Communication on Progress

Wecol: Communication on Progress 2021

Participant
Published
  • 12-Oct-2021
Time period
  • October 2020  –  October 2021
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.

  • 12 October 2021

    To our stakeholders:

    I am pleased to confirm that Wecol Limited 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,

    Tapuwa Ndongwe
    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.

  • Wecol's goal is to influence our employees and all our business partners to respect the Universal Declaration of Human rights and environmental protection. In the next coming year (2022) we are committed to setting up a code of conduct and publish it on our website. This task will make it clear to all our suppliers, employees, and
    partners that we aim to meet the ISO 26000 standards and other international conventions.

  • Implementation

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

  • As a start-up, Wecol will recruit and train talent that will be champions at implementing the following:
    1. Design and publish a code of conduct that aligns with ISO 26000 standards
    2. Build awareness and get the company to buy into the Human Rights policy
    3. Develop a dedicated team to monitor progress and improve the policy

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • In the past year, we have not made tangible progress as we are in setup mode and the directors are currently onboarding talent. We shall measure the outcome in the coming year based on the policy devised and team members appointed to carry the task.

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.

  • In the coming year, Wecol will strive to know and implement the ILO Core Conventions that will guide us to respect and promote the principles and rights of labor. These rights will fall into four categories, which are:
    1. Freedom of association and the effective recognition of the right to collective bargaining.
    2. The elimination of forced or compulsory labor
    3. The abolition of child labour
    4. The elimination of discrimination in respect of employment and occupation

  • Implementation

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

  • 1. Design and implement a policy that ensures labor rights, health and safety, and a conducive working environment
    2. Training all employees on labor rights and policies
    3. Develop standard operating procedures that support labor principles

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • 1. Having policy documents in writing
    2. All employees are aware of their rights and adhere to the policies
    3. Set up an external auditing mechanism

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 business is centered around environmental impact, namely SDG7. We want to align all our activities with the SDGs. This inspired us to become a member of UNGC. Soon after signing up, we participated in the Young SDG Innovators Programme which was so successful we got an opportunity to showcase our project at the Uniting Business Live Summit 2021. We have onboarded a Head of Impact who is so eager to run the department that she is leading subsequent training like the SDG Ambition Accelerator.

  • Implementation

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

  • 1. Build the team's capacity to align with SDG with the guidance of UNGC
    2. Design and implement policies that are aligned with Science Based Targets
    3. Set benchmarks for scope 1, 2 and 3
    4. Design and build an energy management system that is linked to environmental performance

  • Measurement of outcomes

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

  • 1. The size of the impact team
    2. Emission benchmarks have been set
    3. External audits of environmental performance

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. Design a protocol to guide staff in situations where they are confronted with extortion or bribery
    2. Policy requiring business partners and suppliers to adhere to the Global Compact anti-corruption principles
    3. Align our activities the adhere to the UN Convention Against Corruption and other international instruments

  • 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 (e.g. mailings, internet, internal communication, etc.)
    2. Allocation of responsibilities for anti-corruption within the company
    3. Participation in industry initiative or other collective action on anti-corruption

  • Measurement of outcomes

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

  • 1. Standard operating procedures on how to deal with corruption and incidents related
    2. Leverage on blockchain management system