Communication on Progress

Communication on Progress

Participant
Published
  • 29-Dec-2017
Time period
  • November 2016  –  November 2017
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.

  • 29 December 2017

    To our stakeholders:

    I am pleased to confirm that Bovill Holdings 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,

    
Rachel Aldridge
    Chief Operating Officer

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.

  • Bovill supports the Universal Declaration of Human Rights. Respect for Human Rights is incorporated into everything we do.

  • Implementation

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

  • All Bovill staff are able to confidentially disclose concerns regarding human rights abuses to our HR department. All our HR policies laid out in the Employee handbook and other documents support the upholding of all Human Rights.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • The Board take an interest in our record with dealing with Human Rights issues and all issues, should there be any, would be reported in that forum. In the history of the company there have been no reported instances of Human Rights concerns, or anything which would lead to Board to conclude that there was a material risk of Human Rights issues.

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.

  • One of Bovill's core aims is to maintain a stable and happy workforce and as such all of our policies and procedures are designed with employee well-being in mind. We have policies which explicitly condemn forced labour, child labour and employment discrimination. Our policies also clearly state employee rights and responsibilities and their compensation and benefits. We believe that our employee offering is market leading.

  • Implementation

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

  • We have a documented grievance procedure and employee are trained on its invocation. We have a health and safety policy which is rigorously enforced. We do not tolerate discrimination of any employee and have policies setting this out. We regularly measure employee satisfaction and address any issues that are raised.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We regularly review employee demographics and believe we have a strong balances of genders, races and ages. We have had no investigations or complaints in relation to any labour issues.

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.

  • Bovill has an environmental and sustainability policy which is reflected in all we do. We are committed to reducing our impact on the environment wherever we can and have a "green champion" who promotes such initiatives in the office.

  • Implementation

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

  • We are monitoring and trying to reduce our paper consumption. We ensure that electrical devices including lights are switched off when not in use. We use environmentally friendly comestibles where possible. Responsibility for environmental protection lies with the COO who is a Board member.

  • Measurement of outcomes

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

  • Performance is reviewed on an ad hoc basis. There have been no investigations, rulings or fines relating to 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.

  • Bovill has an up to date anti-bribery and corruption risk assessment and policy which is strictly enforced. Risk has been assessed to be low.

  • Implementation

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

  • Training is provided to employees every six months. All suppliers are requested to adhere to anti-corruption and bribery principles. Responsibility for policies lies with the COO who is a Board member.

  • Measurement of outcomes

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

  • There have been no incidents of investigations of bribery or corruption. Any such issues would be treated with utmost concern.