Communication on Progress

Communication on Progress

Participant
Published
  • 21-Dec-2020
Time period
  • May 2020  –  December 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.

  • 2020.12.21

    To our stakeholders:
    I am pleased to confirm that Shanghai Liyi Cultural Development Co., Ltd. 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 sharing
    this information with our stakeholders using our primary channels of communication.
    Sincerely yours,

    CUI HAO.
    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. Reference to (statement of support for) the Universal Declaration of Human Rights or other international standards.
    2. Written company policy on respecting Human Rights and preventing potential abuses.
    3. Policy requiring business partners and suppliers to adhere to the Global Compact principles on Human Rights
    4. Specific goals in the area of Human Rights for the upcoming year

  • Implementation

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

  • 1. Awareness raising or training of employees on Human Rights.
    2. Consultation with stakeholders and affected parties.
    3. Allocation of responsibilities for the protection of Human Rights within the company.
    4. Human resource policies and procedures supporting Human Rights.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Improve our company's human rights policy
    In discrimination - Guarantee human rights
    - Employment of disable people - maintain 10% of all employees.
    - Gender equality, Sexual equality
    - Business simulation and human being education are the best way to discriminate

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. Written policies that clearly state employee rights and responsibilities and their compensation and benefits
    2. Policy requiring business partners and suppliers to adhere to the Global Compact Labour principles
    3. Assessment of labour-related risks in the industry sector and country(ies) of operations
    4. Specific goals in the area of Labour Rights for the upcoming year

  • Implementation

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

  • 1. Awareness raising or training for employees on labour rights and policies.
    2. Describe how the health and safety of all employees is ensured.
    3. Describe how the company prevents discrimination of all kinds and ensures comparable pay for comparable work.
    4. Consultation with employees and other stakeholders.
    5. Allocation of responsibilities for the protection of labour rights within your organization.
    6. Human resource policies and procedures supporting the Labour principles.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • 1. Due to the epidemic and start-ups, the number of employees in the company is constantly changing, but we have 4 Korean Management who are 2 male and 2 female, and 3 Counselor who are 2male and 1 female, 5 employees and 2 chinese internships.
    2. Company welfare - The company not only for profit’s sake but also solved the employments life-hood.
    - Salary - Labor rationing system
    - Education - Humanities, Basic science, Business skill, Manners... ...
    - Social security - Insurance, Fin-tech, Medical, Law service.

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 are a business consulting company based on internet techology, this COP is not suitable for us.

  • Implementation

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

  • We are a business consulting company based on internet techology, this COP is not suitable for us.

  • Measurement of outcomes

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

  • We are a business consulting company based on internet techology, this COP is not suitable for us.

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. Written company policy of zero-tolerance for corruption, bribery and extortion.
    2. Protocol to guide staff in situations where they are confronted with extortion or bribery.

  • Implementation

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

  • 1. Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion.

  • Measurement of outcomes

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

  • 1. We will specific goals in the area of anti-corruption for the upcoming year