We are pleased to confirm that W Investments SA 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.

• Reference to the Universal Declaration of Human Rights or other international standards;
• Written company policy on respecting Human Rights and preventing potential abuses;
• Policy requiring business partners and suppliers to adhere to the principles on Human Rights;
• Assessment of Human Rights related risks and impact in industry sector and country of operation.

• Suggestion box, grievance mechanism;
• Awareness raising or training of employees on Human Rights;
• Consultation with stakeholders and affected parties;
• Allocation of responsibilities for the protection of Human Rights within the company;
• Human resource policies and procedures supporting Human Rights.

• Specific progress made in the area of Human Rights in the past reporting period;
• Information about how your company deals with incidents of Human Rights violations;
• Investigations, legal cases, rulings, fines and other relevant events related to Human Rights;
• Periodic review of results by senior management.

• Reference to polish law, ILO Core Conventions and other international instruments;
• Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labour, child labour and employment discrimination;
• Written policies that clearly state employee rights and responsibilities and their compensation and benefits;
• Policy requiring business partners and suppliers to adhere to the Labour principles;
• Assessment of labour related risks in the industry sector and country of operations;
• Specific goals in the area of Labour Rights for the upcoming year.

• Suggestion box, grievance mechanisms;
• Awareness raising or training for employees on labour rights and policies;
• Consultation with employees and other stakeholders;
• Allocation of responsibilities for the protection of labour rights within your organization;
• Human Resource policies and procedures supporting the Labour principles.

• Demographics of management and employees by diversity factors;
• Investigations, legal cases, rulings, fines and other relevant events related to Labour;
• Periodic review of results by senior management;
• Specific progress made in the area of Labour during the last reporting period.

• Assessment of the environmental footprint and impact of the company;
• Written company policy on environmental issues, including prevention and management of environmental risks;
• Policy requiring business partners and suppliers to adhere to the environmental principles;
• Describe specific goals in the area of the environment for the upcoming year.

• Awareness raising or training of employees on environmental protection;
• Initiatives and programmes to reduce waste materials and consumption of resources
(energy, fossil fuels, water, electricity, paper, packaging, etc.)
• Activities aimed at improving the energy efficiency of products, services and processes;
• Development and diffusion of environmentally friendly technologies;
• Raise awareness among suppliers by asking for the environmental footprint of products or services;
• Environmental management system to identify, monitor and control the company’s environmental performance;
• Allocation of responsibilities for environmental protection within the company.

• Investigations, legal cases, rulings, fines and other relevant events related to environmental principles;
• Specific progress made in the area of the environmental protection during the last reporting period;
• Periodic review of results by senior management.

• Assessment of risk of corruption and bribery in the company’s industry and country of operation;
• Written company policy of zero-tolerance for corruption, bribery and extortion;
• Reference to the UN Convention Against Corruption and other international instruments;
• Protocol to guide staff in situations where they are confronted with extortion or bribery;
• Policy requiring business partners and suppliers to adhere to the anti-corruption principles;
• Specific goals in the area of anti-corruption for the upcoming year.

• Suggestion box, grievance mechanisms;
• Awareness raising or training of employees about company's policies regarding anti-corruption and extortion (e.g. mailings, internet, internal communication);
• Allocation of responsibilities for anti-corruption within the company.

• Internal audits to ensure consistency with anti-corruption commitment, including periodic review by senior management;
• Investigations, legal cases, rulings, fines and other relevant events related to corruption and bribery;
• Specific progress made in the area of anti-corruption during the last reporting period.