Our Supplier Code of Conduct requires suppliers to uphold human and labor rights and to provide a safe and healthy work environment to workers

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • A Human Rights Policy was approved by the EPAM Board and adopted across all our offices in September 2014.

    Our Supplier Code of Conduct requires suppliers to uphold human and labor rights and to provide a safe and healthy work environment to workers

    EPAM has a confidential anonymous hotline that is internet accessible to all employees and others to raise questions and concerns about conduct that may violate its Code of Ethical Conduct or policies. EPAM’s Code makes clear it will not tolerate retaliation because someone raises good faith questions or concerns or participates in a misconduct investigation

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.

  • A Work Place Policy, Code of Ethical Conduct, and Supplier Code of Conduct have been approved and adopted by EPAM.

  • Implementation

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

  • • We comply with local minimum age laws and requirements and do not employ child labor
    • We compensate our personnel with wages and benefits that meet or exceed the legally required minimum
    • We prohibit illegal physical abuse, harassment, or the threat of either
    • We provide time off and leisure time in accordance with local labor laws
    • We provide a safe and health-promoting workplace for our personnel
    • We invest in professional development and resources to maintain and enable the continued professional development of our personnel
    •

    environment to workers

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Our Supplier Code of Conduct requires suppliers to honor EPAM’s Code of Ethical conduct, uphold human and labor rights, and provide a safe and healthy work

    • Creation of Diversity Landing Page on EPAM.com
    • International Women’s Day Celebrations (including roundtable talks with leadership)
    • Ongoing training/mentoring of female EPAMer’s
    • Open roles posted to Diversity Partnership Organizations
    • Creation of consistent/standardized recruitment process
    • All US open roles posted to all perspective State Labor Job Boards
    • Attending Diversity-centric recruitment events
    • Partnering with Technology Boot Camps and Vocational Schools, who have at least 50% diversity split, as well as those schools that focus on diversity
    • Driving adherence of EPAM’s Code of Conduct via mandatory training
    • Creation of Global Diversity Committee
    • Creation of Employee Resource Groups to represent all areas of Diversity and community champions

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.

  • A Board Approved Environment Policy was adopted in September 2014

  • Implementation

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

  • • We encourage our personnel to be mindful of the effect of their actions on the environment and seek to minimize the adverse environmental effects of our personnel travelling between facilities.

    • We encourage the use of sustainable practices in the maintenance of company facilities.

    • We implement sustainability considerations as a factor within our relevant procurement activities

  • Measurement of outcomes

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

  • • EPAM has a comprehensive QMS Guideline which provides guidelines across locations for methodology of Power Usage, Effectiveness (PUE) and the Data Centre Infrastructure Efficiency (DCIE)

    • The methodology was developed through the participation of stakeholders (IT Infrastructure Support team, Electrical maintenance services)

    • EPAM Partners Simms Recycling who are global leaders in IT asset disposition (ITAD) and electronics recycling services.

    • EPAM encourages recycling across all global offices. and also consistently

    • Green EPAM conducts awareness programs to encourage EPAMers to think of their own footprint and provide solutions and ways on how to reduce it across our global locations.

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.

  • Anti – Corruption and Anti-Bribery Policy was revised and adopted by EPAM in September 2017

  • Implementation

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

  • • No EPAM Person may give, offer, promise or authorize the giving of anything of value to a government official or any person or organization, directly or indirectly, in order to obtain or retain business or secure any other favorable action. No EPAM Person may give anything of value to a government official or any person or organization if they know or believe that it would be improper for such person or entity to accept it. These prohibitions cover “anything of value,” including:
    • Cash
    • Commissions
    • Services
    • Employment (jobs or job offers)
    • Gifts or gratuities (other than “nominal” value)
    • Charitable or political contributions (e.g., any contribution that results in a personal advantage to a government official or their relative)
    • Meals (e.g., meals that are extravagant, too frequent, done during a bid or negotiation)
    • Entertainment expenses
    • Travel expenses
    • Educational benefits
    • Business opportunities

  • Measurement of outcomes

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

  • EPAM has a confidential anonymous hotline that is internet accessible to all employees and others to raise questions and concerns about conduct that may violate its Code of Ethical Conduct or policies. EPAM’s Code makes clear it will not tolerate retaliation because someone raises good faith questions or concerns or participates in a misconduct investigation

    All transactions related to charity and CSR follow a systamtic audit trail before approval.