Communication on Progress

Communication on Progress

Participant
Published
  • 04-Feb-2022
Time period
  • February 2021  –  February 2022
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.

  • LA SENTINELLE LTD

    4th February 2022

    To our stake holders:

    I am pleased to confirm that La Sentinelle 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,

    Areff Salauroo
    Chief Operating Officer

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.

  • * ensure workers are provided safe, suitable and sanitary work facilities
    * protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats
    * take measures to eliminate ingredients, designs, defects or side-effects that could harm or threaten human life and health during manufacturing, usage or disposal of products.

  • Implementation

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

  • * Suggestion box, Call center or grievance mechanisms
    * Awareness raising or training of employees on Human Rights
    * Human resource policies and procedures supporting Human Rights

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • *Periodic review of results by senior management

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.

  • * Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labour, child labour and employment discrimination
    * Written policies that clearly state employee rights and responsibilities and their compensation and benefits
    * Assessment of labour-related risks in the industry sector and country(ies) of operations
    * 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.

  • * Suggestion box, call center or grievance mechanisms
    * Awareness raising or training for employees on labour rights and policies
    * Health and safety procedures in place, regular meetings
    * Allocation of responsibilities for the protection of labour rights within your organization
    * Human resource policies and procedures supporting the Labour principles

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • * Periodic review of results by senior management
    * Demographics of management and employees by diversity factors (e.g. gender, ethnicity, age, etc.)

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.

  • * Assessment of the environmental footprint and impact of the company

  • Implementation

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

  • * Awareness raising or training of employees on environmental protection
    * Initiatives and programmes to reduce waste materials (e.g. recycling) and consumption of resources (energy, fossil fuels, water, electricity, paper, packaging, etc.)
    * Activities aimed at improving the energy efficiency of products, services and processes
    * Raise awareness among suppliers by asking for the environmental footprint of products or services
    * Environmental management system to identify, monitor and control the company's environmental performance
    * Allocation of responsibilities for environmental protection within the company

  • Measurement of outcomes

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

  • * Periodic review of results by senior management
    * 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.

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

  • * Suggestion box, call center or grievance mechanisms
    * 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.

  • - Demographics : Male - Female
    - Managerial : Male - Female

    - Injuries at Work during the year 2021 : None

    - Average Monthly Absenteeism during the year 2021: Below 2%
    - Using FSC and PEFC certified paper as raw material
    - Work Life Balance : Reduced working hours by 1 hour in 2021
    - Closely monitoring water quality
    - Remuneration strategy reviewed to ensure all employees earn well above national minimum wage.