Communication on Progress

Communication on Progress

Participant
Published
  • 22-Jul-2022
Time period
  • July 2021  –  July 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 our stakeholders:

    Sustainability is our company priority to preserve our planet's long-term viability and adopt environmentally responsible business practices our clients can trust.

    Upon achieving these goals, by 2025, Altrum will be carbon neutral for emissions directly generated by our operations and will have reduced the environmental impact of emissions indirectly generated by these operations by half.

    It will be our contribution to global greenhouse gas reduction goals and – importantly – will be a meaningful reassurance for clients who want to celebrate achievements and inspire their people while minimizing their environmental impact.

    I look forward to our continued progress with this initiative!

    Sincerely yours,

    Louis-David Bourque
    CEO, Altrum Group

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 the Universal Declaration of Human Rights in regional employee handbooks (in progress)

    * Written company policy on respecting regional Human Rights law and preventing potential abuses (e.g. in code of conduct)

  • Implementation

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

  • * Suggestion box and grievance mechanisms

    * Awareness raising or training of employees on Human Rights

    * Consultation with the leadership team 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.

  • * Specific progress made in the area of Human Rights in the past reporting period (increase in training)

    * Information about how the company deals with incidents of Human Rights violations

    * Periodic review of results by senior management (in progress)

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 (discrimination, forced or compulsory labor, safe and healthy working environment, DHR grievance process, local protections)

    * Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labor, child labor, and employment discrimination - Compliance with NRLA in US-based business (collective bargaining and unionization) and collective bargaining in Canada

    * Written policies that clearly state employee rights and responsibilities and their compensation and benefits

    * Specific goals in the area of Labor Rights for the upcoming year (in progress)

  • Implementation

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

  • * Suggestion box and grievance mechanisms

    * Awareness raising or training for employees on labor rights and policies

    * Description of how the health and safety of all employees are ensured in various policies, posted in various locations, and measured via engagement survey

    * Anti-discrimination policies and yearly sexual harassment training

    * Comparable pay for comparable work based on regional industry reports and HR standards

    * Consultation with employees and other stakeholders via bi-yearly engagement survey

    * Allocation of responsibilities for the protection of labor rights within your organization

    * Human resource policies and procedures supporting the Labor principles

    * Collective bargaining agreements with local labor 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.)

    * Documented protocol for incidents of violations of the Global Compact Labor principles (Human rights, labor, and anti-corruption)

    * Investigations, legal cases, rulings, fines, and other relevant events related to the Global Compact Labor principles

    * Periodic review of results by senior management (collective bargaining), diversity factor review (in progress)

    * Specific progress made in the area of Labor during the last reporting period

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 complete (referenced 2019 assessed by Englobe with support from Quebec's EcoLeader fund)
    - Our Operations footprint (Scope 1 & 2) is 250 metric tons of CO2 emissions (less than 2 metric tons per employee) achieved by producing with one of the world's most renewable energy (Hydro Quebec) and by using recent, well-maintained equipment.
    - Scope 3 is the most meaningful (Product shipping, packaging, business travel, and waste disposal with shipping being most impactful). Scope 3 emissions total 1100 tons.

    * Written company policy on environmental issues, including prevention and management of environmental risks (In process)

    * Specific Goals in the Upcoming Year:
    1. More eco-friendly packaging
    - Sourced locally to reduce the carbon footprint, 100% recyclable, made from 78% recycled cardboard
    - New packaging uses 37% less packaging material, 87% less plastic material, 23.4% less cardboard, 86.4% less paper

    2. Carbon-neutral shipping and offsets

    3. Move towards more eco-friendly materials (roll out eco-green acrylic, recycle our own acrylic, promote recycling of glass, and use sustainable wood, aluminum, etc)

    4. Aggressive push on carbon neutral science-based targets by 2025

  • Implementation

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

  • * Awareness raising and consistent training of employees (and clients) on environmental protection and our policies (in progress)

    * Initiatives to reduce waste materials (recycling) and consumption of resources (packaging specific, energy)

    * Improvement of the energy efficiency of products, services, and processes (R&D of new materials and partners)

    * Development and diffusion of environmentally friendly technologies (R&D new machines)

    * Raise awareness among suppliers by asking about 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.

  • * Specific progress made in the area of environmental protection during the last reporting period

    * Periodic review of results by senior management

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.

  • * 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 or grievance mechanisms

    * Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion (cyber security training and handbook references)

    * 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

    * Disciplinary protocol related to incidents of corruption