Communication on Progress

  • 22-Oct-2018
Time period
  • October 2017  –  October 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.

  • 22nd October, 2018

    To Our Stakeholders,

    I am pleased to confirm that Multiple Development Services Limited supports the Ten Principles of the United Nations Global Compact on human rights, labour, environment and anti-corruption. With this communication, we express our intent to implement those principles. We are committed to making the UN Global Compact and its principles part of the strategy, culture and day-to-day operations of our company, and to engaging in collaborative projects which advance the broader development goals of the United Nations, particularly the Sustainable Development Goals. Multiple Development Services Limited will make a clear statement of this commitment to our stakeholders and the general public.

    We recognize that a key requirement for participation in the UN Global Compact is the annual submission of a Communication on Progress (COP) that describes our company’s efforts to implement the Ten Principles. We support public accountability and transparency, and therefore commit to report on progress within one year of joining the UN Global Compact, and annually thereafter according to the UN Global Compact COP policy.

    Yours Sincerely,
    Funso Akande
    Chief Operating Officer

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.

  • Our Commitment

    We are committed to run an all-inclusive business environment where personnel are given the privilege and opportunity to thrive and be productive. Employees are driven to “own” the job responsibility. This strategy has given each employee equal opportunity to excel at work. Our employee training policy is applicable to all employees, regardless of contractual status, that is including employees on permanent and fixed term contracts and students working their in-service (intern) period.

    A brief description of our Processes

    Our human rights principles are organized around the following key focus areas:

    • Optimizing individual and collective performance and supporting growth, by incorporating: - diversity of professional expertise; - the international dimension of the
    • Ensuring the convergence of needs and skills between the various sectors of the company and employees' individual aptitudes;
    • Preparing employees' development in their current and future assignments and thereby encouraging their mobility;
    • Supporting or anticipating change, particularly in the following sectors: - technology; - organization, management, and circular economy
    • Encouraging knowledge sharing within Multiple Development Services through: - the capitalization and dissemination of knowledge and expertise; - the sharing of

    Within Multiple Development Services, all managers are involved in ensuring the best definition of the training required by their teams. Similarly, employees are encouraged to suggest training to enable them to develop. The actions are organized locally, regionally or company-wide.

    The pooling of training approaches within the company is a priority in order to optimize resources and be able to rely on proven initiatives, particularly in the field of management, training and process development for ALL employee.

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

  • Actions Implemented

    Employees are encouraged to further their education and is eligible to apply for financial assistance to meet the cost of the studies, which includes all fees and examination fees, and any materials required (for example for scientific courses). We initiated a Master degree Programme 2018 for staff within the organization to further their education with in-house training for staff in topical and emerging issues.

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

  • Measurable Results

    • National and International certificate courses for personnel on Environmental Management (ISO 14064 GreenHouse Gas (GHG) Lead Evaluator Certification,
    Occupational Safety & Health, Environmental Awareness at Work (75%)
    • A functional and effective 5-man HSSE Committee comprising management representative, safety representative, first aiders and a fire warden
    • Maternity leave: We also offer female employees (3) three months maternity leave with full payment of normal salary
    • All our employees have access to safe, clean and adequate conveniences within work place - (100%)
    • Occupational Safety and Health Performance: Number of fatalities, no Lost Time Injuries (LTI), no Fatality Injury Incidence (FII) and Lost Time Injury Frequency
    Rate (LTIFR) in the last year

    Target for Future Years

    • Safety & Health Week at least once a year to create awareness on pertinent health issues.
    • Fire drill to inculcate the emergency action/evacuation policy.
    • Improved use of signage within the organization
    • Annual Safety Awards, Safe Worker of the Month Award and Board of Directors Award

  • 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.

  • Our Commitment

    We have developed a functional policy for our operations with both national and global inclination for optimal support of our workforce. We adhere strictly with available laws and regulations against force labour and zero tolerance for gender, race, colour, political or religious discriminations. For health-related concerns, we also run a zero-tolerance discrimination for HIV status in relation to employment and promotion at work.

    A brief description of our Processes

    The recruitment process is structured and has a documented policy which strives to maintain diversity through gender, skills, race, values, attributes, and characteristics while offering equal opportunity to all potential candidates. This is also evidence in our system as we do not recruit minors (under 18 years) - which is a violation of children rights - into our workforce. Our compensation policy ensures employees are entitled to additional benefits to their salary. Applicable allowances, relating to duties executed within the State and beyond are remunerated with outstation allowances/estacode as the case may be.

    Our stride towards ensuring a holistic training and development opportunity among employees reflects in our process of providing equal opportunity for employee’s continuous growth both professionally and academically. This has helped to provide the system with effective and efficient workforce, which relational has created mutual benefits between employer and the employees

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

  • The introduction of reward system, regardless of employment status, to encourage the entire workforce for more productive outcomes is envisaged to benefit all employees in the new calendar year.

    Recognizing that training is an integral part of our services and that our employees are the most important element in the success of these training as well as other services rendered by our company and that they are also the source of sustainable competitive advantage, our Directors and Management are fully committed to the training and development of all our employees.

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

  • Measurable Results

    We have recorded low worker turnover for considerable number of years and less demands from employees as they understand the recruitment process and their compensation plan

    Target for Future Years

    In a bid to encourage and reward our long-serving employees, THE LONG SERVICE AWARD shall be introduced to reward our employees who have distinguished themselves in meritorious service in years and accomplishments. Also, to ensure work balance life compulsory enforcement of leave shall be introduced.

  • 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.

  • Our Commitment

    We are committed to ensuring that good health, safety and environmental performance is achieved, this being the integral part of an efficient and effective services through pursuing the goal of no harm to people and the environment. MDS is committed to continuous update of her activities in order to ensure minimal or no waste generation vis-à-vis the prevention of the environmental pollution. We are equally committed to the review at intervals, her health, safety and environmental policy to reflect the reality of the current situations.

    A brief description of our Processes

    We are guided by basic principles in our operations. This includes:
    • Making Health, Safety and Environmental considerations of top priority in her planning and activities.
    • Operating her business in compliance with relevant environmental standards and legislation in Nigeria and elsewhere as well as reviewing at predetermined
    intervals, her Health, Safety and Environmental policy to show the true picture of prevailing legislations and conditions.
    • Ensuring the protection of the environment within her operation base.
    • Making sure that any negative impact of her activities on all stakeholders, community, and the environment are minimized.
    • Contributing to Sustainable Development through efficient utilization and conservation of resources, waste minimization strategies, adoption of pollution
    prevention programmes and energy management systems.
    • Ensure the regular training of employees that will sustain the acquisition of adequate competencies in terms of getting requisite HSE information to be able to act
    responsibly when the need arise.

    We also believe that:

     Environmental problems know no frontiers.
     All injuries and occupational illness can be prevented.
     Safety is everyone’s responsibility.
     All operating procedures can be reasonably safeguarded.
     Preventing injuries and incidents contributes to business success.
     Working safely is a condition of employment.

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

  • Activities implemented in the last year

    • Renewal of all environmentally related consultancy certifications
    • Improved compliance status to all statutory environmental requirement

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

  • Measurable Results

    • 100% compliance to regulatory requirements operations as environmental consultants
    • Zero regulatory fine within year of consideration
    • Zero lost time injuries
    • No communal unrest as a result of workplace operation (office and off-site)


    • Ensure that all activities are conducted in accordance with the company’s HSE policy, clients’ HSE policy/instructions and other relevant rules and regulations.
    • Prevent injuries through the identification and elimination of injury causes and unsafe acts and conditions within work environment.
    • Maintain zero Lost Time Injuries at work
    • Initiate circular economy processes in our waste management operations and procedures
    • Improve welfare support facilities at work locations and in the offices.
    • Carry out Safety Audits, Accidents and Near-miss investigations in order to ensure that work practices are recorded and improved where necessary.
    • Develop HSE contingency plans for all contract jobs during the mobilization phase.

  • 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.

  • Our Commitment

    We are committed to work against any form of corruption, within or outside the office.

    A brief description of our Processes

    All expenses accrued to projects are scrutinized by the Accounts Department. Employees MUST retire all expenses in line with cash provided for projects. All expenses are receipted to ensure accountability of funds released. Contractors are recruited based on professionalism and hands-on-experience for each specific project.

    Department heads confirms all budgets for projects and approves such as prepared by the employee executing the project. The COO gives final approval for disbursement of fund after checks by the Accounts Department.

    On completion of project, employee responsible for the execution of project retires all expenses made with adequate receipt for expenses.

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

  • Activities implemented in the last year

    As part of our drive for excellence and ensuring best international standards in our operations, MDS joined the UNGC to implement its principles into her operations, with particular interest in anti-corruption drive.

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

  • Measurement Result

    We are currently developing more measures to ensure best practices in relation to client’s operation to improve our financial relationship with our clients and work against any form of corruption. We also plan to introduce our fraud policy/procedures into induction programmes for existing and new employees, sub-contractors, and sub-consultants to minimize incidences of any form of corrupt businesses


    Improve transparency with regards to selection of consultants for projects, expression of interest for projects and extensive training for our account’s officers in financial management and integration of best financial Code of Conduct into business operations.