Communication on Progress

Communication on Progress

Participant
Published
  • 08-Feb-2019
Time period
  • February 2018  –  December 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.

  • 8th February 2019

    To our stakeholders:

    I am pleased to confirm that Aduna 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,

    
Andrew Hunt
    CEO Aduna

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.

  • Aduna supports the Universal Declaration of Human Rights. This is reflected in our HR guidance booklet which is provided to all employees.
    We also vet any new suppliers on human rights standards to ensure compliance. There are always possible HR risks when working in West Africa and we are alert to any circumstances that may contravene our standards.

  • Implementation

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

  • We are only a team of seven so do not necessarily need the same structures as a larger organisation. We encourage open communication and all staff are aware of human rights. As a social business, this is particularly important to us.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Each staff member is formally reviewed on an annual basis where any grievances or performance issues can be addressed. In reality, however, the team is small enough such that regular communication and one to one feedback is practiced on a continual basis.

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.

  • Labour rights are covered extensively within our internal HR booklet which is given to each employee. We do not allow forced labour, child labour or discrimination amongst workers we hire in Ghana and pay above the minimum market rates in all circumstances.

  • Implementation

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

  • Each member of the team is treated equally. Any labour related matter can be discussed with the company management at any time. All employees are treated with mutual respect.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Each team member has goals and objectives which are set, monitored and reviewed on an annual basis.

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.

  • Our core focus for the year ahead is in eliminating plastic usage in our finished products wherever practical, particularly our tea range where we hope to move to biodegradeable pouches. We will also be switching to biodegradeable teabags in our next production run.

  • Implementation

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

  • As mentioned above

  • Measurement of outcomes

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

  • We don't monitor environmental performance per se. But we are very aware of our environmental 'footprint' and take measures to reduce it where possible (for example, office waste which is segregated for recycling).

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.

  • Corruption, bribery and extortion have zero tolerance at Aduna and this is communicated within the staff handbook. We have yet to have an instance of these practices but are alert.

  • Implementation

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

  • We have not experienced any instances of corruption. We believe that any employee, at any time would report this if such a circumstance came to light.

  • Measurement of outcomes

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

  • No really relevant in our team of seven. See above