To our stakeholders:

I am pleased to confirm that Evaneos reaffirms our support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

As part of our first annual Communication on Progress, we describe some of our actions to improve our performance and better integrate the Global Compact and its principles into our business strategy, culture and daily operations.

Going forward, we are also committed to sharing this information with our stakeholders using our primary channels of communication and our annual impact report.

Sincerely yours

Eric La Bonnardière
Founder & CEO

In keeping with our mission of using business as a force for good, Evaneos has set up an internal playbook published on our intranet, as well as an external Code of Conduct. All of our employees as well as our suppliers, including our network of over 500 local agencies around the world, are contractually bound to these policies.

Both our Code of Conduct and the playbook were developed based on the standards of the UN Global Compact, the Universal Declaration of Human Rights and other international conventions. They are aimed at ensuring that all workers within our supply chain are protected from any kind of workplace harassment or threats to their health.

To deploy these standards, we have taken the following actions:
- Internally, the staff has elected a Employee representative Body (Comité Social et Économique*), which represents the employees’ interests in front of the management and can be (anonymously or not) contacted to report any kind of mistreatment, abuse or difficulties in the workplace.
- Additionally, all employees can anonymously submit questions to senior leadership, which will be publicly answered on a bi-weekly basis.
- Externally, we are continuously monitoring that the Code of Conduct is respected by all suppliers and we offer all stakeholders the opportunity to (anonymously or not) report any human rights violations. Any reported contravention of human rights will be documented and investigated; if validated, the responsible partner will be placed on probation and given a timeframe to address and resolve the issue. Continued non-compliance will result in the partner relationship being terminated.

*The purpose of the Comité Social et Économique is to consolidate in a single body the attributions of three different employee representatives bodies in French companies which are (i) the staff representatives (délégués du personnel), who are elected in companies employing at least 11 employees on an habitual basis, (ii) the works council (comité d’entreprise), and (iii) the health and safety committee (comité d’hygiène, de sécurité et des conditions de travail), both elected in companies employing at least 50 employees on an habitual basis.

Evaneos has not been involved in any investigations, legal cases, rulings, fines and other relevant events related to Human Rights.

100% of employees and external partners within our supply chain are informed about our internal staff playbook and/or our CoC for external partners. All partners in our global agency network are required to complete a 6-hour online training course to test their understanding about what they have agreed to when they sign their contract. Non-competition of this course results in commercial penalties for the partner (less business) as well as possible probation or termination of their partnership.

In keeping with our mission of using business as a force for good, Evaneos has set up an internal playbook published on our intranet, as well as an external Code of Conduct. All of our employees as well as our suppliers, including our network of over 500 local agencies around the world, are contractually bound to these policies.

Our policies explicitly require signatories to maintain a safe place of work and to provide workers with a fair wage, while respecting all national standards regarding minimum wages. The policies also follow the standards of ILO’s international labour standards on child labour.

We have set up a publicly accessible whistleblowing form on our website, where anyone can report violations of international labour standards within our supply chain.

Internally, Evaneos uses an anonymous surveying tool to continuously monitor the satisfaction, motivation, and wellbeing of all employees. All team managers regularly follow these results via the reporting dashboard and respond accordingly. The results are also regularly shared directly with senior management.

During the reporting period, our global employee satisfaction has always been between 7.8 - 8.0 (over 10) vs a range of 7.3 - 7.8 in the previous 12 month. Employees have reported a 7.8 score in wellness-related questions (including stress and personal health related questions) and a 8.2 in questions about alignment (including values, mission, ethics & social responsibility related questions).

Evaneos’ official gender pay equity score (according to the French Index de l'égalité professionnelle) is 81/100 for 2022, vs a required minimum of 75.

As a B Corp certified company with 89.6 points, our commitments and internal operations were thoroughly audited and we scored 37.6 points relating to labour.

In line with the ‘Carbon Neutral Now’ pledge of the UNEP, we measure and disclose our Scope 1, 2 and 3 emissions (first disclosure will be in 2022 effective from 2018). We work with independent experts to estimate and report our CO2e emissions in line with the standards of the international GHG protocol and the French Bilan Carbone. We are committed to setting realistic reduction targets and will share these publicly as well.

We recognise that the majority of our negative environmental impacts are linked to the trips sold by our local agency partners through our website. Therefore this is where we focus our efforts to reduce emissions.

We have a policy of sourcing our in-destination agency partners based on their social and environmental standards and commitments. We also regularly score each of our partners based on their demonstrated social and environmental performance (e.g. designing lower-carbon itineraries) and motivate their continuous improvement by rewarding the best performing partners in terms of social and environmental impact with more business and other important commercial perks.

We voluntarily purchase high-quality, certified carbon credits to offset all non-reduced CO2e emissions related to 1) the use of our office space and the business-travel of our staff (since 2018), 2) the digital carbon footprint associated with the maintenance and use of our websites (since 2019), and the estimated emissions of our travellers in-destination activities (since 2021).

We also educate, empower, and encourage our travelers to choose to travel with a smaller environmental impact, for example by travelling closer to home, less frequently and longer.

In addition to our work to report, reduce, and offset our CO2e/GHG emissions, we also work with local nonprofits and initiatives on other environmental priorities. We fund mangrove reforestation in at-risk coastal areas in Madagascar (commitment to plant 1,000,000 trees by 2025). And we support fair-trade jobs for women in India to collect and recycle ocean-bound plastic (commitment to collect the equivalent of 25,000,000 plastic bottles by 2025).

In an effort to minimise the negative impact tourism has on the environment, Evaneos has worked with expert organisations to offset over 27,500 tons of CO2(e) with certified carbon credits, planted 52,000 mangroves in coastal areas of Madagascar and collected over 26,000 kilos of ocean-bound plastic to date.

By regularly scoring each of the local travel agencies in our network based on their demonstrated social and environmental performance (e.g. designing lower-carbon itineraries) and by rewarding our best performing partners with more business and other important commercial perks, we are successfully improving the social and environmental impacts and operating standards of 100s of tourism businesses around the world. When we launched our internal scoring system in 2018 only 14% of partners qualified as "best performing." Now, in 2020, despite the fact that we have increased the rigour of our scoring system, now 40% of our partners qualify as "best performing."

Evaneos has a zero-tolerance policy for corruption, bribery and extortion both for direct employees, as well as agency partners within our network. Contractually, we require suppliers to conduct honest business and follow all local laws.

Internally, Evaneos maintained an excellent check and balance system over transactions. The records are maintained with proper proofs about where each Euro goes to and what is done with it. This information is checked and controlled by the finance and accounting department and ultimately reaches to the CEO and board of investors. Additionally, our books and accounts are subject to external audits annually.

Our books and accounts are subjected to statutory external audit annually. These audits are used as one of the methods of identifying any suspicious payments which could be related to bribery or corrupt behaviour. There has been no such incident reported in the period.
Evaneos has not been involved in any legal cases, rulings or other events related to corruption and bribery.