Communication on Progress

Participant
Published
  • 2014/03/03
Time period
  • March 2013  –  March 2014
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.

  • 3 March 2014

    To our stakeholders:

    I am pleased to confirm that Baker Tilly Merali's - Kenya 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,

    
Madhav Bhandari
    Managing Partner
    Baker TIlly Merali's CPA

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.

  • Baker TIlly Merali's is compliant with the International Standards on Quality Control (ISQC1) for audit firms which mandates us to address all Human Resource policies. All staff are informed regarding this and it is essential that all audit work is done in compliance with this standard.
    Our staff handbook covers office rules and regulations that deal with any potential abuses of Human Rights.

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

  • Our staff administrator deals with all Human Rights issues. Staff are also appraised by the line managers where any cases of abuse or the fear of an occurrence of an abuse, can be reported.
    The partners follow an 'open door' policy and staff are encouraged to see them if they wish to report any matter.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Partners review comments/discussions provided by the staff administrator on any instances that took place in the year. Remedial action to prevent and strengthen Baker Tilly Merali's HR system is taken. External HR consultants are engaged to advise as required.

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.

  • Partners and managers encourage staff to meet and associate. Partners meet with management on a monthly basis to discuss labour issues. The partners send out the message that Baker Tilly Merali's must uphold freedom of association and prohibits forced, compulsory behavior and child employment. The firm is in compliance with the Employment Act of Kenya which has specific guidelines on labour in line with the UN mandate.

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

  • Our staff salaries are in line with seniority of the staff and similar staff earn similar salaries. All staff are aware that any issues can be channeled to the staff administration if the line managers do not react.
    The partners invest annually, per budget, on new work stations and laptop computers . The firm has 4 cleaners to ensure improved working conditions and hygienic cleanliness.
    Office space is continually looked into for upgrading and improvements. The firm complies with he employment act and safeguards against any potential discrimination cases.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Management must report to the partner regarding any labor issues. The partners in turn, then approves the changes. Salary increments are done in comparison with other similar firms. We try and actively recruit women and men and all staff advertisements clearly states that.
    No preferential treatment is given except as permitted by the employment act.

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.

  • Baker Tilly Merali's is cognizant of the importance of the environment. Staff, client and partners are regularly encouraged to practice environmentally friendly practices.
    We are still looking into going totally paperless to save the environment.

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

  • Staff is continuously advised regarding paperless documentation. Usage of e-mail communication is mandatory to send reports and recycling of paper is highly encouraged. The boardroom is equipped with an air conditioner but is only utilized when absolutely necessary or if asked for by the client.
    All staff are made responsible for ensuring that light switches are turned off when they leave work,

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

  • All environmental issues are dealt with immediately and with common sense. All environmental laws under NEMA are complied with. Management reports are reviewed by the partners regularly.
    The firm continues to sponsor various environmental based events such as KWS Marine Park efforts through funding community based beach football tournaments.

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 a no tolerance policy for corruption, bribery and extortion. Staff are encouraged to declare any instances of conflict of interest or issues bordering on corruption. Staff are also trained to handle issues of possible corruption.It is a Baker Tilly Merali's policy to safeguard staff at all times.
    We have advised our clients to implement an anti-corruption policy.

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

  • Staff is trained to handle corruption cases. The managing partner takes full responsibility of any fraud cases or corruption.
    The handbook also covers issues of corruption and all staff are required to attend CPD training

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

  • We are in the process of creating an anti corruption policy