1st May 2017

To our stakeholders:

I am pleased to confirm that WS Insight Limited 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,

Tony Sugden
CEO

WS Insight fully supports the Universal Declaration of Human Rights, and is an active member of the International Code of Conduct for Private Security Companies (ICoCA). Insight's QA & HSE Manager John Davies is a Director of the ICoCA. The company maintains a written Human Rights policy and a code of conduct for staff and employees. The Human Rights policy is communicated throughout the company, is available for download on the company web-site, and forms part of the training syllabus.

The company maintains a code of conduct for staff and employees which is driven by the HR department and through the entity heads.

Business partners and suppliers undergo a vigorous evaluation process with particular regard to ethical conduct, and including adherence to the Global Compact principles on Human Rights.

Risks, including those relating human rights abuses, are considered and mitigated as part of the company's risk programme maintained by the quality management system (QMS) and as a requirement of ISO 9001:2015, to which we are independently certified, and also to PCS1 and ISO 18788 which we are targeted to achieve certification by September 2018.The company is about to carry out a Human Rights Risk Assessment HRRA as a requirement of the aforementioned standards, and membership of the ICoCA. The Company also plans to carry out an Ethical Risk Assessment over the next 6 months.

Further goals in the area of Human Rights for the upcoming year will include the execution of our Corporate Social Responsibility (CSR) policy which recently underwent board approval and is about to enter the implementation phase. This includes the rolling out of a malaria safe initiative for the benefit of staff and families.

The company implements and maintains a grievance policy and processes which are controlled by the QMS through the HR department. The grievance policy is wholly transparent and published on the company web-site. The grievance policy is open to internal and external parties - i.e. anyone who may be affected by the company's operations, and is a requirement of membership to ICoCA. The company further maintains an ethical conduct and whistle-blower policy, fully available to staff and employees, and there is a specific whistle blower confidential line and email address. The company also maintains a diversity policy and actively encourages the engagement of people who may find it difficult to obtain employment in our areas and spheres of operation. Our goal will be to show significant measurable improvement over the next 12 months.

All staff receive training in human rights which is documented and refreshed on an annual basis.

The responsibility for the protection of Human Rights within the company lies with the Group Quality Assurance and HSE Manager under the direction of the CEO, and in consultation with the various group areas of process and entity heads.

The greatest progress made during the past reporting period has been the creation of a specific human rights policy and the introduction of human rights training and refresher training for staff. Further progress is demonstrated by the creation of a CSR policy which is about to move into the implementation phase. This has received review by the board of directors and will continue to receive an annual review. Furthermore it is intended to form a CSR board sub-committee.

The company maintains a rigorous reporting system which is recorded and falls under documented internal audit. Incidents of human rights violations are dealt with via the aforementioned grievance and whistle-blowing processes, which would trigger a process driven investigation.

There have been no incidents of human rights abuses associated with the company during the reporting year, and no complaints or grievances lodged.

During the year, the company received a routine monitoring audit by the ICoCA and received a highly complimentary report. There were no issues arising in the area of human rights. Monitoring and evaluation will continue under the transition of process to align with PSC1 and ISO 18788 which is being undertaken across the group now, and to which we will have achieved independent certification by September 2018. As previously advised the company will shortly create a Human Rights Risk Assessment which will create tasking where appropriate and fall under review annually.

WS Insight Ltd fully supports the core conventions of the International Labour Organisation (ILO) and the relevant labour legislation in all of its operating countries. Furthermore WS Insight is registered with the local OHSE organs in each country and operates management systems in accordance with internationally recognised standards (OHSAS 18001).

Insight operates a comprehensive human resources department and maintains policies clearly stating employee rights and responsibilities, compensation and benefits. Alongside a detailed HR operating manual, employees are issued with an employee handbook outlining their rights and responsibilities, including code of conduct, terms and conditions of employment, benefits, disciplinary procedures, performance reviews and the company grievance procedure.

Partners and suppliers undergo a rigorous and documented process of diligence which includes a commitment to the adherence to the Global Compact Principals.

WS Insight operates a comprehensive risk management system which falls under obligations to ICoCA and compliance with PSC1 and ISO 18788. Labour related risks are considered and mitigated within this framework.

Organisational goals over the next 12 months will include improved communication of said labour policies throughout the organisation.

Insight maintains a comprehensive and process driven grievance policy with oversight from the International Code of Conduct (ICoCA). The grievance process is confidential, and available at company offices and for download from the company web-site. Insight also maintains a Whistle Blower policy driven via a confidential phone line and email address.

Labour and related policies form an integral part of basic and refresher training. Continuation training is maintained and strengthened via country welfare officers, and also a mentoring programme.

Insight acknowledges its duty of care towards staff and employees (and all those who may be affected by its operations), and maintains Health & Safety policies and procedures in accordance with OHSAS 18001 to which it is independently certified.

Insight maintains a policy on diversity in the workplace and endeavours to promote this policy through communication, awareness, management and training.

The Company regularly consults and communicates with employees and staff through internal messaging, a staff journal and through social media platforms. Furthermore a structured supervisory and mentorship programs allows for a free flow of communication both up and down the employment chain. Insight maintains a process of visually felt leadership which provides documented welfare and pastoral care.

Insight maintains a dedicated recruitment and selection process that ensures all applicants are above the legal age of 18 years old, and are not discriminated on the basis of age, religion, race, gender or age.

Insight maintains a structured Human Resources department which is directed at a group level and administered in-country. The Company's labour policies fall under external third party scrutiny of the ICoCA.

The company compiles and monitors performance by comprehensive monthly outputs across the group which are reviewed and assessed by the group executive team. Such statistics include, but are not limited to: diversity ratios, sickness returns, accident analysis, complaints and grievances, labour cases, supervisory interaction, mentorship, staff retention, health & safety returns and staff appraisals.

Any violations of the Global Compact Labour principals would be subject to a clearly defined investigation process, although to date there have been no incidents that have warranted said action.

All related outputs are reviewed monthly by the group executive team, and policy and processes subject to annual management review, which is documented under the requirements of our aforementioned certified standards which are subject to independent scrutiny by the company's certifying body and ICoCA certification and monitoring arms.

WS Insight supports a precautionary approach to environmental challenges and undertakes initiatives to promote greater environmental responsibility. The company encourages the development and diffusion of environmentally friendly practices.

Insight maintains an environmental policy, and aligns its practices in accordance with ISO 14001 alongside existing quality and health & safety management systems.

An annual risk assessment demonstrates that the company's activities have a relatively minimal impact on the environment, however this does not diminish its responsibility in this area, and the company's endeavour to minimise its environmental footprint. Insight complies with all local environmental requirements, and those of clients an stakeholders with whom it interacts.

Insight encourages workplace behaviour that promotes environmental stewardship and helps reduce energy consumption. Such steps include, but are not limited to:
- switching off lights, computers and air-conditioning when leaving offices or workstations
- effectively sealing the building envelope when using air-conditioning
- using double sided printing where practicable
- the proper disposal of waste (including batteries) and the use of re-cycling where possible
- the analysis of fleet fuel consumption, and the training in best practice driving techniques to promote fuel efficiency
- the insistence on suppliers that products and services are provided from sustainable sources
- communication and awareness training to all staff in the importance of environmental initiatives and practices

The stewardship of the company environmental policy is the responsibility of the Group QA & HSE Manager, and disseminated throughout the operation via a dedicated organisational structure

The company carries out annual environmental risk analyses. To date there have been no incidents of non compliance with ISO 14001 guidelines, and Insight has not been subject to any statutory notices.

The company has recently commenced the internal auditing of each entity against ISO 14001 as part of the QA/HSE audit round and will being reporting appropriately, raising non-compliance if required, implementing mitigating action, and setting out an annual environmental plan for periodic evaluation and monitoring.

Incidents will be subject to appropriate investigation and mitigating action as part of the defined policy and accompanying processes.

WS Insight is committed to maintaining the highest standards of honesty, openness and financial accountability. The Board considers all malpractice with the utmost priority, whether it may be committed by senior managers, staff, suppliers or contractors.

Insight has zero tolerance for corruption. Company policy prohibits bribes and facilitation payments of any kind and the company believes it is important for organisations to play a major role in identifying and eradicating corrupt business practices. It therefore supports the objectives of the UK Bribery Act passed in 2010, and the UN Convention Against Corruption. Whilst Insight believes its existing framework and the nature its business to uphold the law and protect clients from criminal activities of all kinds, embodies the core principals of the act and convention, the company maintains close vigilance on required measures and the adequacy of its existing approach.

The company maintains an Ethical Conduct Policy which is communicated throughout the operating entities, and available for download on the company web-site. Ethical conduct messaging is communicated across the group in the form of poster campaigns, an internal magazine and social media platforms. These give guidance on what action to take when confronted with extortion or bribery. The company maintains a whistle-blower mechanism in the form of a confidential phone line and email address.

Suppliers are obliged to undertake a comprehensive ethical conduct diligence process prior to entering into a contract.

The company's main goal is to carry out an ethical risk analysis during the coming year as part of its overarching risk management protocols and obligations under its membership of ICoCA and compliance with associated standards PSC1 and ISO 18788.

As described herein the company maintains an Ethical Conduct Policy which is communicated throughout the operating entities, and available for download on the company web-site. Ethical conduct messaging is communicated across the group in the form of poster campaigns, an internal magazine and social media platforms. These give guidance on what action to take when confronted with extortion or bribery. The company maintains a whistle-blower mechanism in the form of a confidential phone line and email address.

Further to this, ethical conduct is included in staff basic training as an individual module of the training syllabus. This is further strengthened by continuation and refresher training.

Suppliers are obliged to undertake a comprehensive ethical conduct diligence process prior to entering into a contract.

Any breach of the company's ethical conduct policy is investigated and where appropriate brought to the attention of the relevant authorities in the country of operation.

Insight is further subject to external third party scrutiny by virtue of its membership and active participation with the International Code of Conduct (ICoCA) and its monitoring function.

The responsibility of the application of ethical conduct across the group lies with the company's compliance officer, who sits on the group executive teams and reports to the board of directors.

As previously mentioned the company investigates any incidents of corruption and appropriate action is determined by the board of directors.

The company maintains a full time internal auditor, whose outcomes are regularly reviewed to ensure consistency with the company's anti-corruption commitment and its exposure to reputational risk.

To date there have been no allegations of corruption that have required investigation.

Insight will carry out an extensive ethical risk assessment over the next 12 months, to identify possible areas of weakness, and implement appropriate mitigating action. This will provide measurable platforms and targets for appropriate review.