Communication on Progress

Communication on Progress

Participant
Published
  • 23-Oct-2015
Time period
  • October 2014  –  October 2015
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.

  • October 23 2015
    I am pleased to confirm that eManageAfrica LTD 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. In the last year we have advocated the ten principles in different forums including but not limited to Social media, companies monthly newsletters and training. What we have seen is a change in the mindset of our employees and our partners in how to deal with Gender equality and Corruption. Incidences are being reported to management and the appropriate actions are being taken to address such injustices.
    The management team at eManageAfrica believes that the ten principles of the Global Compact are beneficial to our organization and the people it serves. We further commit to keep emphasizing on the principles to make the area we primarily focus on a better place to live and work thus making the world a better place
    We also commit to share this information with our stakeholders using our primary channels of communication.
    Sincerely yours

    Stephen Mwangi
    Director of Operations

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.

  • New goals are currently being discussed and upon completion will be psoted

  • Implementation

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

  • A monthly training calender is posted with various topics. Human rights is one of the topics that is conducted by HR personnel. Staff have been allocated responsibilities accordingly to ensure that violations are being monitored and reported

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Thus far no incidences have been reported. ON a quarterly bases discussions with HR and management on this issue are discussed and addressed

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.

  • With the addition of HR personnel polices have been established, approved and training has been conducted to all staff. This is done on a quarterly bases to ensure that the policies are not just in books but are being adhered to

  • Implementation

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

  • In our organization we hired a HR personel to help with establishing guidelines and polices on labour

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We have grown as an organization and are encouraging women empowerments. Currently our staff ration is 2:3 Women:Men and are happy to state that salaries for all genders are equal

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.

  • at eManage Africa we have purchased Energy saver PC's , Laptops, Printers and light bulbs to help reduce excessive us of power.

  • Implementation

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

  • During out office training all staff members are provided with guidelines on how to protect the environment both at work and at home. We encourage recycling of paper and bottles

  • Measurement of outcomes

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

  • We have seen a reduction on out printing costs as the amount of paper purchased has reduced by 9%

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.

  • At emanageAfrica we discuss the importance ot working in a corruption free zone. We also advice our staff that nayone who offers, suggests or insinuates corruption, bribery or extortion will be terminated

  • Implementation

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

  • We have a whistle-blower policy where protection of the whistle-blower is protected.

  • Measurement of outcomes

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

  • We monitor all our clients and service providers with monthly internal reports asking staff to report any anomalies to management