1/4/17
To our stakeholders:
I am pleased to confirm that TTi 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 sharing this information with our stakeholders using our primary channels of communication.

Sincerely yours,
Lori Blaker
President and CEO, TTi Global

Policies for gender equality and human rights begin at the top. If the top of the house, or the top of the management team doesn’t value these principles, then they will not cascade down through the organization.

Being a woman owned business gender diversity is one of our top priorities. To achieve this, its needs to be monitored and measured. In our organization, its easier as the CEO is a woman, and is concerned and actively involved in woman advancing and succeeding. Three out of four senior roles in our company are filled by women. Our CEO makes sure the Senior Management team understands the key corporate values are gender diversity, human rights, doing the right thing, and honesty.

At TTi Global, we ensure workers are provided safe, suitable and sanitary work facilities in every market. It’s in our corporate handbook that workers are protected from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats. We have a zero-tolerance policy towards violence and harassment. We don’t believe a reputable company can operate without a strong policy against it. We work to make sure we have a clear view on what potential issues might be at a local level. From there each market adopts policies and procedures to address these issues.

We work with our HR teams across the company to monitor and track the progress of women and employee rights in our organization. Gender diversity is a main priority at TTi Global. Gender and workforce development have a place on every agenda of our management meetings. We track quarterly and discuss status at least twice a year at our yearly conference. This ensures the topic stays top of mind and we consciously work on developing and promoting opportunities. We are in the process of developing an organizational score card to measure our results. Our HR Director will develop and implement initiatives and then track and report on the methodology.
Our Global HR Director works weekly, monthly and annually to ensure employees can speak out and without fear of retribution. We also have an annual employee survey that employees and respond to anonymously. What then becomes important is employees feel comfortable in speaking up, and then management following through and investigating complaints. Complaints and incidents have been very minimal. When an issue or incident is reported, it is always investigated until resolution.

TTi Global has gone through a global study and review of pay structures in all markets around the world. There has never been or never will be a pay structure for men or a pay structure for women. Pay structure revolves around the complexity of the work, the required skill and knowledge levels, and by competitive market salary levels. We have salary bands. All people will be measured per their performance and job requirements and are always compensated appropriately. Gender doesn’t even enter the equation. Again, this approach needs to start at the top and be communicated and enforced at every level.

At TTi Global we encourage every single office to pick a cause and get involved. We believe in being good citizens in the communities in which we work and live. Our CEO is involved in several programs as a representative of the company and personally. Her involvement has set an example that is followed in all markets around the globe.

We ensure the health, safety and well-being of all women and men workers. We also invest in workplace policies and programs that open avenues for advancement of women and men at all levels and across all business areas. We also encourage women to enter nontraditional job roles.

We provide extensive amounts of on the job training to our employees. We ensure equal access to all company supported education and training programs, including literacy classes, vocational, and IT training.

We work with our HR teams across the company to monitor and track the progress of women and employee rights in our organization. Gender diversity is a main priority at TTi Global. Gender and workforce development have a place on every agenda of our management meetings. We track quarterly and discuss status at least twice a year at our yearly conference. This ensures the topic stays top of mind and we consciously work on developing and promoting opportunities. We are in the process of developing an organizational score card to measure our results. Our HR Director will develop and implement initiatives and then track and report on the methodology.

Our Global HR Director works weekly, monthly and annually to ensure employees can speak out and without fear of retribution. We also have an annual employee survey that employees and respond to anonymously. What then becomes important is employees feel comfortable in speaking up, and then management following through and investigating complaints. Complaints and incidents have been very minimal. When an issue or incident is reported, it is always investigated until resolution.

We also partner and work with other likeminded companies to support women and human rights. Our CEO believes a company needs at least 30% of women at each management level within an organization globally to ensure we will continue to grow and develop opportunities for women. We think once you hit a population of 30% the tide starts to shift and the diverse culture becomes more self-sustaining. Achieving a target management with at least 30% women leaders is the goal of our senior management team to accomplish!

Our procedure is to always assess the risk of corruption when doing business in any market. That’s why it’s important our management team globally knows the corporate values and ensure they follow them. We also make sure we hire people with the same values as the company. It’s important to ensure that internal procedures support the company’s anti-corruption commitment, and so far, we have never had an issue with corruption. Our CEO and Management teams are very involved at local levels.

Our Corporate Handbook, which is given to every employee mentions our values and they way to conduct yourself as a TTi Global employee. Our hiring practices ensure we are hiring people who fit our core values. We make sure they are the right fit, so we don't run into potential problems, like corruption, down the road.

To this day we have never had an issues regarding corruption in any market. We believe our hiring practices, and the values of the company have allowed us to operate without any issues. It is always monitored by management, and the fact our CEO is active at the local level helps. She knows all managers and travels frequently to monitor the business in those markets. A hands on CEO is a great way to stop corruption within an organization.