Communication on Progress

Communication on Progress

Participant
Published
  • 03-Jun-2022
Time period
  • January 2021  –  December 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.

  • 20220602

    Please see page two in our annual report 2021.

    https://www.alligogroup.com/wp-content/uploads/2022/03/AlligoA%cc%8ar2021eng.pdf

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.

  • Reference to (statement of support for) the Universal Declaration of Human Rights in the Annual report
    Written Code of conduct company policy on respecting Human Rights and preventing potential abuses.
    Policy requiring business partners and suppliers to adhere to the Global Compact principles on Human Rights

  • 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
    Consultation with stakeholders and affected parties
    Allocation of responsibilities for the protection of Human Rights within the company
    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
    External audits of Human Rights performance

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.

  • Reference to ILO Core Conventions or other international instruments
    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
    Policy requiring business partners and suppliers to adhere to the Global Compact Labour principles
    Assessment of labour-related risks in the industry sector and country(ies) of operations

  • 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
    Consultation with employees and other stakeholders
    Allocation of responsibilities for the protection of labour rights within your organization
    Health and safety of all employees is ensured by occupational health care by the company.
    We have a discrimination policy to prevent discrimination of all kinds and ensures comparable pay for comparable work.
    Human resource policies and procedures supporting the Labour principles
    Participation in international framework agreements and other agreements with labour unions

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Demographics of management and employees by diversity factors (e.g. gender, ethnicity, age, etc.)
    Wistleblower function and HR of the company that deals with incidents of violations of the Global Compact Labour principles
    Periodic review of results by senior management

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.

  • Written company policy on environmental issues, including prevention and management of environmental risks
    Policy requiring business partners and suppliers to adhere to the Global Compact environmental principles
    Describe specific goals in the area of environmental protection for the upcoming year

  • 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
    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.

  • Information about how the company deals with incidents
    Investigations, legal cases, rulings, fines and other relevant events related to the Global Compact environmental principles
    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.

  • Assessment of risk of corruption and bribery in the company’s industry and country(ies) of operation
    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
    Policy requiring business partners and suppliers to adhere to the Global Compact anti-corruption principles

  • Implementation

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

  • Suggestion box, and grievance mechanisms
    Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion (e.g. mailings, internet, internal communication, etc.)
    Allocation of responsibilities for anti-corruption within the company

  • Measurement of outcomes

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

  • Information about how the company deals with incidents of corruption
    Internal audits to ensure consistency with anti-corruption commitment, including periodic review by senior management
    Investigations, legal cases, rulings, fines and other relevant events related to corruption and bribery