Spoon Consulting Ltd
The Factory Building - Vivéa Business Park
81430 Saint Pierre, Moka
MAURITIUS
Phone : +230 433 34 77

February 4th, 2021,

To our stakeholders:

We are pleased to confirm that Spoon Consulting 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 ten 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,

Mr. Georges GUIGUI
Managing Director & CTO

Providing a favourable working environment

After a first relocation to Ebène, Spoon Consulting finally decided to establish in Vivéa Business Park in Moka, which is a central and easily accessible location at the crossroads of M1 and M3 motorways.
Vivéa Business Park offered considerable benefits such as:
- A modern infrastructure with human -sized buildings overlooking a well-maintained landscape
- A nursery providing extended-hours childcare to align to the demands of the modern workplace
- Generous parking spaces and a secure environment

But the location of the offices is not sufficient to create a favourable working environment.
In consulting activities, the way companies consider and organise the workspace design has a direct contribution to performance.

The transformation of Spoon Consulting also entails to rethink the working environment so as to create a pleasant atmosphere where the exchanges between collaborators are facilitated. The offices have been reviewed so as to create a domestic, home-like feeling.

With the new workspace design, we have thought to provide more collaborative desks or tables that allow for teamwork as well as individual work. This helps to embrace new ways of working. We have created areas for collaborators working on the same technology or clients (called clusters), state-of-the-art meeting rooms with excellent communication facilities and also cool areas where collaborators can chill and have lunch.

At Spoon Consulting, we offer laptops to allow our employees to have flexibility and move around the office, work for home or even off-site with ease.
As they look for greater autonomy and flexibility we have designed an agile office to consider the wellbeing and ergonomics surrounding laptop use, solutions include the availability of screens to plug your laptop into, laptop stands to adjust the height of your screen and a separate keyboard to allow the user to adopt the correct posture.

We have even made a pilot test by providing new ergonomic chairs and we have launched a survey to the collaborators to have their impressions on their new chairs. Our health and safety officer also encourages the collaborators to adjust their workstations to meet their needs, so as to have a comfortable position and reduce health problems in the long term.

According to recent studies, diversity and a sense of belonging are workplace expectations. When colleagues from all levels check in with each other about how things are going, both personally and professionally, they feel this positive sense of belonging at work. Making sure our employees are doing alright is our top priority at Spoon Consulting.

Thanks to the different people who surround the employees (more senior consultants, coach, Human resources, Head of Practice), we are able to identify malaise or discomfort and take appropriate decisions or actions so as to ensure that every employee evolves in a positive environment.

Spoon Consulting really cares about its employees and adapts its Human Resources policy according to personal and health situations.

Spoon Consulting always puts its collaborators at the center of its development and strives to always go the extra mile to ensure their permanent growth.

Various processes and activities have been implemented within the company to achieve employee development namely:

- Hiring
- Coaching
- Certification
- Training
- Appraisal
- Belonging at work
- Fostering team spirit

WELCOMING OUR STAFF: HIRING AND MENTORING :

New employees follow a bootcamp of 6 weeks during which they learn about the technical fundamentals as well as the company processes. This is a unique occasion for the new employees to discover the job, technology and the customers; it also provides an opportunity for them to begin creating formal and informal relationships with colleagues.

Spoon Consulting also seeks to ensure that its young professionals improve on important skills such as writing, presenting and networking rapidly.
As soon as they are integrated, new employees will be assigned more experienced consultants who will provide regular guidance and feedback to help them develop the skills they need to succeed.

New employees are surrounded by different people who are in charge of their development and provide assistance. The chart besides indicates the roles embodied for each of them.

COACHING

At Spoon Consulting, we are always trying to ensure our new joiners and collaborators are on track for ripening. The coaching process is set up to help each one of us GROW within Spoon Consulting.

Through coaching, we aim for everybody to achieve:

- Professional success
- Personal growth
- Well-being

New employees are invited to use tools they find useful such as the Myers Briggs Personality Test for those who want to know their type.

Once a new joiner arrives, he is assigned a coach who is senior by grade. There are two formal sessions of coaching that are required per year for all collaborators. Furthermore, employees can engage with their coach informally during the year as and when required.

We use the GROW approach:

- Goal: Establish the goals of the collaborator
- Reality: Identify what is happening
- Options: Identify the options & make choices
- Will: Define the actions that the collaborator will take

It is required that the new employee meet his/her coach on a regular basis to check the targets and identify issues or improvements. The coach should consider the coachee's strengths along with the areas where he/she is weak. The focus of a 6-month coaching process should focus on no more than three development areas where the employee needs to improve.

The development plan should include a mix of :
- Development opportunities
- Specific training courses
- On-the-job training
- Job / Stretch roles assignment (staffing)
- Mentoring relationships

Both the coach and the employee should build up the plan of development. Under the guidance and coaching of our senior employees, the young professionals work on real projects assisting our confirmed or senior consultants in performing specific assignments such as reports, developing basic features, testing of IT environments or helping a bot assist client teams to work more efficiently.

Following each formal session, a group session with all coaches is done to gather their feedback and define general course of actions as well as determine any individual action plans for collaborators.

The company realizes that more can be done and is currently reviewing the coaching process to improve its adherence. It is to be noted that collaborators are introduced to the coaching process during their induction. Collaborators acting as coaches are trained to be good ones.

Spoon Consulting values its assets, particularly the employees. Allowing the latter to grow and become more knowledgeable is a great means to increase the value of Spoon Consulting. Training therefore occupies a major and privileged position in our philosophy to help our staff excel. Each Spooner spent an average of 3 weeks in training during 2019.

Training is open to everyone independent of role or grade. We encourage people to come forward with their training needs during coaching and appraisal. More importantly, we welcome people who prepare for training and are willing to share their knowledge to the whole community. These voluntary training preparation and delivery allow collaborators to enforce their confidence as well as master public speaking and also identify innovative and creative ways to engage with their audience.

At Spoon Consulting, we are also on the lookout for new training methodologies like acting, role playing, activity-based learning and many more as we believe training and learning should be fun. We also emphasise on learning from observation as well as from peers.
All training sessions are available on our knowledge base for easy access and re-use by anyone interested.

NEW JOINERS - JULY FRESHERS

All graduates joining the company are provided with a 4 to 6 weeks training. This is usually done in July so that the fresh graduates are able to finish and enjoy the last months of university life before their professional lives begin to the new joiners to get hands-on practice with real-life project conditions. The first week of this bootcamp is solely dedicated to guide new joiners to embrace Spoon values while always targeting excellence in each and every aspect of their work.

They are encouraged to challenge their limits in innovative ways and achieve their full potential in an ever-evolving working environment. During the first week, we focus on giving them maximum information on our history, processes and values. Following this induction week, they start their functional and technical training. Spoon Consulting uses a combination of adaptive and flexible training techniques to ensure that everyone remains on board. Fine-grained sets of online tutorials are used to allow new joiners to get insights about the topics to be covered, while allowing them to learn at their paces.

Formal classroom training is used to inculcate the concepts and give the participants real-life scenarios of how this new knowledge will be applied. The formal classes are run by other Spooners. Case studies based on past and existing projects are then provided to the new joiners to get hands-on practice with real-life project conditions.

With the advance of technology and each new joiner equipped with a laptop on the first day itself, we fully embrace the motto of learning at any time, anywhere and on any device.

NEW JOINERS - OUTSIDE JULY

All other people joining the company outside the June-July timeframe, are allocated a trainer who will be responsible for conducting the induction as well as ensuring that the new joiner is able to get at least 3 weeks of self-training using training materials and case studies that we already have. The trainer also ensures that the new joiner is directed to the right technical person if ever he encounters any difficulty during his training exercises and case study. This is applicable irrespective of the past experience of the new joiner.

TECHNICAL TRAINING

Being in the IT sector, it is important to remain up to date with the latest technologies and methodologies. At Spoon Consulting, we have various technologies like Oracle, Salesforce, WalkMe, other mobile and web technologies and many more that are used in day-to-day activities. Many of these software vendors require that companies working with their products are certified. These certifications serve as a benchmark for quality so that clients know that they are dealing with experts. Spoon Consulting adheres to the same vision and has implemented various measures to motivate and facilitate this ongoing quest for knowledge.

CERTIFICATIONS
Salesforce and Oracle have both established certification programs and exams which serve to validate the knowledge of people working with their products. At Spoon Consulting, employees are given 20 hours per month to indulge in self-learning, to follow courses and prepare for the exams. Collaborators can do so during office hours or after office hours depending on their activities and tasks. Spooners are also allowed time off to take certification exams in official testing centers.

Furthermore, Spoon Consulting pays in full the examination fees on behalf of the collaborator without any limit so far. Knowing that good results pave the way for more good results, Spoon Consulting also pays any retake examination fees if the employees happen to fail. Self-discipline of our employees has ensured that we have little retakes.

Spoon Consulting does not set any limit on the number of certifications that an employee can undertake. Spoon Consulting believes that if its employees, the main assets, are motivated to grow, we should do everything to encourage them.

Hence, everyone is entitled to go for any number of desired certifications. Our certification topper currently owns 13 certifications.

PROJECT AND TRAINING ON THE FIELD
On the filed training during project implementation is the best training that an indivual can undergo. At Spoon Consulting, collaborrators are brought into real -life scenarios at the earliest opportunity.

The collaboprator will be mentored by an experienced Spooner wherby the expected objectives will be clearly defined at the start of the mission.
The collaborator can also get the help of his coach during the adaptation phase.

HEALTH AND SAFETY
Spoon Consulting has also nominated a Chief Health and Safety Officer so as to act as a key advisor on safety issues as well as monitoring and controlling safety and compliance in the organisation as per Mauritian Law and our own Policies.

Spoon Consulting has put in place a continuous quality improvement programme.

With regards to the Occupational Safety and Health Act 2005, a Health and Safety Policy was also drafted by the company. The Health and Safety Committee is a group of employees required by law to meet and discuss health and safety matters once every 2 months.

On top of the requirement by our local Health and Safety Legislation, we found it very important to have employees trained as First-aiders and Fire Wardens at work. Spoon Consulting organised dedicated training for Fire Warden and First Aid in 2019. We organised induction security training and primary fire training/drills for all new staff, fire fighting refresher courses for all employees.

At Spoon Consulting, we do not believe in binding people with bonds for the training and certifications that Spoon sponsors. People are free to do any training or certifications and pay back their dues through great quality work and commitment.

Last but not least, on successful completion of any exam, Spoon Consulting gives a financial reward to the employee on his salary for the next month. This a one-off bonus per successful exam.

‘BUBBLE’ TRAINING
At Spoon Consulting, we know that everyone is more knowledgeable in certain areas based on their past project exposure and mistakes. We are strong believers in learning and reusing our past experience to share dos and don'ts. We have therefore implemented the ‘Bubble’ Training philosophy to allow everyone to gain from the experience of others.

One ‘Bubble’ Training session, or simply a ‘bubble’, covers a specific subject which is explained in 15 minutes or less.

The 15-minute rule is important as studies show that people lose their focus after 15 minutes in any training. It also helps define the perimeter of the ‘bubble’ so that we go directly to what is important and the key takeaways.

Anyone having anything to share is encouraged to come forward with a ‘bubble’ training. The content can be related to a technical subject, a lesson learnt, a new skill, an introduction to a new topic and many more. Following a ‘bubble’, participants are allowed to extend the discussion among themselves to brainstorm and further the knowledge sharing. To encourage people to offer ‘bubble’ training, Spooners are given 5 hours per month to prepare for a ‘bubble’. ‘Bubbles’ are open to anyone to attend. Sessions can be repeated if there are too many attendees.

SOFT SKILLS TRANING & PERSONAL DEVELOPMENT :
Training identification is done through various channels; during coaching and appraisal sessions, Spooners as well as their coach or evaluators can come forward with any training recommendation.

Furthermore, management also contributes by specifying any training needs they feel are in line with the strategy and vision of Spoon Consulting. Any Spooner can directly contact the training committee if ever he/she feels that a training is required for the betterment of himself or Spoon Consulting.

Based on these insights, a yearly training plan is prepared. Spoon Consulting's population is divided into grade-based groups but with the right mix of old and new Spooners to ensure that everyone can benefit from the experience of each other.

One important factor in choosing a training institution is the delivery method. It is important that training is adapted to Spooners’ needs and is dispensed in a way that it brings maximum benefit for the Spooners.

The appropriate training institutions are interviewed and selected to dispense the training to Spooners. It is mandatory that all Spooners follow at least one training that has been selected for them.

For all such training, Spoon Consulting tries to offer off-site training so that collaborators can really focus, undisturbed by their work. And, a change in location is always beneficial to learn new things.
One training that holds special importance in our training calendar is the one that is done for every Spooner that follows when they are changing grades. This training is activity-based to prepare the Spooner for his new position and role.

1)Employees by grade : Quite balance organization, which emphasie how Spoon is capable to retain its talents
51% of consultant
18% of confirmed
30% of senior

2) Seniority
59 of our employees have 3 years of seniority, 16 employees have between 3 to 5 years of seniority, 5 employees have between 7 to 10 seniority within Spoon Consulting and 10 employees have been within Spoon for more than 10 years

3) Team event and management
2019 : 22, 7 days on average for Teams event
2020 : 16, 1 days on average for Teams event

3) Coaching:
Employees spent on average in 2019 & 2020 ; 17,7 days in internal coaching.

4) Training:
2 400 man days in 2020 dedicated to training by all employees

1)Multiculturalism
Spoon Consulting has a delivery center located in Mauritius, an island in the Indian Ocean that exhibits a world of skill, culture and language.
This island country of less than 800 square miles hosts a little over a million inhabitants, and is also surprisingly multicultural. Indeed, one of the things that sets Mauritius apart from many other countries, is the melting pot of cultures and history with roots spanning to Africa, Europe, China and India.

The dynamic island is often viewed as a successful plural society and a great example of cultural integration. Mauritians can be proud of their unity, which is quite rare in a country with so many different languages, cultures and religions. Having such diverse people, Mauritius naturally boasts an even more diverse religious landscape of Hindu temples, mosques, Christian cathedrals, Chinese pagodas and more.

2) Leading role of institutional relationship
Spoon Consulting has developed a strategic partnership with prestigious and demanding Universities and schools: University of Mauritius, University of Technology and Unicity Education Hub (SUPINFO).

We participated in the schools’ Open Days to meet potential candidates, discuss the experience within Spoon Consulting and offer career opportunities.

Senior consultants actively participate in these activities as they are the best ambassadors to share their experience within Spoon Consulting and explain the different career paths available.

3) Promoting the hiring of young professionals

Spoon Consulting values empowering young professionals into the employment world.

It is our first priority to make sure that our young generations gain exposure to our business and leading clients.

With more than 25 new positions offered as permanent jobs of which 80% or more are for young graduates, Spoon Consulting continues to contribute to the hiring of young professionals.
Spoon Consulting not only offers job positions but also 3-6 months internship opportunities for students. Over the past years, Spoon Consulting has welcomed more than 10 interns.

Our supportive and inclusive culture enables students to make an impact before they even join us. At Spoon Consulting, we offer internships that are more than a line on a resume. We offer an experience, a challenge and a launchpad for lifelong relationships and career growth.

1) Employee attraction and retention

Pay is based on :
Base pay
Compensation
Travaling pay
Long-term incentive
Profit-sharing

Benefits for Employees:
Leaves
Flexibility (work form home)
Health care
Pension scheme

Work experience :
Core value
Leadership Recognition
Achievement
Work-life balance

Learning :
Training
Performance management
Career development
Knowledge sharing

From 2005 to 2019, Spoon Consulting has grown approximately by 20% yearly, with 4 people in 2005, 21 in 2011 then reaching 60 in 2016 and culminating in 105 employees in 2019.

In terms of turnover trend, we have experienced an employee turnover of 14% per year on average. This percentage can be mainly explained by new employees who finally consider going back to studies after 1 or 2 years of employment within Spoon Consulting.

It is important for our talents to know that they are the major assets of the company, directly generating value for the company through their high-quality delivery geared towards customer excellence.

Spoon Consulting provides quite a few benefits and compensation to retain its best talents.

Spoon Consulting offers numerous incentives for the employees: compensation, two bonuses per year and a pension scheme.

Spoon Consulting also gives its employees exposure to leading international clients; this may transform into an opportunity for them to travel the world to meet these clients. Spoon Consulting offers its employees travelling expenses and per diem compensation to make sure the latter is in the best working conditions possible.

Spoon Consulting also contributes to employees’ health insurance schemes and shares company profits among them.

To help our employees maintain a balanced life, we pay subscription fees for external activities like their gym memberships or participation in sports tournaments.
As part of Spoon Consulting, the company offers to the employees the opportunity to join Synergy sport & wellness Institute in Moka to keep fit. Spoon Consulting engages to pay up to 50% of the monthly total contribution and the other 50 % is to be taken in charge by the employee which is deducted from his salary on a monthly basis. Should the employee wish to enrol to the Gym, please liaise with the Pole service team to complete the necessary forms and confirm that they are agreeable to pay the 50 % from their side.

Spoon Consulting offers end-of-year leaves, being especially generous to new employees, who may not be willing to lengthen their end-of-year mini-vacation. Employees are also offered study and graduation leaves.

Spoon Consulting has always placed the growth of its employees at the heart of its own growth. We strive for technical excellence, as reflected by the 250 certifications across multiple technologies.

We endorse the full payment of technical training to our employees. Spoon Consulting encourages its employees to target the best in class certifications like the Salesforce Technical Architect certification.
Our collaborators are fostered to undertake as many technical self-training as possible so as to be recognised as highly qualified contributors.

Considering behavioural skills to be as important as technical expertise, Spoon Consulting has implemented training programmes for improving interpersonal & stakeholder relationships by focusing on skills such as communication, negotiation, leadership, public speaking, self-esteem, theatre and so on.

Spoon Consulting spares no effort to create a family atmosphere by organising frequent events like two team-building events per year, end of year parties and monthly happy hours.

In 2019, Spoon Consulting has broadened the horizons for its talented senior employees by creating an “Associate Manager” position; this aims to offer long-term careers and retain the best talents.

2) Overtime
Project Manager requests overtime from an employee under valid project circumstances. No overtime should be recorded in the Time Reporting without prior approval of the Project Manager. 
To meet critical deadlines, we expect employees to proactively manage to complete their work in additional hours however the employee must fill in the OneEye timesheet and request an approval from their Project Manager.
Employee is entitled to overtime paid up as per the below:
- Overtime at rate of 1.5 after achieving 8 hours during weekdays;
- Overtime on Saturday: rate 1.5;
- Overtime on Sunday: rate 2.0;
- Overtime on public holiday:
▪ for first 8 hours –at rate of 2.0
▪ After 8 hours –at rate of 3.0
- Instead of being paid, the employee may request a half or full day off equivalent to the accumulated overtime covered. In this case an email should be sent to the Executive Assistant cc the Project Manager.
- Half day = 4 hours of overtime
- One day = 8 hours of overtime
Overtime is paid on the next month's salary.

Salaries are reviewed once a year in July.

3) Promoting women in tech

Women in Tech aren’t exactly a rarity but being in a male-dominated industry can be an uphill battle. Technology is often described as one of the worst represented industries with women making up less than 20%.
We can help bridge the gender gap in several ways. First of all, through strong networks for women, role models, mentoring and sponsorship, we can cultivate a sense of belonging for women.
Spoon Consulting is engaged in attracting women in tech careers by setting role models for others and sharing about their inspirational stories, challenges and obstacles. At Spoon Consulting, we are committed to paving the way and opening more doors for women globally.

One of our initiatives was to create opportunities for our inspirational leaders to share their experience and journey as women role models. Recently, our co-founder and Managing Director, Zulaika Sunthbocus, gave a speech at the incubator ‘La Turbine’ to inspire young entrepreneurs and advise them on their career and the necessity to get out of one’s comfort zone to develop himself/herself.

Women in Tech Week is the flagship event celebrating women in tech in Africa. It is a unique opportunity for women across the globe to network, share, create supportive bonds and learn to increase professional impact through peer training and workshops. Our Director, Zulaika Sunthbocus was convinced about the opportunity to exchange ideas during the Women in Tech Festival, held in Mauritius. She went as a panelist and also a speaker to inspire the participants. During the last Women in Tech Festival, Spoon Consulting was particularly delighted to have three women on the podium of the Women in Tech Africa Awards 2019 for the category IT Professional of the year, Nazeleen Kurreembokus and Ashwina Seetaram as runner ups and Nivedita Jokhun, our Customer Experience Practice Manager, as the winner!

This year was also marked by others recognition, with Nivedita & Zulaika who have won the Africa’s Women Awards 2019.

Zulaika has also won during the Women of the Year Festival in Mauritius the distinction of “Exemplary Leader of the year in the category Science Technology and Innovation”.

4) Parenthood and work-life balance
4.1Work-life balance

The labour market jostles to attract and retain the best talents. In this regard, Spoon Consulting has always been very focused at being more agile, innovative and efficient but also more caring and attentive to the well being of our staff and clients.

Spoon Consulting makes it a priority to ensure that our workforce have a balance between corporate and personal responsibilities.

Since the beginning of Spoon Consulting, we have favoured the autonomy of our collaborators in the management of their working hours.

It is founded on the basis of trust and brings flexibility to the employees so as to contribute to the conciliation of working life and personal life.

Our Human Resources policy regarding leaves also provides great flexibility for employees irrespective of their seniority within the company.

In terms of meeting hours, collaborators are advised to schedule collective and recurrent meetings during normal working hours, between 9H30 and 18H30.

Collaborators also have the absolute right not to connect to their remote communicating tools after the working hours; they have no obligation to respond to emails or phone calls during non-working days (week- ends, vacations, sick leaves, public holidays, etc.) and non-usual working hours.

4.2Parenthood
Offering perks such as flexible working arrangements and improved maternity leave policies has become a requirement for us but retaining women in tech requires more than just providing baseline incentives.

We know that there can be a ‘motherhood penalty’, which can result in a career or monetary gap. Indeed, women are more likely to take on the bulk of the childcare responsibilities and work reduced hours. It can be hard to transition back to work after maternity leave. This crucial period where employees were out of the office for a few weeks can be particularly stressful for young parents in terms of endless new logistics.

Spoon Consulting facilitates the return after maternity leave by offering flexible arrangements (leaving early, working from home, etc.) so as to make sure our staff get back to its work steadily at their own pace.

Furthermore, young mothers are also paired with senior staff to exchange before and after their maternity leave in order to anticipate as much as possible their return conditions.
Spoon Consulting has also made sure nursery places are provided to its employees.

1) Fostering diversity

A lack of diversity carries with it a major opportunity cost, both for individual tech companies and the entire labour market.

Diverse teams, including those with greater gender diversity, are on average more creative, innovative, and, are ultimately, associated with greater profitability.

Spoon Consulting promotes the recruitment of very diverse profiles ensuring equality for all; diversity, irrespective of age, gender, nationality, social-cultural origin or religion, is clearly represented as natural in Spoon Consulting.

We are convinced that it enhances our agility, helps us innovate and better grasp subjects by considering different points of view while contributing to better our teams and decision-making processes.

Our human resources and inclusion policy is based on 3 pillars :
- Create, for everyone, the conditions to express his/her uniqueness and fulfill his/her potential

- Favor the integration of diverse profiles and set up plural teams capable of appreciating differences

- Act directly to promote equality for all

We know that to solve problems and be closer to our clients, we need to be inclusive of our diverse talents and use the power of our differences to achieve our goals. According to the recent study by McKinsey & Company, “Rebooting Representation: Using CSR and philanthropy to close the gender gap”, women are underrepresented in the tech sector, with them being only 26% of the total computing workforce.

We endeavour to maintain diversity and foster women employment - almost 53% of the total workforce of Spoon Consulting are women. Spoon Consulting encourages this diversity at all levels of the organisation with women holding as many senior positions as men.

Indeed, almost 46% of confirmed consultants are women and 52% of the total senior consultants are female. Even at managerial level, Spoon Consulting has engaged in promoting women, with over 40% of managing consultants being women. At Spoon Consulting, we empower women workers to succeed in tech. We focus on these particular success factors to maximize the impact of our investments in women employment:

- Create a sense of belonging

- Build her confidence in her abilities

- Cultivate a community of supportive peers.

Factors like parenthood and family responsibilities may affect women’s progress. But, women in general are also less likely to negotiate better pay or ask for promotions.

This is why we measure performance through objective metrics to promote people.
Taking into consideration the unconscious bias against women or mothers in particular, Spoon Consulting acts directly for the attractiveness & retention of women employees.

Our compensation policy is founded on strictly offering the same pay & benefits for female and male employees at equivalent jobs.

2) 80% of new offered position are for young graduates
Internship period from 3 to 6 months
Tunover increase quite limited in IT sector with 11% on average for the last 5 years

Spoon Consulting has writen an ambitious environemental policy.
At Spoon Consulting we are committed to building a better working world – one that includes sustainable growth. We recognise our obligation towards our people and the wider communities in which we operate to minimise the impact of our business operations on the environment. As such, the Firm is committed to this Environmental Policy and all of our people are required to cooperate to ensure that it is fully implemented.
In particular the firm will:
- Fulfil all compliance obligations including laws, regulations and other requirements such as the Carbon Reduction Commitment (CRC) and Carbon Trust Standards for Emissions and Waste relating to its environmental aspects to which the firm subscribes and where possible, aim to exceed their minimum requirements.
- Ensure the prevention of pollution.
- Aim to continuously improve our environmental performance.
- Minimise the consumption and wastage of natural resources as far as reasonably and economically practicable.
- Dispose of all waste according to the principles of the waste hierarchy.
- Encourage the use of travel options that minimise environmental impact.
- Incorporate environmental considerations into the acquisition and design of the firm’s buildings where possible.
- Ensure that consideration is given to purchasing environmentally sustainable products and services as well as considering service partners' environmental credentials in the selection process.
- Provide information, instruction and training to staff as necessary on the environmental impacts of the firm’s activities and on mitigating measures and initiatives to minimise these impacts.
- Integrate environmental considerations into key business decisions.
- Where appropriate, actively encourage our clients to adopt environmental and sustainability strategies.
- Regularly monitor this Policy to ensure that it remains in line with legislative requirements, the activities of the business and other relevant requirements. It will be regularly reviewed and revised as necessary in the light of relevant changes to these. This monitoring is part of the Health and Safety officer scope of work 
We are committed to limiting our impact on the environment.

AMBITION AND COMMITMENTS TOWARDS ENVIRONMENTAL ISSUES
At Spoon Consulting, we care for our environment and we want to bring a change in preserving it.
Spoon Consulting thrives in being supported by strong ambitions regarding environmental issues. We have issued an environmental policy to define our commitment towards minimising the impact of our operations on the environment. This policy is signed by each employee at his/her arrival to ensure full understanding and alignment with our commitment. We provide information, instruction and training to our employees as necessary on the environmental aspects of the firm's activities and on mitigating measures and initiatives to minimise these impacts.

We are doing our best to understand and mitigate our environmental impact.

LOCATION OF THE OFFICE
The choice of setting up the office in Moka was driven by the geographical area characterised by moderate temperature.
The location at the heart of the Island was a strategic choice of the founders of Spoon Consulting to ensure easy access for our employees all over the Island by public transport.

ENERGY MANAGEMENT
Vivéa Business Park offers undisputable advantages. Spoon Consulting also identifies Vivéa Business Park as an ideal place for environmental commitment. Indeed, Vivéa Business Park has chosen green energy provided by solar panels.
The building was also designed to favor natural air-cycling. Spoon Consulting uses ventilations systems centrally and reserves the use of climatisation only for small meeting rooms where the air does not circulate sufficiently.

The office of Spoon Consulting is adequately set up with very large bay windows, that enhance natural lightning.
The office is also equipped with a central lightning to diffuse lights in the open spaces. The office is equipped with energy saving LED light bulbs.

IT EQUIPEMENT & TELECOMMUNICATION
Spoon Consulting has installed rooms and spaces to help our collaborators phone or join video conferences without being disturbed.

Finally since our relocation to Vivéa Business Park, Spoon Consulting has installed video conference software like Google Meet, Skype, or Go To Meeting to enhance the quality and experience of virtual meetings and also decrease the frequency of business trips.

Spoon Consulting chooses to offer its employees efficient IT equipment, required for their activities, which implies a regular turnover, mainly 3 to 4 years for laptops.

Computers are equipped with energy efficient monitors. Spoon Consulting has decided to buy Lenovo laptops, that have been recently recognised among top companies going green in China for manufacturing and Supply Chain innovation. Besides, the brand we have also decided to buy only T and X series that received many recognition and certifications: EPEAT (rating in USA), and UL environment, reduced halogen, GreenGuard and Energy Star.

To extend the life of IT equipment, Spoon Consulting has also decided to give its collaborators the latest laptop models. The IT equipment that is not taken by collaborators, are stocked for later use.

As far as servers are concerned, we have decided to embrace cloud usage for our activities such as AWS, Salesforce or Google instead of having energy consuming physical servers.

WASTE MANAGEMENT
Spoon Consulting provides central bins in the kitchen for trash. Spoon Consulting does not provide any bins under desks so as to minimise waste and plastic bags.
Also, Spoon Consulting does not provide disposable coffee but instead, coffee powder is provided to reduce waste.
Filtered water is available with glasses and cups, discouraging single use plastic water bottles.

Finally, a special bowl has been provided to collect and dispose of old batteries for recycling.

Considerations are also ongoing regarding the choice of an e-waste collector so as to respond to our ISO 27001 stakes. The choice of an e-waste collector is necessary not only to respond to the necessity of data cleaning and erasing but also to go further with our ambition with waste management.

SENSITISATION CAMPAIGN
We raise awareness among our collaborators of the environmental impact of their business and work trips.
Spoon Consulting encourages the use of travel options that minimise environmental impact. This is the reason why Spoon Consulting has decided to promote the use of a new mobile application named “PickTeam@Work”, which is free, secure and easily downloadable. It aims at facilitating communication between co-workers from different selected companies to promote and encourage the concept of carpooling.

Spoon Consulting plans to organise some sensibilization campaigns so as to reinforce our ambitions and remind our collaborators about climate change. We also intend to draft a guide of ecological actions.

Spoon Consulting strives to set annual objectives and targets relating to our most significant environmental aspects (i.e raw materials management, waste management, business travel, procurement and employee awareness). We will soon measure our performance against these objectives and targets at least annually and report on our progress.

Being a responsible business starts with managing our business with ethics and integrity.
We are committed to upholding the highest ethical standards and conducting our business with the utmost integrity. Spoon Consulting culture thrives in being supported by a strong framework of internal and external expectations and requirements.

We have internal procedures to support the company's anti-corruption commitment, stated as below:

1)Conflicts of Interest
Spoon Consulting expects that employees will perform their duties conscientiously, honestly, and in accordance with the best interests of Spoon Consulting. Employees must not use their positions or knowledge gained as a result of their positions for private or personal advantage. Regardless of the circumstances, if employees sense that a course of action they have pursued, or are presently pursuing, or are contemplating pursuing may involve them in a conflict of interest with their employer, they should immediately communicate all the facts to their supervisor.

2)Outside Activities, Employment, and Directorships
All employees share a serious responsibility for Spoon Consulting’s good public relations, especially at the community level. Their readiness to help with religious, charitable, educational, and civic activities brings credit to Spoon Consulting and is encouraged when relevant as part of  our Corporate Responsibility Program. Employees must, however, avoid acquiring any business interest or participating in any other activity outside Spoon Consulting that would, or would appear to:
- Create an excessive demand upon their time and attention, thus depriving Spoon Consulting of their best efforts on the job.
- Create a conflict of interest - an obligation, interest, or distraction - that may interfere with the independent exercise of judgment in Spoon Consulting’s best interest.

3)Relationships With Clients and Suppliers
Employees should avoid investing in or acquiring a financial interest for their own accounts in any business organization that has a contractual relationship with Spoon Consulting, or that provides goods or services, or both, to Spoon Consulting if such investment or interest could influence or create the impression of influencing their decisions in the performance of their duties on behalf of Spoon Consulting.

4)Gifts, Entertainment, and Favors
Employees must not accept entertainment, gifts, or personal favors that could, in any way, influence, or appear to influence, business decisions in favor of any person or organization with whom or with which Spoon Consulting has, or is likely to have, business dealings. Similarly, employees must not accept any other preferential treatment under these circumstances because their positions with Spoon Consulting might be inclined to, or be perceived to, place them under obligation to return the preferential treatment.

1)Kickbacks and Secret Commissions
Regarding Spoon Consulting’s business activities, employees may not receive payment or compensation of any kind, except as authorized under Spoon Consulting’s business and payroll policies. In particular, Spoon Consulting strictly prohibits the acceptance of kickbacks and secret commissions from suppliers or others. Any breach of this rule will result in immediate termination and prosecution to the fullest extent of the law.

2)Spoon Consulting Funds and Other Assets
Employees who have access to Spoon Consulting funds in any form must follow the prescribed procedures for recording, handling, and protecting money as detailed in Spoon Consulting’s policies and procedures or other explanatory materials, or both. Spoon Consulting imposes strict standards to prevent fraud and dishonesty. If employees become aware of any evidence of fraud and dishonesty, they should immediately advise their supervisor or seek appropriate legal guidance so that Spoon Consulting can promptly investigate further.

When an employee’s position requires spending Spoon Consulting funds or incurring any reimbursable personal expenses, that individual must use good judgment on Spoon Consulting’s behalf to ensure that good value is received for every expenditure.
Spoon Consulting funds and all other assets of Spoon Consulting are purposed for Spoon Consulting only and not for personal benefit. This includes the personal use of organizational assets, such as computers.

3)Spoon Consulting Records and Communications
Accurate and reliable records of many kinds are necessary to meet Spoon Consulting’s legal and financial obligations and to manage the affairs of Spoon Consulting. Spoon Consulting’s books and records must reflect in an accurate and timely manner all business transactions. The employees responsible for accounting and recordkeeping must fully disclose and record all assets, liabilities, or both, and must exercise diligence in enforcing these requirements.
Employees must not make or engage in any false record or communication of any kind, whether internal or external, including but not limited to:
- False expense, attendance, production, financial, or similar reports and statements
- False advertising, deceptive marketing practices, or other misleading representations

4) Sensitization campaign
100% of our employees have signed an HR policy expressing all the commitments as described above
70% of our employees have received a training on ethics and integrity