Communication on Progress

Communication on Progress

Participant
Published
  • 29-Sep-2022
Time period
  • September 2021  –  September 2022
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.

  • Amsterdam, September 2022

    To whom it may concern.

    We are pleased to confirm that BR-ND People 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,

    Alexander Koene & Kim Cramer
    Joint Leaders of BR-ND People

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.

  • All our co-workers enjoy safe, clean, and most inspiring workspaces.

    Our co-workers do not fear and have not reported being harassed during work, including physical, verbal, sexual, or psychological abuse. We offer a safe place where everybody is respected equally.

    We have a code of ethics and a whistleblower policy in place.

    We support the Initiatief Duurzaam en Verantwoord Ondernemen (IDVO) which is an initiative that safeguards human rights within organisations and their supply chains by changing Dutch company law. We are also part of the Interdependence Coalition, set out to change company law at a European level.

    We signed the B for Good Leaders Declaration, committing to guide our company to embrace a purpose-driven model that creates value for all, laying the foundation for collective actions and alliances, clearing the path for a new regenerative economy.

  • Implementation

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

  • We are actively jointly developing a serious business game to make individuals and their teams aware of Justice, Equity, Diversity and Inclusion.

    Our offices pass the highest worldwide standards in workspaces (WELL platinum certification and WELL v2 certificate).

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Zero cases of harassment

    Zero violations of ethics code

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.

  • We are committed to providing a fostering and open workplace for all employees in our flat-structured organisation, where employee rights and diversity are respected.

    We are devoted to providing equal rights for all genders, with no discrimination. We pay fair wages, and there are no compensation differences between genders.

  • Implementation

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

  • We pay our co-workers and temps more than minimum wage, resulting in much higher than industry average payments.

    Our organisational structure is flat, meaning all employees are encouraged to participate in all decisions relevant to their position within the company.

    Our leadership team consists of men and women, equally distributed.

    There are no gender differences with regard to compensation in our organisation.

    Our office hours are flexible, and we support working from home.

    We are actively jointly developing a serious business game to make individuals and their teams aware of Justice, Equity, Diversity and Inclusion.

    We ensure that we have a diverse workforce, considering various diversity metrics.

    Our offices pass the highest worldwide standards in workspaces (WELL platinum certification and WELL v2 certificate).

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • 50/50 Gender division of leadership

    100% of employees earn higher than industry average

    We have a board of advisors, with which we meet at least once a year to receive feedback on our organisational practices. This board is intentionally made up of diverse demographics, meaning youth and elder individuals coming from different cultural backgrounds and holding different nationalities originating from different geographies.

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.

  • We signed the B for Good Leaders Declaration, committing to guide our company to embrace a purpose-driven model that creates value for all, laying the foundation for collective actions and alliances, clearing the path for a new regenerative economy.

    We support the Initief Duurzaam en Verantwoord Ondernemen (IDVO) which is an initiative that safeguards good environmental practices within organisations and their supply chains by changing Dutch company law. We are also part of the Interdependence Coalition, set out to change company law at a European level.

    We are part of the SME Climate Hub, and use their tools to estimate and understand our emissions.

    We have made environmental pledges initiated by B-Corp partners, such as the Dopper Wave for reducing plastic pollution.

  • Implementation

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

  • We are based at Edge Olympics in Amsterdam, designed for superior environmental performance and BREEAM certified.

    We have a mobility policy which promotes walking or biking wherever possible or feasible, then public transport and only lastly allowing for transport by car or airplane. We got rid of our diesel car to switch to more sustainable transportation.

  • Measurement of outcomes

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

  • 3 pledges made to environmental initiatives

    Calculate company's CO₂e of estimated total emissions (Normative)

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 a publicly available anti-harassment policy, a whistle-blower policy, and a code of ethics.

  • Implementation

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

  • We exchange our code of ethics with all our clients, in which we specifically state we do not engage in bribery.

  • Measurement of outcomes

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

  • Zero cases of corruption