Communication on Progress

Participant
Published
  • 2021/08/01
Time period
  • August 2020  –  August 2021
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 Outpost24 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,

    Karl Thedéen, 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.

  • At Outpost24 we support and uphold the Universal Declaration of Human Rights and the European Human Rights Convention. We also feature this in our company policy to further integrate the international standards of human rights in our everyday life.

    During 2021, Outpost24 will re-structure our CSR work and we will present an annual report on our Corporate Social Responsibility work. Our measurable goals will be set from the UN's 17 sustainability goals.

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

  • All our new employees are obliged to read our Global Employee Handbook which includes our code of conduct and our values. The handbook also includes information about the whistle blower hotline, anti discrimination and anti harassment policy as well as our safety and health statement.

    In recruitments Outpost24 does not discriminate based on race, colour, national origin, ancestry, religion, sex, gender, gender identity, sexual orientation, political affiliations or activities, military service, marital status, pregnancy (including but not limited to childbirth and related conditions), age, physical or mental disability or medical condition (including but not limited to cancer and genetic information and characteristics), or any other applicable legally protected basis. At Outpost24, we use neutral language in our job advertisements and encourage everyone to apply, thus providing all candidates with an equal opportunity to apply.

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

  • Each year, Outpost24 performs an employee survey that measures all employees opinions regarding the company. Areas regarding Human Rights are included and being further analyzed by management and in the teams. We also perform annual performance reviews with each employee where the company's values are discussed.

    Outpost24 has not been subject to any investigations, legal cases or incidents involving Human Rights

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.

  • Outpost24 ensures that our company does not participate in any form of forced labour or forced servitude, by educating our employees on the dangers and the repercussions of such practices.

    Outpost24 supports the ILO Core Conventions and will not do business with any organization that uses forced labour or child labour. Outpost24 ensures to respect national and international labour laws and labour guidelines.

    Our employee handbook state our employees rights and responsibilities as well as compensation and benefits.

    During 2021, Outpost24 will re-structure our CSR work and we will present an annual report on our Corporate Social Responsibility work. Our measurable goals will be set from the UN's 17 sustainability goals.

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

  • In our largest office (located in Sweden) we have monthly office meetings regarding the work environment. The meetings are held by the employees and suggestions for improvements are continuously discussed. We also have a safety group where employee participants and managers meet on a regular basis to identify and mitigate risks regarding the physical and the psychosocial work environment.

    Outpost24 has implemented ISO27001, which is a standard for how to implement and manage a system for information security. The Outpost24-ISMS (information security management system) is a part of this. It ensures that we are aware of our risks, mitigate them properly and ensures that the controls are in place and working.

    Outpost24 has established clear anti-discrimination and anti-harassment policies that strictly prohibits workplace bullying in order to create a safe, innovative, mutually respectful workplace for all employees.

    During the year, Outpost24 has:
    - increased its employee pension contribution to 2,5%.
    - offered Special Leave Days. These days mean that you are entitled to time off from work with pay. Examples are Childbirth, Marriage, Bereavement Leave, Funeral, 50-year birthday and 10 years of service.
    - offered gifts for employees at special events such as childbirth, marriage, 50-year birthdays and 10-years of service.
    - From the 1st of June 2020, Outpost24 will provide sick leave compensation for employees based in the United Kingdom.

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

  • Each year, Outpost24 performs an employee survey that measures all employees opinions regarding the company. Areas regarding Labour rights are included and being further analyzed by management and in the teams. The results work as a base for top management decision's, for example raising the pensions is an result from this.

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.

  • Outpost24 has offices all over the world and therefore we have a lot of different ways that each office contributes to being more environmentally friendly. We do however strive to reuse and recycle any of the materials we use in the production of the new hardware product which we sell. Our largest footprints come from business travel. these have been minimized during the year due to the restrictions from Covid 19.

    During 2021, Outpost24 will re-structure our CSR work and we will present an annual report on our Corporate Social Responsibility work. Our measurable goals will be set from the UN's 17 sustainability goals.

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

  • In Outpost24, The Values Team has arranged a #trashtag day. This means that employees meet up in smaller groups in a specific region that is filled with litter and help each other to clean it up. This is a great opportunity to do something good for the environment and socialize with colleagues.

    When our employees travel for work, we book climate compensated airline tickets whenever airlines offer them.

    Instead of running multiple servers, Outpost24 is trying to virtualize as many services as possible. This means that we are running multiple servers on the same hardware, which saves a lot of energy.

    In Outpost24 we recycle as much electronics as possible. This means that we reuse old computers / items in computers or offer employees to buy their computer to avoid throwing it out. The only item from a computer that is destroyed when an employee leaves the company is the hard drive, which contains confidential information.

    In all our offices we recycle our waste.

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

  • Outpost24 has not had any reportable environmental incidents within the last year and has not been subject to any statutory notices or prosecutions.

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.

  • Outpost24 asses the risk of corruption when approaching new business, we make sure that all of our business partners are certified in Anti-Bribery. This information is apparent in our Anti-Bribery policy. We are dedicated to remaining honest and law abiding and have a zero-tolerance for incidents of bribery or corruption.

    During 2021, Outpost24 will re-structure our CSR work and we will present an annual report on our Corporate Social Responsibility work. Our measurable goals will be set from the UN's 17 sustainability goals.

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

  • Outpost24 still screens all of our potential and current resellers and distributors, to ensure that they live up to our Anti-Bribery standards. The Anti-Bribery policy is available on our website.

    All employees are still obligated to take our mandatory Anti-Bribery and Security course, every year, and we have a test at the end of the course, which the employee will have to pass to be registered as having completed the course. The questions of the test are based on the employees understanding and differentiating of when a gift or service can be considered a bribe.

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

  • All gifts have been evaluated by the legal counsel to ensure that no extra ordinary gifts have been provided to the employees. Outpost24 has not been involved in any legal cases, rulings or other events related to corruption or bribery.