Communication on Progress

Communication on Progress

Participant
Published
  • 27-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.

  • STATEMENT OF CONTINUED SUPPORT BY THE CHIEF EXECUTIVE OFFICER

    I am pleased to confirm that Third Generation Environmentalism Ltd (E3G) 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 sharing this information with our stakeholders using our primary channels of communication.

    Sincerely yours,

    Shane Tomlinson
    Acting CEO

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.

  • E3G ensures workers are provided safe, suitable, and sanitary work facilities checked by maintenance staff every 24 hours, following the regional laws where our offices are based. We carry out office-based Covid-19 risk assessments, and workstation risk assessments for pregnant women.

    Accidents in the workplace are logged and monitored.

    We have a Whistleblowing blowing policy offering staff guidance on how to raise concerns to our board members.

    E3G protects workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats. We have policies in place, published on our intranet site, accessible to all staff, which staff are introduced to during their initial induction sessions. The policies provide clear guidance on how to report concerns, and seek help from the appropriate channels, including Office Managers and our HR team.

    We have set up a monthly Workplace Forum consisting of representatives from each office, working in partnership with senior management, to enable staff to air concerns and raise issues anonymously. The Forum, which centres around staff well-being, listens, makes recommendations and put actions in place.

  • Implementation

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

  • No answer provided.
  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • No answer provided.
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.

  • We ensure that the company does not participate in any form of forced or bonded labour, and have an anti-slavery policy in place that all staff have access to.

    E3G complies with local living wage standards in each of our locations.

    E3G ensures that employment-related decisions are based on relevant and objective criteria.

    We are currently reviewing our recruitment processes to encourage more diversity, and are planning a Diversity Forum following the same structure as our Workplace Forum.

  • Implementation

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

  • No answer provided.
  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • No answer provided.
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.

  • We have introduced an online travel booking portal that monitors the pollution caused by our travel activities and advice customers before they book of more environmentally friendly options.

    We operate a global hybrid working pattern to minimise travel where possible and decrease our carbon footprint.

  • Implementation

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

  • No answer provided.
  • Measurement of outcomes

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

  • No answer provided.
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 an anti-corruption policy published on our intranet site.

    We assess the risk of corruption and conflicts of interest during our funding processes.
    We uphold “anti-corruption” and/or “ethical behaviour” in contracts with our partners and funders.

    We ensure that internal procedures support the company’s anti-corruption commitment.

  • Implementation

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

  • The formal induction of all staff draws attention to the issues, policies and procedures cited in this section. The induction process also formally refers to our being a signatory to the UN Global Compact and our adherence to the Principles regarding Human Rights, Labour, Environment and Anti-Corruption.

  • Measurement of outcomes

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

  • Demographics of management and employees are captured and reported on through our HR system. These are reviewed by our Senior Management Team at least monthly and reported to our Board(s) quarterly.

    Rates of occupational diseases, injuries, and absenteeism are logged and monitored through our HR system.

    We conduct an annual diversity survey which is reviewed by our senior Management Team, the outcomes of which are then published internally and discussed with all staff.