Communication on Progress

Communication on Progress

Participant
Published
  • 09-May-2022
Time period
  • May 2021  –  May 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.

  • To All Stakeholders,

    Luanda, 9 May 2022

    Statement of Continued Support

    I am pleased to confirm that PI Advisory 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,

    Maurilson Ramos
    Managing-Partner

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.

  • We are very commited with the Universal Declaration of Human rights and we make sure that all of our employees respect such declaration.

    In addition, we have a training program in ethics and human rights to give the tools to our staff to comply with the human rights declaration.

  • Implementation

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

  • We have currently a training program to ensure that our staff comply with the human rights declaration.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Our senior management perform periodic reviews to ensure the compliance with the human rights in the company.

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.

  • Our company have a written policy regarding the labour rights, such as:

    - Not be harassed or discriminated against (treated less favorably) because of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history);
    - Receive equal pay for equal work.
    - Receive reasonable accommodations (changes to the way things are normally done at work) that are needed because of their medical condition or religious beliefs , if required by law.
    - Expect that any medical information or genetic information that they share with their employer will be kept confidential.
    - Report discrimination, participate in a discrimination investigation or lawsuit, or oppose discrimination (for example, threaten to file a discrimination complaint), without being retaliated against (punished) for doing so.

  • Implementation

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

  • We have a HR Manager that liaises directly with the Board of Directors to assist the staff on their labour rights.

    The Managing Partner is also directly responsible to supervise the HR of the company.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We monitor and evaluate the perfomence through periodic review of results by the Board of Directors.

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.

  • The company is currently engaged in ascertain how can be more active on environmental matters.

  • Implementation

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

  • The company is currently engaged in ascertain how can be more active on environmental matters.

  • Measurement of outcomes

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

  • The company is currently engaged in ascertain how can be more active on environmental matters.

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.

  • We have a company policy of zero tolerance for corruption, bribery and extortion.

    All the employees sign a statement adhering to our zero tolerance policy.

    We try to pass the same policy to our services providers and suppliers.

  • Implementation

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

  • We bring awareness to our staff on the anti-corruption policies through permanent training and participation in workshops.

  • Measurement of outcomes

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

  • The Bord of Directors monitors directly with internal audits to ensure consistency with anti-corruption commitment.