Communication on Progress

Communication on Progress

Participant
Published
  • 22-Dec-2016
Time period
  • December 2015  –  December 2016
Format
  • Stand alone document – Basic COP Template
Differentiation 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.

  • December 22, 2016

    To our stakeholders:

    I am pleased to confirm that The Color Club reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labor, 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,

    Carsten Conradt-Eberlin
    Chairman

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 Color Club’s policy:

    Our goal is to influence our employees and all of our business partners in respect of the Universal Declaration of Human rights and environmental protection.

    We have an Open door policy to provide a work environment that is free from elements that would deter employees from performing their best work.

    We follow the international/local regulations regarding Occupational Health Safety (temperature, humidity and lighting in all working areas and spaces as well as ensuring the correct height of tables), HIV/AIDs, protection of women. Applied regulations:

    - Decision No. 3733/2002/QĐ-BYT dated 10 October 2002, with 21 OHS standards, 5 principles and 7 OHS parameters;

    - Vietnamese Labor Code 2012

    - Law on HIV/AIDS prevention and control (No. 64, 2006 Edition)

  • Implementation

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

  • Our Actions:

    - The Color Club has a code of conduct to make our position clear to all of our suppliers, employees and partners.

    - The Color Club employees are requested to conduct themselves in a responsible, professional and ethical manner. Any unethical or dishonest behavior must be reported immediately to their Team Leader or Human Resource staff.

    - The Color Club employees and their families are not allowed to give or receive business gifts, favors from any customers or suppliers of The Color Club, except as approved by the company.

    - A company online system (separate portals for employees and clients) is used to encourage employees, clients and partners to report back if they suspect any wrongful doing in regards to our CSR guidelines or Code of Conduct.

    - The employees have been provided with an HIV/AIDS training program. The periodic plan for training HIV/AIDS and HIV/AIDS policy has been developing as part of company policy.

    - The employees have been provided with a Health and Safety training program on how to use fire extinguishers and respond in case of emergencies and how to set up the fire fighting program, specifically in the case of handicapped employees. A periodic plan for training is followed to engage and educate all new employees.

    - An information board showing all company activities is displayed in the staff kitchen/dining area.

    - There are 25 female employees amongst a total of 45 employees in the company (56%), meaning females hold a majority in our workplace. Moreover, there are 7 female employees in the management team, meaning that they take the key role in the company, its strategy and decision making.

    - The maternity policy is set in accordance with the Vietnamese Labor Code.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • No answer provided.
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.

  • The Color Club supports the United Nation Global Compact principles on Labor standards in addition to following Vietnamese Law on Labor rights.

    The Color Club’s policy:

    - We comply with the national laws pertaining to employment. We do not have any discrimination in relation to age, race, color, religion, sex, national origin or disability, either when making decisions about hiring staff or terminating employment.

    - Wage and Salary Disclosure: The Color Club adheres strictly to minimum wage standards as outlined by the Vietnamese Government in accordance with Vietnamese Labor Code 2012.

  • Implementation

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

  • Our Actions:

    - The identification of issues arising from “Quality of life at work” and “Skills and employee development programs” are written down and mutually agreed with employees and has been implemented since beginning of 2016.

    - The creation of Adult learning in the beginning of 2016 to develop soft skill for the leadership team.

    - We have a special policy to recruit handicapped people for basic jobs. Now there are a total of 10 handicapped employees employed by The Color Club - all men.

    - An pilot phase of our scheme, to recruitment, train, coach and motivate deaf people has been in operation since the beginning of November 2016. Results will be confirmed at a later date.

    - A training of basic Photoshop skills for underprivileged teenagers (from 17 to 25 years of age, from poor families, without education from schools in Saigon): The Color Club, partnered with Saigon Children Charity and Thang Long Vocational School,to give selected teenagers an opportunity in the development and establishment of their future careers. This project has run since September 2010. So far, we have taught 21 teenagers and hired 7 of them.

    - A support fee for English training for senior and leadership positions is set each year for the purposes of improving internal communication.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • No answer provided.
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.

  • The Color Club’s policy:

    We follow the international/local regulations regarding Occupational Health Safety (temperature, humidity, lighting in all working area, spaces as well as the height of tables), HIV/AIDs, Women promotion. Applied regulations:

    - Decision No. 3733/2002/QĐ-BYT dated 10 October 2002, with 21 OHS standards, 5 principles and 7 OHS parameters;

  • Implementation

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

  • Our actions:

    - Workshop training about Global Warming and Sustainability to raise awareness about reducing energy consumption and saving water has been given to all employees since 2010 and continues to be regularly updated for all employees.

    - Investment in a new printer from Fuji Xerox in order to reduce noise and dirt emissions at workplace.

    - An agreement has been signed with Fuji Xerox regarding the recycling of used toner cartridges - in place since June 2016.

    - A new drink water supplier (Ion Life) has been chosen as of September 2016 to increase the health and safety of employees.

  • Measurement of outcomes

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

  • No answer provided.
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.

  • The Color Club’s policy:

    The Color Club commits to follow and adapt the national laws regarding Anti-corruption and international best practise.

  • Implementation

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

  • Our actions:

    - A code of conduct policy has been set to make our position clear for all our suppliers, employees and partners.

    - A yearly financial audit by an external auditor has taken place every year since the company was established.

    - The Color Club employees and their families are not allowed to give or receive business gifts, favors from any customers or suppliers of The Color Club, except as approved by the company.

  • Measurement of outcomes

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

  • No answer provided.