Communication on Progress

Communication on Progress

Participant
Published
  • 18-Oct-2016
Time period
  • October 2014  –  October 2016
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.

  • I am pleased to confirm that Haramain Development Company reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption. Being the leading distributor of building materials in Sudan, it is important for us to ensure we comply by international standards and regulations. Importing products from around Europe, it is essential that our company and its partners function by the standards of the United Nations Global Compact.
    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,
    Saddig Mahmoud

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.

  • • Ensure workers are provided safe, suitable and sanitary work facilities

    • Protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats

    • Take measures to eliminate ingredients, designs, defects or side-effects that could harm or threaten human life
    and health during manufacturing, usage or disposal of products
    • Ensure all human rights are in place from the suppliers up to delivering the final product

  • Implementation

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

  • - Following UN human rights laws and regulations
    - Awareness raising or training of employees on Human Rights
    - Consultation with stakeholders and affected parties

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • - Specific progress made in the area of Human Rights in the past reporting period
    - Information about how the 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
    - External audits of Human Rights performance

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.

  • • Ensure that the company does not participate in any form of forced or bonded labour

    • Comply with minimum wage standards

    • Ensure that employment-related decisions are based on relevant and objective criteria

  • Implementation

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

  • - Following UN human rights laws and regulations
    - Awareness raising or training of employees on Human Rights
    - Consultation with stakeholders and affected parties

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • • Demographics of management and employees broken down by diversity factors (e.g., gender, ethnicity, age, etc.)

    • Rate of occupational diseases, injuries, and absenteeism

    • Employee satisfaction

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.

  • • Avoid environmental damage via regular maintenance of production processes and environmental protection system (air pollution control, waste, water treatment systems, etc.)

    • Ensure emergency procedures to prevent and address accidents affecting the environment and human health

    • Minimize the use and ensure safe handling and storage of chemical and other dangerous substances

  • Implementation

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

  • - Following UN human rights laws and regulations
    - Awareness raising or training of employees on environmental
    - Consultation with stakeholders and affected parties

  • Measurement of outcomes

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

  • - Information about how the company deals with incidents
    - Investigations, legal cases, rulings, fines and other relevant events related to the Global Compact environmental principles
    - Specific progress made in the area of the environmental protection during the last reporting period
    - Periodic review of results by senior management
    - External audits of environmental performance

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.

  • • Assess the risk of corruption when doing business

    • Mention “anti-corruption” and/or “ethical behavior” in contracts with business partners
    • Ensure that internal procedures support the company’s anti-corruption commitment
    • Ensure all partners avoid corruption

  • Implementation

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

  • - Suggestion box, call center or grievance mechanisms
    - Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion (e.g. mailings, internet, internal communication, etc.)
    - Allocation of responsibilities for anti-corruption within the company
    - Participation in industry initiative or other collective action on anti-corruption

  • Measurement of outcomes

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

  • - Information about how the company deals with incidents of corruption
    - 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
    - External audits of anti-corruption programmes