Communication on Progress

Participant
Published
  • 2020/10/10
Time period
  • October 2019  –  October 2020
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 Global Property & Facilities International 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,

    Dr Muhammad Kassim Olatunde BALOGUN
    Group 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.

  • To our stakeholders:

    I am pleased to confirm that Global Property & Facilities International reaffirms its support Human Rights in our business operations and operating countries, our policies and procedures will continue to be to ensure the compliance to the universal principle that all humans are equal and have equal opportunities in our company. We will align our operations, policies and procedures with all international and local laws.

    We will achieve zero discrimination and 100% equal pay and equal opportunities for all categories of employees. Our industry is a labour intensive industry, as such we will ensure all employees engaged to work with our company have the right they are entitled to.

    Sincerely yours,

    Dr Muhammad Kassim Olatunde BALOGUN
    Group CEO

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

  • As a company, we will continue to review of HR policies and manuals to ensure compliance to international human right charters and UN Charter on Human and Peoples right, we will follow up with ensuring all employees or applicants have equal opportunities at all times. We will continually organise training and awareness programs on human rights, we have designated our HR manager has the Human Right Champion. We will create avenue for employees to share their view about human rights through our whistle blower platform.

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

  • As an organisation, we have not had any reported cases of human right abuse since inception, however, we are mindful that employees may not find the right avenues to report cases, we have therefore created whistle blowing platforms as well as complain channels for this. We have HR committee of management responsible for reviewing cases and making recommendations to the management and board for policy changes. In the company years, we intend to explore the engegement of a consultant to handle such cases and make recommendations.

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.

  • Our company employee handbook is aligned with both ILO and Nigerian Labour Law
    Our HR policy and procedures are designed to ensure that we do not engage in any illegal employee relations and employment practices and they state the right of every employee under the Nigerian law and in line with the ILO Core Conventions
    Our Contractor engagement and management principles are aligned to same principles and including ensuring that their employees are protected from hazards
    Our goal is to the best employer in our industry and achieving zero human right violations

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

  • As a company, we will continue to review of HR policies and manuals to ensure compliance to international human right charters and UN Charter on Human and Peoples right, we will follow up with ensuring all employees or applicants have equal opportunities at all times. We will continually organise training and awareness programs on human rights, we have designated our HR manager has the Human Right Champion. We will create avenue for employees to share their view about human rights through our whistle blower platform.
    We are a member of Nigerian Employers Consultative Association as well as other organisations aligned to ensuring the protection of employee rights

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

  • As an organisation, we have not had any reported cases of human right abuse since inception, however, we are mindful that employees may not find the right avenues to report cases, we have therefore created whistle blowing platforms as well as complain channels for this. We have HR committee of management responsible for reviewing cases and making recommendations to the management and board for policy changes. In the company years, we intend to explore the engegement of a consultant to handle such cases and make recommendations.

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.

  • The company has a written policy on environmental responsibility and ownership
    We track and are planning to go further to track impact of our business on the environment, we have other the years work to reduce the impact by 10% every year
    We are also working with partners to achieve same
    Our goal is to eliminate the impact of air conditioning maintenance on the environment in 2021 by replace all ozone depleting gases to R401.

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

  • The company has designated a senior manager in charge of HSE, he is responsible to ensure the company achieve her environmental policy objectives and business goals on the environment
    As a company, we are focused on improve our service delivery through technology, we have deployed the use of indoor air quality measurement technology, cleaning equipment and non-chemical use machines to reduce the impact of our activities on the environment
    Our Environment Policy clearly states out commitment to ensuring our activities does not impact the environment
    Monthly HSE awareness sessions are held to ensure all employees are aware of our business goals, we are working to extend that to our suppliers

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

  • Monthly international HSE Audit is carried out on all our locations
    Half yearly external audit is carried out
    Result of the audits are used to improve the policy implementation and compliance
    We will start publishing our annual environmental stewardship report from 2021

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.

  • An annual risk assessment of our work environment, industry and countries of operation is done and published annually as part of our annual report
    The company has a published policy on zero tolerance to corruption, bribery and extortion and this is circulated internally and with all stakeholders
    We affirm our commitment to support UN Convention Against Corruption
    We have published policy and also part of our procurement process to ensure our supply partners adhere to our anti-corruption policy
    Our annual goal is to record zero incident of giving or collecting bribes by employees and partners

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

  • Our whistle blower policy and system allows us to get feedback on the policy on anti-corruption
    Our Quarterly employee engagement events/meetings are also used to create awareness on this
    Our risk and compliance manager is responsible for ensuring anti-corruption policies and adhered to and monitored

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

  • Our policy on ethical mis-behaviour - corruption and bribery is dismissal from employment, termination of supply contract/backlisting of the vendor and or withdrawal of doing business with the client.
    As a company we have not given or encourage the taking of bribes in relation to getting business from clients, we always walk away from such jobs and blacklist the client
    We have reduced incident of bribe taking and giving to zero as a company in the last one