Communication on Progress

Communication on Progress

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

  • 20 February, 2019

    To our stakeholders:

    I am pleased to confirm that Alfa Quality Moving AB 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,
    Kenneth Egelrud
    CEO

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.

  • 1). Statement of support for the Universal Declaration of Human Rights

    2). We refer to our written company policy on respecting Human Rights and preventing potential abuses.
    Please, find attachment ”Code of Conduct” 2.3 & 2.4

    3). Specific goals in the area of Human Rights for the this year (2019) are as follows:
    – To continue to work with gender equality issues, diversity in new recruits, and wellness (general health) issues.
    – To follow laws and regulations in each country where we have our business.

  • Implementation

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

  • To continue to work with a broad perspective of all forms of new employments in order to provide opportunities for integrating employees with different backgrounds. Also, to focus on gender equality in these issues.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • That Alfa has personnel who speaks more than 20 languages.

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.

  • 1). We refer to our written company policy ”Code of Conduct” to uphold the freedom of a association and collective bargaining and elimination of forced labour and employment discrimination.
    Please, find attachment ”Code of Conduct” 2.3 & 2.6 and ”Jämställdhetsplan” (Equality plan).

    2). Specific goals in the area of Labour Rights for the this year (2019) are as follows:
    – Implementation of a yearly employee survey to ensure knowledge and opportunities for comments regarding the company.
    – To follow laws and regulations in each country where we have our business.

  • Implementation

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

  • Raising awareness of our employees occurs in connection with our employment introduction.
    Training in our code of conduct takes place on a yearly basis and it is the Managing Director responsibility to make sure that all employees are aware of, and act, according to the Labour Principles.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • According to our goal, to follow laws and regulations in each country where we have our business, we are proud of that we have had non deviation during the last year.
    Evaluation of our employee survey.

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.

  • We have focused on environmental challenges since 2003 and we are proud of that we since 2005 have been certified according to ISO14001 standards. Attached you will find our certificate. As proof of our commitment we have attached the following:

    Environmental Policy

    Environmental Objectives and Programs

  • Implementation

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

  • During 2018 we have taken the following actions:

    • Continued to work with programs to reduce the carbon footprint and increase load factor of moving services in Europe
    • Purchased eco cars when replacing company pool cars with the objective to reach 100% Eco cars in our fleet 2020
    • Implemented programs to reduce car travel in our operations.
    • Provided sustainability training for new employees and conducted sustainability improvement workshops in all offices
    • Sustainability challenge to all employees including exercise, travel to work, food, energy saving and sustainable pension savings
    • Improved sustainability communication on our website

  • Measurement of outcomes

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

  • Here are examples of key indicators and results 2018:

    • CO2-emissions/m3 goods European moves: 21,2 kg/m3 (21,2 kg/m3 2017)
    • Load factor European moves: 72% (74% 2017)
    • Contracted trucks with Euro 5 or Euro 6 engines: 100% (100% 2017)
    • Eco cars: 91%
    • 4 sustainability training sessions for new employees
    • 65 ideas for improvement generated in sustainability workshops
    • 50 employees participating in sustainability challenge

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.

  • 1). We refer to our written company policy ”Code of Conduct” for a zero-tolerance for corruption, bribery and extortion.
    Please, find attachment ”Code of Conduct” 2.6

    2). Specific goal in the area of Anti-Corruption for the this year (2019) is as follows:
    – To follow laws and regulations in each country where we have our business.

  • Implementation

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

  • Raising awareness of our employees occurs in connection with our employment introduction.
    Training in our code of conduct takes place on a yearly basis and it is the Managing Director responsibility to make sure that all employees are aware of, and act, according to the Anti-Corruptions principles.

  • Measurement of outcomes

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

  • According to our goal, to follow laws and regulations in each country where we have our business, we are proud of that we have had non deviation during the last year.