21st July 2022

To our stakeholders:

RE: UN GLOBAL COMPACT STATEMENT OF CONTINUED SUPPORT

I am pleased to confirm that Directory Publishers (Pvt) Ltd t/a DP printmedia 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,

Bradley Morgan Beale
Managing Director

Human Rights Statement
DP printmedia is committed to a merit-based work environment that supports, inspires, and respects all colleagues. In line with our values and affirmation of our long-standing practices, we strictly prohibit and do not engage in any forced or child labor.

The purpose of this statement is to affirm our established commitment to human rights and our commitment against contributing to, participating in, or enabling the use of child, forced, or exploited labor or forced or exploitative conditions and against assisting our clients in doing so in any way.
As a participant in the UN Global Compact, DP printmedia supports the Ten Principles on human rights, labor, environment, and anti-corruption; the Universal Declaration of Human Rights; and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work. We strive to adhere to the principles set forth in these standards, as aligned with those aspects that apply to our company and the services we provide, and comply with all applicable laws, wherever we operate.
DP printmedia respects our employees’ ability to agree to terms and conditions of employment voluntarily without coercion and to end their employment on appropriate notice freely. Further, we support the elimination of all forms of forced and compulsory labor and the effective abolition of child labor and human trafficking. Our Policy on Protection from Sexual Exploitation and Abuse and Child Protection, Policy on Work and Employment for Persons with Disabilities and Company Code of Conduct, country-level statements that further demonstrate our commitment to these principles, are freely available on request.
Specifically, DP printmedia is committed to compliance with all laws regulating minimum working age for each individual’s position, including any laws pertaining to the employment, apprenticeship, and internship of youths and students. We also strictly prohibit the use of forced labor and exploitative working conditions. “Forced Labor” is defined by ILO as “work or service which is exacted from any person under the threat of a penalty and for which the person has not offered himself voluntarily.”
It is a violation of this statement for any employee, in any way and in any process, to participate, enable, or cause any individual under the legal working age to be employed or engaged by DP printmedia; to contribute to, participate in, or enable any use of child, forced, or exploited labor or forced or exploitative conditions; and to assist our clients in doing so in any way and in any process.
As outlined in DP printmedia’s Company Code of Conduct, every employee has the right to address ethical concerns in good faith without fear of retribution, including punishment or harassment from employees, supervisors, or company management. We forbid retaliation of any kind against employees who, in good faith, report potential or actual ethical or legal violations.

The HR department is responsible for the protection of Human Rights within the company.

New employees are trained on Human Rights and existing employees have refresher courses.

The following policies are in place:
Policy on Protection from Sexual Exploitation and Abuse and Child Protection
Policy on Work and Employment for Persons with Disabilities
Company Code of Conduct

The HR department in conjunction with the Works Council report on Human Rights on a monthly basis.
This reporting includes:
Health and safety report
Incidents report
Investigations and disciplinary or other action

Human Rights Statement
DP printmedia is committed to a merit-based work environment that supports, inspires, and respects all colleagues. In line with our values and affirmation of our long-standing practices, we strictly prohibit and do not engage in any forced or child labor.

The purpose of this statement is to affirm our established commitment to human rights and our commitment against contributing to, participating in, or enabling the use of child, forced, or exploited labor or forced or exploitative conditions and against assisting our clients in doing so in any way.
As a participant in the UN Global Compact, DP printmedia supports the Ten Principles on human rights, labor, environment, and anti-corruption; the Universal Declaration of Human Rights; and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work. We strive to adhere to the principles set forth in these standards, as aligned with those aspects that apply to our company and the services we provide, and comply with all applicable laws, wherever we operate.
DP printmedia respects our employees’ ability to agree to terms and conditions of employment voluntarily without coercion and to end their employment on appropriate notice freely. Further, we support the elimination of all forms of forced and compulsory labor and the effective abolition of child labor and human trafficking. Our Policy on Protection from Sexual Exploitation and Abuse and Child Protection, Policy on Work and Employment for Persons with Disabilities and Company Code of Conduct, country-level statements that further demonstrate our commitment to these principles, are freely available on request.
Specifically, DP printmedia is committed to compliance with all laws regulating minimum working age for each individual’s position, including any laws pertaining to the employment, apprenticeship, and internship of youths and students. We also strictly prohibit the use of forced labor and exploitative working conditions. “Forced Labor” is defined by ILO as “work or service which is exacted from any person under the threat of a penalty and for which the person has not offered himself voluntarily.”
It is a violation of this statement for any employee, in any way and in any process, to participate, enable, or cause any individual under the legal working age to be employed or engaged by DP printmedia; to contribute to, participate in, or enable any use of child, forced, or exploited labor or forced or exploitative conditions; and to assist our clients in doing so in any way and in any process.
As outlined in DP printmedia’s Company Code of Conduct, every employee has the right to address ethical concerns in good faith without fear of retribution, including punishment or harassment from employees, supervisors, or company management. We forbid retaliation of any kind against employees who, in good faith, report potential or actual ethical or legal violations.

The HR department is responsible for the protection and training of labour rights and policies within the company.

The following policies are in place which prevent discrimination ensure health and safety and support Labour principles:
Policy on Protection from Sexual Exploitation and Abuse and Child Protection
Policy on Work and Employment for Persons with Disabilities
Company Code of Conduct

These address actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

The HR department in conjunction with the Works Council report on labour rights and policies on a monthly basis.
This reporting includes:
Health and safety report
Incidents report
Investigations and disciplinary or other action

DP printmedia Environmental Policy

Environmental Operations Philosophy

DP printmedia runs high quality processes with the least environmental impact. We are dedicated to creating a cleaner and greener culture by raising awareness of environmental issues, and strive to implement the latest applicable technologies across our business.

As a result, we eliminate emissions and reduce our carbon footprint in a variety of ways. We have a network of operations which facilitates delivery and local print distribution; a digital workflow system that includes digital proofing is used across all operations to reduce transport needs; full in-house service from pre-press to finishing is offered, minimising transport requirements; bulk ink deliveries further decrease requirements as well as the impact on landfills; and, automated systems in production processes reduce energy requirements and improve efficiency.

DP printmedia has taken the lead in the Zimbabwean print industry in recognizing the impact of print production processes on natural resources and implements practices and policies to minimize these effects. The company has invested vast sums in environmentally responsible practices to reduce, re-use and recycle while still delivering superior products.

DP printmedia Environmental Policy Statement

As a corporate citizen, we acknowledge the importance of preserving the natural resources that sustain all life on earth for future generations and accept our responsibility towards that achievement. DP printmedia is committed to the implementation of more environmentally stable business practices to minimize our ecological impact through proactively managing:

• PRODUCTION EFFICIENCY
• ENERGY AND WATER CONSUMPTION
• EMISSIONS
• WASTE REDUCTION

We differentiate ourselves as the leading environmental stewards within the Zimbabwe printing industry and are determined to maintain this standing. In pursuit of this objective, DP printmedia commits to the following:

1. Meet or exceed all the environmental regulations that relate to our organization.
2. Integrate environmental considerations with all our planning and decision making processes by implementing effective environmental management systems.
3. Promote resource sustainability by encouraging recycling and reuse of goods, implementing energy efficiency practices and reducing waste through efficient operations of our processes.
4. Minimizing emissions through the selective acquisition of new (environmentally efficient) equipment and the implementation of emission reduction technology where plausible.
5. Encourage improvement in environmental performance of our suppliers, through the development of environmental criteria in the awarding of contracts.
6. Raising the environmental awareness of our employees through the communication and promotion of environmental best practices throughout the company.
7. Proactive communication with our employees to ensure that they are all aware of environmental issue that impact our business and to create a sense of responsibility to our resources and community to ensure they fulfil and sustain our Organization’s commitment.
8. Help to inform and inspire peer companies, suppliers and customers as we continue to collaborate in advancing environmental transformation and improve sustainability within the printing and publishing industries.
9. Continuous improvement of our environmental objectives through the implementation of an environmental performance management framework and periodic reporting and reviewing.

Responsible Forestry

Under Antalis South Africa FSC® (Forest Stewardship Council®) FSC-C022948 CoC (Chain of Custody) certification DP print media only uses paper that is Forest Stewardship Council (FSC) certified as made from sustainable and managed forests, recycled paper or mixed sources. For more information on FSC managed, recycled
and mixed source paper please visit www.fsc.org.

FSC® is an independent verification that the products printed can be traced back from their point of origin to responsible, well-managed forestry, controlled and recycled resources.

Customers can choose from a range of international and regional environmentally sustainable paper stock options.

Sheet-fed Printing

The Heidelberg presses utilised produce no emissions. Their Alcolour Inking System keeps paper waste to absolute minimum levels. There is also reduced solid waste, energy consumption and use of chemicals. The presses accommodate alcohol-free printing using eco-friendly inks, which allow for excellent stability and performance, even at the highest speeds.

1. Meet or exceed all the environmental regulations that relate to our organization.
2. Integrate environmental considerations with all our planning and decision making processes by implementing effective environmental management systems.
3. Promote resource sustainability by encouraging recycling and reuse of goods, implementing energy efficiency practices and reducing waste through efficient operations of our processes.
4. Minimizing emissions through the selective acquisition of new (environmentally efficient) equipment and the implementation of emission reduction technology where plausible.
5. Encourage improvement in environmental performance of our suppliers, through the development of environmental criteria in the awarding of contracts.
6. Raising the environmental awareness of our employees through the communication and promotion of environmental best practices throughout the company.
7. Proactive communication with our employees to ensure that they are all aware of environmental issue that impact our business and to create a sense of responsibility to our resources and community to ensure they fulfil and sustain our Organization’s commitment.
8. Help to inform and inspire peer companies, suppliers and customers as we continue to collaborate in advancing environmental transformation and improve sustainability within the printing and publishing industries.
9. Continuous improvement of our environmental objectives through the implementation of an environmental performance management framework and periodic reporting and reviewing.

The HR department in conjunction with the Works Council report on environmental policies on a monthly basis.
This reporting includes:
Recycling report
Waste reduction report
Incidents report
Investigations and disciplinary or other action

ANTI-BRIBERY & CORRUPTION POLICY
INTRODUCTION AND PURPOSE
This policy commits DP printmedia to conducting business ethically and with the utmost integrity in all its operations.
The policy requires compliance with all applicable laws and regulations on bribery and corruption, including, but not limited to, the U.S. Foreign Corrupt Practices Act (FCPA), the UK Bribery Act 2010 (UKBA), and other applicable national anti-bribery statutes and implementing rules and regulations.
The purpose of the policy is to outline and explain the prohibitions against bribery and corruption in all of DP printmedia’s operations, to highlight the specific compliance requirements relating to these prohibitions, and to reinforce DP printmedia’s commitment to conducting business with the highest level of honesty and integrity. Violating applicable anti-corruption laws potentially exposes the Company, its employees and any third-party intermediaries (regardless of nationality or location of residence) to significant criminal and civil liability, fines and penalties.
Notwithstanding the above, the rationale for this policy is not just legal compliance: corruption is a major obstacle to poverty reduction and, by endorsing this policy, DP printmedia reiterates its strong commitment to adhering to the relevant standards set out in the United Nations Convention Against Corruption.
DP printmedia must not authorise or tolerate any business practice that does not comply with this policy.
SCOPE
This policy applies to the management, employees and contract workers of DP printmedia.
REQUIREMENTS
1. PROHIBITED AND RESTRICTED PAYMENTS
1.1. Offering, promising and authorising the giving of money, or anything else of value, to a government official in order to secure an improper advantage is strictly prohibited.
1.2. No employee may offer, give, promise or receive money, or anything else of value, to or from an individual or entity in the private sector in order to obtain an improper advantage.
1.3. Even the mere act of offering is prohibited, regardless of whether or not the item of value is actually accepted by the intended recipient.
1.4. The prohibition covers cash payments, benefits and favours. In certain circumstances, it also covers otherwise legitimate business expenditures such as gifts, entertainment, travel, donations, sponsorships or training.
1.5. The above-mentioned payments are prohibited regardless of whether or not they are made directly or indirectly through third party intermediaries.
2. PERMISSIBLE PAYMENTS
2.1. This policy permits employees to provide modest gifts, hospitality or certain other things of value to government officials and private individuals that are legal and directly related to the promotion or demonstration of the DP printmedia’s services or the performance of a particular contract with a government or state-owned or state-operated entity.
2.2. When deciding whether a gift is appropriate, employees must take into account any past, pending or future business or administrative matters that are within the recipient’s realm of influence. The timing and context of such gifting must be considered in order to assess whether any particular gifting could objectively be perceived as bribery.
3. TRAVEL, EDUCATION AND RELATED EXPENSES INVOLVING GOVERNMENT OFFICIALS
3.1. DP printmedia may accept requests to host government officials for training or other business-related purposes either at the Company’s facilities or at training events sponsored by outside vendors. The Company may also accept requests to host government officials at operational meetings, project meetings or other events.
3.2. The payment of travel expenses to any government official, within or outside their home country, requires the prior written consent of the compliance representative to ensure consistency with this policy and any applicable laws of the official’s country.
4. CHARITABLE DONATIONS AND SPONSORSHIPS
DP printmedia supports the making of contributions to the communities in which it does business and permits reasonable donations to charities and sponsorships. In this respect:
4.1. Reasonable steps must be taken to verify that any such contribution does not constitute an illegal payment to a government body or official or any individual in violation of this policy.
4.2. It may be permissible to make donations directly to a government agency (rather than to an individual government official) as part of a charitable effort or to promote goodwill through actions such as providing free products for a government-sponsored celebration.
4.3. All donations must adhere strictly to the requirements set out in the Gifts, Entertainment & Donations Manual and may not be used as a means to improperly influence business decisions.
5. THIRD PARTIES
5.1. DP printmedia can be held liable for the actions of third parties, particularly where a third-party intermediary performs services or otherwise conducts dealings, discussions or negotiations with public or private organisations for or on behalf of the Company.
5.2. The Company may be held responsible for the actions of third parties in, for example, giving or accepting bribes.
5.3. The Company may also be held accountable for failing to take sufficient steps to prevent third parties from participating in bribery or related conduct, whether or not the Company was actually aware of the alleged improper conduct.
5.4. Third parties must never be asked to engage in or condone any conduct that employees are prohibited from engaging in themselves under this policy.
5.5. Also, an employee must never turn a blind eye to suspected violations of this policy by third parties or disregard otherwise suspect circumstances.
5.6. The Company must never enter into any relationship with a third-party intermediary who will have substantive interaction with government officials on behalf of the Company without first inquiring into the third party’s background, qualifications and reputation.
5.7. The most important steps DP printmedia can take to protect itself from liability for improper payments made by a third party are to carefully choose its business partners, including agents and consultants, and to be aware of “red flags”.
5.8. Any employee seeking to establish a business relationship between the Company and a third party must, prior to engaging with the third party, carefully review and follow the due diligence process described in the Company’s third-party screening procedure.
6. FACILITATING PAYMENTS
6.1. DP printmedia does not allow the use of facilitating payments. Such payments may be considered a customary way of doing business in some countries, but it is important to understand that the anti-bribery laws of many countries prohibit such payments. Employees and third parties, in particular third-party intermediaries, are prohibited from making facilitating payments on the Company’s behalf.
6.2. Under exceptional circumstances, i.e. when an employee’s safety is at risk, a facilitating payment may be permissible.
6.3. When a payment has been made as per section 6.2, an incident report must be submitted to the management immediately.
7. BOOKS, RECORDS, ACCOUNTING AND PAYMENT PRACTICES
7.1. In order to prevent the possibility of bribes and kickbacks being paid or accepted, all DP printmedia business and financial records must fairly and accurately reflect each transaction involving Company business and/or the deployment of company assets.
7.2. Secret, unrecorded or unreported transactions are prohibited.
7.3. All expenses must be accurately accounted for, include appropriate supporting documentation and be promptly entered into company records before they are reimbursed.
7.4. The requirement under section 7.3 includes, but is not limited to, the accurate identification (in expense reports, related business and financial records) of all payments to third-party intermediaries acting for or on behalf of the Company.
8. DISCIPLINE
8.1. DP printmedia and its employees can be investigated by government regulators in different jurisdictions and, depending on the circumstances, prosecuted administratively, under civil law or under criminal law, which could result in severe fines and penalties, debarment and imprisonment if a violation of applicable anti-bribery and corruption laws and regulations is established.
8.2. Any employee found to be in violation of this policy will be subject to disciplinary action, up to and including termination of employment, in accordance with applicable laws and company policies.
8.3. Distributors, suppliers, agents, consultants and other third parties working for DP printmedia who are found to be in violation of this policy will be subject to termination of the business relationship as well as any other legal and remedial actions available to the Company under applicable law.
9. REPORTING BREACHES OR CONCERNS
9.1. It is the responsibility of all employees to ensure compliance with this policy.
9.2. Any employee who witnesses a breach of this policy is obliged to promptly contact management.
9.3. Any employee who is in doubt, suspects that this policy has been breached or has concerns about past or proposed actions by anyone at DP printmedia, or any third party working with the Company in any capacity, is encouraged to contact the managing director.
ROLES AND RESPONSIBILITIES
Board of Directors - Responsible for policy approval.
Compliance Officer - Policy owner with overall responsibility for corruption issues as described in this policy, and for ensuring that material corruption risks in the Company are duly attended to and communicated to the Board of Directors. Responsible for periodically assessing the effectiveness of this policy, the related manuals and screening procedures, and for reporting findings to Board of Directors. Responsible for (supporting) the implementation of the policy in the organisation via communication & training.

Managing Director - Responsible for ensuring that this policy is implemented and adhered to, and that all employees, third parties and business partners are made aware of the policy and its requirements. Responsible for annual sign-off on compliance with the policy. Responsible for conducting regular risk assessments.
HR Department - Responsible for carrying out training, monitoring and other activities as further detailed in the Anti-Bribery and Corruption Manual to assist in ensuring compliance with the policy.
Management, employees and contract workers of DP printmedia - Responsible for adhering to this policy.
DEVIATIONS
No exemptions from this policy can be granted unless there are exceptional circumstances. All requests for exemptions must be made in writing to the policy owner. The policy owner must assess and decide on each request individually. Exemptions must be duly logged and documented.
ASSOCIATED POLICIES AND MANUALS
• Anti-Bribery & Corruption Manual

ROLES AND RESPONSIBILITIES
Board of Directors - Responsible for policy approval.
Compliance Officer - Policy owner with overall responsibility for corruption issues as described in this policy, and for ensuring that material corruption risks in the Company are duly attended to and communicated to the Board of Directors. Responsible for periodically assessing the effectiveness of this policy, the related manuals and screening procedures, and for reporting findings to Board of Directors. Responsible for (supporting) the implementation of the policy in the organisation via communication & training.

Managing Director - Responsible for ensuring that this policy is implemented and adhered to, and that all employees, third parties and business partners are made aware of the policy and its requirements. Responsible for annual sign-off on compliance with the policy. Responsible for conducting regular risk assessments.
HR Department - Responsible for carrying out training, monitoring and other activities as further detailed in the Anti-Bribery and Corruption Manual to assist in ensuring compliance with the policy.
Management, employees and contract workers of DP printmedia - Responsible for adhering to this policy.

9. REPORTING BREACHES OR CONCERNS
9.1. It is the responsibility of all employees to ensure compliance with this policy.
9.2. Any employee who witnesses a breach of this policy is obliged to promptly contact management.
9.3. Any employee who is in doubt, suspects that this policy has been breached or has concerns about past or proposed actions by anyone at DP printmedia, or any third party working with the Company in any capacity, is encouraged to contact the managing director.

8. DISCIPLINE
8.1. DP printmedia and its employees can be investigated by government regulators in different jurisdictions and, depending on the circumstances, prosecuted administratively, under civil law or under criminal law, which could result in severe fines and penalties, debarment and imprisonment if a violation of applicable anti-bribery and corruption laws and regulations is established.
8.2. Any employee found to be in violation of this policy will be subject to disciplinary action, up to and including termination of employment, in accordance with applicable laws and company policies.
8.3. Distributors, suppliers, agents, consultants and other third parties working for DP printmedia who are found to be in violation of this policy will be subject to termination of the business relationship as well as any other legal and remedial actions available to the Company under applicable law.