Communication on Progress

Communication on Progress AB Nya Grand Hôtel

Participant
Published
  • 26-Apr-2018
Time period
  • April 2017  –  April 2018
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.

  • April 18, 2018

    To our stakeholders:

    I am pleased to confirm that AB Nya Grand Hôtel 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 sharing this information with our stakeholders using our primary channels of communication.

    Sincerely yours,

    Pia Djupmark, CEO

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.

  • The work environment is included as an integral and natural part of the company's overall operations. The minimum requirement is to comply with current occupational health and safety legislation, but we will constantly aim towards a higher level. Work environment involves all activities, equipment and premises as well as the way to manage and organize the work.

  • Implementation

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

  • AB Nya Grand Hotel has adopted a Whistleblower Policy to enable all employees of Grand Hôtel Group, business partners and other stakeholders to report serious misconduct in the company.
    CEO has signed the “NollTolerans” manifesto against sexual harassment issued by the hospitality industry employer organization Visita.
    Diversity is a natural part of our business. This means that everyone is treated equally both at recruitment, in staff development and wage determination. All assessment in this context is unbiassed.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We have initiated a mandatory online on-boarding tool for all staff to become informed and knowledgeable of the Human Rights policies at AB Nya Grand Hotel. By this method we can measure that all employees have actively been informed about Human Rights at our company.

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.

  • AB Nya Grand Hotel is an active member of Visita, the hospitality industry employer organization, which through collective negotiations with the hotel and restaurant workers’ union (HRF) and the white-collar trade union (Unionen) establish agreements that regulate employee wages and working conditions.

  • Implementation

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

  • We have two local branches of labor unions, white- and blue-collar workers, with monthly recurring discussion meetings.
    AB Nya Grand Hotel has a minimum age limit of 18 years for employment and does not accept child labor or work involving minors. AB Nya Grand Hotel does not allow any kind of non-voluntary workforce.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • We have initiated a mandatory online on-boarding tool for all staff to become informed and knowledgeable of the Labour Rights policies at AB Nya Grand Hotel. By this method we can measure that all employees have actively been informed about Labour Rights at our company.

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.

  • Applicable environmental legislation, regulations and other requirements to which the organization is concerned, and that environmental requirements are imposed on suppliers and products provide the basis for establishing and following up comprehensive and detailed environmental goals and improving environmental performance.

  • Implementation

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

  • We economise our resources and, as far as possible, use renewable natural resources in our work and integrate environmental issues into the supply of services and products. We separate the organic waste in our waste management to be recycled into biogas.
    We only acquire electricity that is environmentally friendly from wind power.

  • Measurement of outcomes

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

  • We measure our greenhouse gas emissions quarterly.

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.

  • We have signed the Swedish Code on Gifts, Rewards and other Benefits, administered by the The Swedish Anti-Corruption Institute (IMM).

  • Implementation

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

  • We refrain from giving and receiving any incentives, including gifts and entertainment, which may pose an unhealthy loyalty or perceived to do so.
    Personal relationships must not affect business decisions, appointments or terminations. To avoid conflicts of interest, employees may not work in parallel outside the company without informing the management.

  • Measurement of outcomes

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

  • All gifts, rewards and other benefits must be approved by the individual's senior reporting manager.