Communication on Progress

Communication on Progress

Participant
Published
  • 01-Aug-2022
Time period
  • August 2021  –  August 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.

  • August 01st, 2022

    To our stakeholders:

    I am pleased to confirm that Adiantes Co., Lrd 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,
    Mr. Mauro Beck
    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.

  • • Written company policy on respecting Human Rights and preventing potential abuses (e.g. in code of conduct)
    • Assessment of Human Rights related risks and impact in the industry sector and country(ies) of operation (see Risk Assessment Report at The Human Rights and Business Project)

  • Implementation

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

  • • 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.

  • • Specific progress made in the area of Human Rights in the past reporting period
    • Information about how the company deals with incidents of Human Rights violations
    • Investigations, legal cases, rulings, fines and other relevant events related to Human Rights
    • Periodic review of results by senior management

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.

  • • 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
    • 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.

  • • Awareness raising or training for employees on labour rights and policies
    • Describe how the health and safety of all employees is ensured
    • Describe how the company prevents discrimination of all kinds and ensures comparable pay for comparable work
    • Consultation with employees and other stakeholders
    • Allocation of responsibilities for the protection of labour rights within your organization
    • 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.)
    • Describe how the company deals with incidents of violations of the Global Compact Labour principles
    • Investigations, legal cases, rulings, fines and other relevant events related to 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.

  • • Assessment of the environmental footprint and impact of the company
    • 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

  • 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 (e.g. recycling) and consumption of resources (energy, fossil fuels, water, electricity, paper, packaging, etc.)
    • Activities aimed at improving the energy efficiency of products, services and processes
    • Development and diffusion of environmentally friendly technologies
    • 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
    • Specific progress made in the area of the environmental protection during the last reporting period
    • 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
    • Reference to (or statement of support for) the UN Convention Against Corruption and other international instruments
    • 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
    • Allocation of responsibilities for anti-corruption within the company
    • Participation in industry initiative or other collective action on anti-corruption

  • 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
    • Specific progress made in the area of anti-corruption during the last reporting period