Communication on Progress

  • 2022/05/19
Time period
  • April 2021  –  May 2022
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
  • 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.

  • Date: 21-05-2022
    To The Secretary-General,

    I am pleased to confirm that Wishtree Technologies continues its relentless support to The Ten Principles of the United Nations Global Compact on human rights, labour, environment and anti-corruption. With this communication, we express our intent to keep recognizing and implementing these principles. We are committed to making the UN Global Compact and its principles part of the strategy, culture and day-to-day operations of our company, and to engaging in collaborative projects which advance the broader development goals of the United Nations, particularly the Sustainable Development Goals.

    Wishtree Technologies has made a clear statement of this commitment to its stakeholders and the general public. We recognize that a key requirement for participation in the UN Global Compact is the annual submission of a Communication on Progress (COP) that describes our company’s efforts to execute the Ten Principles. We support public accountability and transparency and therefore reaffirm our commitment to submit a report on our progress at the end of every year according to the UN Global Compact COP policy, beginning in the year we joined the UN Global Compact. This includes:

    • A statement signed by the chief executive expressing continued support for the UN Global Compact and renewing our ongoing commitment to the initiative and its principles. This is separate from our initial letter of commitment to join the UN Global Compact.
    • A description of practical actions (i.e., disclosure of any relevant policies, procedures, or activities) that the company has taken (or plans to undertake) to implement the UN Global Compact principles in each of the four-issue areas (human rights, labour, environment, anti-corruption).
    • A measurement of outcomes (i.e., the degree to which targets/performance indicators were met, or other qualitative or quantitative measurements of results).

    Sincerely yours,
    Dilip Bagrecha
    Partner & Co-founder
    Wishtree Technologies

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.

  • Written policy to protect employees from workplace harassment with special emphasis on creating and maintaining a safe workplace for women

    Written policy to ensure a physically and intellectually safe discrimination-free work environment for a diverse workforce with respect to socio-economical backgrounds, geographical locations, and gender and sexual orientation

    Written policy for health and life insurance for all employees

    Written policy for covid related leaves and support for all employees

    Wishtree Technologies aims to be one of the top 50 preferred workplaces to work at by the end of 2023

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

  • Our offices are conveniently located and well-connected with respect to both private and public transport. There is complete electronic surveillance and 24/7 security personnel in both office buildings. We ensure employees are provided with safe, suitable and sanitary work facilities with dedicated caretakers and cleaning personnel for the office spaces, separate washrooms for male and female employees, water dispensers, and first aid kits available at both office locations

    Regular meetings are conducted to address all kinds of workplace harassment, including physical, verbal, sexual, or psychological abuse, or threats. Strict procedures and rapid action force in place to exercise an absolute zero-tolerance policy against harassment. Introduced one-stop official complaint communication procedures with same-day initiation of action against reports, with both the Human Resources manager and the leadership in the loop

    Group health insurance for all employees with digital health IDs, a large number of network hospitals with cashless hospitalisation facilities including hospitalisations related to mental health, and Covid-19 treatment, as well as Covid positive tests, are covered. Our group health insurance also supports pre and post hospitalisation, maternity, daycare, ayurvedic treatments, pre-existing diseases, ambulance services, dental consultations, vision check-ups, and discounted medicines

    The group health insurance provides the employees with the facility of telehealth consultations including but not limited to general/urgent requirements, nutrition/diet, paediatrics, gynaecology and obstetrics, sexual wellness, planning of surgeries, life coaching, veterinary consults, guided yoga sessions, and mental health

    Personal accident insurance for employees covers total temporary disability and children's education welfare fund for dependent children in case of the unfortunate death of an employee

    Policy written and implemented to ensure covid related leaves for the employee including vaccination leaves

    Work from home facilities for employees in order to maintain work-life balance

    Maternity Leaves according to the government standards

    Paternity Leaves (not mandated by law) to support employee well-being and establish family-friendly policies

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

  • Regular pulse surveys and open houses

    One-on-one meetings with the Human Resource personnel where employees are made aware of their rights and educated about general human rights policies and procedures of the company

    Periodic meetings with leadership and reporting managers to understand and solve any concerns the employees might be having

  • 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 ensure the elimination of forced labour, child labour and employment discrimination

    Written company policy with regard to zero pay discrepancy among male and female employees

    Target to create at least 100 new jobs by the end of 2023

    Wishtree Technologies is working towards creating equal employment opportunities while empowering employees with equal responsibilities and encouragement to exercise ownership of work and step up to take leadership roles

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

  • -Ensure that the company does not participate in any form of forced or bonded labour
    -Comply with industry wage standards
    -Flexible work hours for all employees
    -Ensure that employment-related decisions are based on relevant and objective criteria

    Upskilling of employees with sponsored professional development courses as well as financial support for fulfilling personal aspirations. Introduction of dedicated Learning & Development desks, and programmes providing internal and external mentorship to the employees

    Introduction of a specialised Talent Management Team to support the initiatives and responsibilities of the Human Resources Department

    Introduction of technical training programme exclusively designed for freshers employed with a firm objective to make them industry-ready

    Dedicated huddle rooms, cafeteria, and wellness rooms in both the office spaces

    Senior members are assigned as Buddies for new joiners so that the latter can settle well in their workplaces with minimum hassle

    Continued support towards Women’s Empowerment Principles as a WEP Signatory, with regard to maintaining zero pay discrepancy and an organizational structure free of gender gap per se

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

  • Regular quizzes and online and offline training sessions are conducted by internal and external personnel to continuously assess and update the knowledge of our employees

    Regular one-on-one sessions with the designated Buddies and the management

    Regular collaborative and educational exercises designed by the Human Resources Department with an emphasis on inter-employee exchanges, bonding, awareness about workplace politics, and combative techniques against negativity which might arise from differences of opinions

    Regular surveys on leadership and management techniques exercised in the organizational structure

    A specialized task force comprising of members from the human resources team and senior management to address concerns brought up by female employees

    Demographics of management and employees by diversity factor - gender
    Wishtree Technologies actively aims to maintain gender equality in the workforce, and so far, has been able to keep a fair ratio

    Male: Female ratio at Wishtree -
    50:50 for all levels
    45:55 for entry-level
    70:30 for senior-level

  • 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 its impact

    Written company policy on environmental issues, including prevention and management of environmental risks

    The goal of Wishtree Technologies is to keep moving toward Green IT

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

  • Efficient usage of computer applications and electricity with printed guidelines for best practices, put up in common areas for the employees

    Active observance by management and encouragement to employees to go paperless

    Use of designated recycle centres

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

  • Regular check on the various applications used by the employees at Wishtree

    Regular written updates are sent to employees to raise awareness about how to best maintain and be responsible members of a workplace that addresses environmental concerns

    Half-yearly workshops on maintaining ecological balance at a personal and group level

  • 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.

  • Wishtree Technologies maintains transparency in doing business and continues to follow all anti-corruption commitments

    The written company policy of zero-tolerance for corruption

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

  • Ensure that internal procedures are transparent and support the company’s anti-corruption commitment

    No-door policy and flat hierarchy are practised where any employee can approach any member of the management/senior management with regard to any issues they might be facing

    Internal communications strictly adhere to guidelines of transparency and anti-corruption

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

  • Regular open houses, pulse surveys, team meetings, one-on-one meetings, and internal and external audits are performed

    Regular written updates are communicated to the employees with guidelines and best practices for anti-corruption

    Dedicated personnel from the Human Resources department to take up strict corrective actions against corruption