Communication on Progress

Communication on Progress 2022

Participant
Published
  • 21-Sep-2022
Time period
  • September 2021  –  September 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:
    I am pleased to confirm that Tofane Global] 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,
    Alexandre Pebereau
    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 code of conduct implemented .
    GDPR policy

  • Implementation

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

  • Code of conduct is part of the onboarding process
    Training on GDPR made mandatory

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • % of employees trained in GDPR from 0 to 80 % goal is to reach 100%

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.

  • Develop Training capabilty for each employees
    Enhance Gender egality
    Develop DEI

  • Implementation

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

  • No recruitment short list with only one gender; Promoting of iBASIS women in a women in tech magazine
    Engagement Survey
    Implementation Linkedin learning
    Launch iAccelerate (internal training platform)
    Connect & Learn (internal on line training sessions), Training on intercultural awareness, and on unconcious bias
    DEI is part of our quaterly newsletter

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • 35% of women (goal is to reach 40%)
    80% of employees get a training in 2021 goal is to reach 100%

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.

  • Develop solutions that allow employee to use video conference and not travels
    Calculate Carbon Foot print
    Support Charities working in the environment area(Impact day, all employees have been given one day to support a charity)

  • Implementation

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

  • First calculation of Carbon footprint Scope 1&2
    Participation of employees in charity working in the environement field (Plant trees in Portugal, maintain forest in France)

  • Measurement of outcomes

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

  • Reduce/ compensate Carbon foot print

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.

  • Implementation of an anti bribery policy

  • Implementation

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

  • Policy sent to every employee, mandatory online training on the new policy and annual refresh

  • Measurement of outcomes

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

  • 100% employees trained on the policy