What are the material issues the company has identified?

In its 2019 Annual Review & Sustainability Report Endeavour identified a range of material issues, such as profitability, environmental compliance, job creation and local procurement, community impacts and investment. Among these, promoting employee satisfaction stands out as a key material issue for Endeavour.

Stakeholder engagement in accordance with the GRI Standards           

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Endeavour engages with:  

Stakeholder Group

Governments & Regulators

Industry Associations

NGOs

Labour Unions

Local Communities

Employees & Contractors

Customers/ Buyers

Suppliers

Shareholders

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Endeavour conducted 10 interviews with the management team and 198 employee surveys, along with 44 external interviews with representatives from stakeholder groups.

What actions were taken by Endeavour to promote employee satisfaction?

In its 2019 Annual Review & Sustainability Report Endeavour reports that it took the following actions for promoting employee satisfaction:

• Respecting freedom of association
• Endeavour respects its employees’ right to freedom of association and collective bargaining. In 2019, Endeavour had collective bargaining contracts with two unions: one at El Cubo and the other representing the miners at Guanaceví, Bolañitos and El Compas. Endeavour seeks to maintain positive relationships with both unions and has been able to negotiate contract renewals through effective collaboration.

• Embracing diversity and inclusion
• Diversity, inclusion and equal opportunity are important principles to Endeavour, as a diverse workforce provides a broader range of skills, experiences and ideas to keep the company strong and progressive. Endeavour’s commitment to gender equality includes equal pay for equal work. Men and women should receive the same remuneration for the same position at all of its operations, subject to their training, experience and performance.

• Fostering good working conditions
• Endeavour respects national and international labour standards that protect and guarantee basic rights for all. This includes its commitment to provide good working conditions, including adequate facilities and competitive benefits. Endeavour believes that rewarding people through a well-designed compensation and benefits programme enhances its ability to attract, retain and motivate talented and loyal employees. This is especially relevant in a country such as Mexico, which has a large, active mining sector, thereby making the labour market for qualified workers very competitive. Endeavour significantly exceeds legal minimum wage at all of its work sites in Mexico. Three of its mines are within or near communities, so workers are able to return to their homes following their shifts. Because Guanaceví is in a remote location, some workers live in a camp on-site, which includes living accommodations, lunch and dining rooms, and cleaning services.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 405-1 Diversity of governance bodies and employees

3) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

Disclosure 405-1 Diversity of governance bodies and employees corresponds to:

• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.1, 5.5
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

 Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.8

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Endeavour, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Endeavour: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2019-20 Sustainability and UNGC Communication on Progress Report GFCL identified a range of material issues, such as economic performance, process safety and emergency preparedness, environmental compliance, anti-corruption, occupational health and safety, climate change. Among these, promoting employee welfare stands out as a key material issue for GFCL.

Stakeholder engagement in accordance with the GRI Standards                        

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups GFCL engages with:

Stakeholder Group	Method of engagement
Investors / Shareholders	·      Investor meetings ·      General Meetings ·      Annual Report ·      Press Briefings
Customers	·      Customer visits by Sales and Marketing team ·      Technical support interaction ·      Regular Conferences ·      Trade fairs ·      Product brochures and website
Suppliers	·      Vendor Satisfaction surveys ·      Vendor meetings ·      Vendor capability webinars
Employees	·      CEO talk ·      Employee Surveys ·      Joint Committee forums ·      Company In-House Magazine ·      Let’s Talk and Stay interviews ·      E-mail Communication ·      HR Buddy ·      Ethics Line
Community	·      Public Hearing ·      Community meeting with Community leaders ·      CSR Cell engagement with community ·      Community Development programmes and events ·      Community Development Newsletter
Regulatory and Government Bodies	·      Participation is Seminars and events organised by the Regulatory Bodies ·      Making representations whenever required
Industry Bodies and Media	·      Press Conferences ·      Regional and national conferences and seminars of Industry Bodies ·      Memberships
Educational Institutes	·      Campus engagement ·      Annual Senior Management Lectures ·      Annual MOU

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics, GFCL conducted a survey to objectively capture the opinion of all stakeholder groups on the importance of sustainability topics. The survey questionnaire was rolled out to approximately 230 individuals across the different stakeholder groups. Out of these, a total of 128 individuals responded by giving a rating against each sustainability topic, based on their view regarding its importance.

What actions were taken by GFCL to promote employee welfare?

In its 2019-20 Sustainability and UNGC Communication on Progress Report GFCL reports that it took the following actions for promoting employee welfare:

• Offering benefits
• GFCL’s employee policies and benefits apply to company employees globally at all levels of the organisation while due to local laws and regulations, some policies and benefits vary by country and work location. These benefits include Group Medical Insurance, Personal Accident Insurance, Leaves, Flexi Work schedule, Loans & Advances, Free Transportation, Canteen Facility, Uniform and other Social Security benefits. The company medical insurance scheme voluntarily covers all employees and their immediate families, under a Group Medical scheme. Employees are also covered under an Accident Insurance scheme. GFCL has well-defined policies in place in this regard: ‘HR/33 – Group Medical Insurance’ and ‘HR/34 – Group Personal Accident’ for all employees. These policies are a part of the HR Operations Manual and Employee Handbook. All employees, including trainees and employees on probation, are covered under these policies. All labour/workers of contractors who work in GFCL’s premises are also covered under a group accident insurance scheme, the cost of which is borne by GFCL as the principal employer. In addition to other employee benefits, GFCL also extends social security benefits to its employees which include employer’s contribution to Provident Fund, Pension scheme and ESIC (Employees’ State Insurance Corporation) coverage for employees who are not covered under group medical reimbursement scheme. GFCL also pays Gratuity under Payment of Gratuity Act, 1972 to its employees and Bonus or Ex-Gratia at the rate of 20% of the basic salary (to labour/workers of contractors who are working in its premises, too).

• Promoting work-life balance
• To facilitate better work-life balance and encourage punctuality and discipline in regularity of attendance among employees, GFCL has an established leave policy for availing leaves as per the entitlement. Benefits on account of flexi-timing system, an alternate Saturday extended weekend, are also provided to employees working in specific offices. Leaves are generally of three types: privilege leave, sick leave and casual leave. GFCL also makes sure that all labour/workers of contractors are provided leaves as per the Factories Act, 1948. In addition, GFCL extends special leave when an employee joins or gets transferred to a new location, to support them during relocation. GFCL applies the following policies in this regard: ‘HR/50 – Guideline on Working Hours’, ‘Late Attendance and Extended Alternate Saturdays Off’ and ‘HR/52 – Guideline on Over Time’. At manufacturing plants, GFCL has a standardised process for the Administration of Overtime. All technicians and trainee technicians in the technician grade/level, as applicable in the respective plants, are covered in this policy. Furthermore, all the women employees are entitled to avail child-care leave as per the Maternity Benefit Act. These matters are covered in the Employee Handbook and awareness sessions are held regularly, with contract workers also offered an awareness programme on these subjects.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 401-3 Parental leave

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

Disclosure 401-3 Parental leave corresponds to:

• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.1, 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by GFCL, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to GFCL: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2018 Sustainability Report Wharf REIC identified a range of material issues, such as customer privacy, socioeconomic compliance, marketing and labelling, environmental compliance, training and education. Among these, attracting and retaining talented professionals stands out as a key material issue for Wharf REIC.

Stakeholder engagement in accordance with the GRI Standards                        

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Wharf REIC engages with:

Stakeholder Group	Method of engagement
Shareholders, investors and financial analysts	·      General meeting(s) ·      Financial reports, announcements and circular(s) ·      Corporate communications and company websites ·      Focus groups
Non-governmental organisations (NGOs)	·      Programme partnership meetings ·      Regular programme review and assessment
Employees	·      Surveys and focus groups ·      Town hall meetings ·      Intranet and internal publications
Government, regulatory bodies and industry associations	·      Regulatory task forces and committees ·      Industry operational meetings ·      Forums and conferences
Media	·      Media briefings and luncheons ·      Executive interviews ·      Instant internet updates
Customers	·      Surveys and focus groups ·      Social media platforms ·      Service centres and hotlines
Business partners (including suppliers, contractors and sub-contractors)	·      Tendering ·      Operational meetings ·      Contract and performance review ·      Focus groups
Local community	·      Community investment programmes ·      Company visits ·      Social media platforms

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Wharf REIC carried out an online survey among stakeholders, asking them to rank the materiality of various sustainability topics.

What actions were taken by Wharf REIC to attract and retain talented professionals?

In its 2018 Sustainability Report Wharf REIC reports that it took the following actions for attracting and retaining talented professionals:

• Promoting compliance
• Wharf REIC’s employment policies strictly comply with laws and regulations including the Employment Ordinance (Cap.57), Employment of Children Regulations, Employment of Young Persons (Industry) Regulations in Hong Kong, and the Five Social Insurance and One Housing Fund of the People’s Republic of China. Wharf REIC also prohibits child and forced labour, as stated in the Labour Law of the People’s Republic of China.

• Providing benefits
• Wharf REIC offers a competitive salary with reference to employees’ experience and performance, and the market salary level. Full-time Group employees in Hong Kong are entitled to top-up MPF (Mandatory Provident Fund) contribution, paid leave, work-related group personal accident insurance, medical insurance, and long services awards according to BU’s policy, whereas full-time employees in Mainland China are entitled to the Five Social Insurance and One Housing Fund.

• Implementing an Apprentice Training Programme
• Wharf REIC has invested in the continuing education of its technical frontline staff through the Apprentice Training Programme since 2006. During the training period, Wharf REIC provides on-the-job training and sponsors the tuition fee and part-time day release for higher diploma and craft certificate courses in engineering. On completion of the four-year apprenticeship programme, the Apprenticeship Office issues a Certificate of Completion of Apprenticeship under the Apprenticeship Ordinance (Cap.47). Staff with good performance are promoted as technicians. 

• Applying the Staff Recognition Programme
• Wharf REIC organised the Staff Recognition Programme to appreciate the contribution of employees in the Group. Under the programme, Wharf REIC established the annual Best Employee Award, Best Frontliner Award and Best Frontline Employee Award to provide recognition and encouragement to staff whose performance goes above and beyond the normal call of duty. Each awardee receives a cash prize and trophy during the annual Christmas party to appreciate their efforts and encourage them to keep being role models for other employees.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor

3) Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor corresponds to:

• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.7
• Sustainable Development Goal (SDG) 16: Peace, Justice and Strong Institutions
• Targets: 16.2

 Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor corresponds to:

• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.7

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Wharf REIC, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Wharf REIC: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2019 Corporate Responsibility Report State Street identified a range of material issues, such as climate change, ESG products and services, operational and cyber resilience, inclusion and diversity. Among these, promoting a healthy work-life balance for its employees stands out as a key material issue for State Street.

Stakeholder engagement in accordance with the GRI Standards                        

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups State Street engages with:

Stakeholder Group

Shareholders

Clients

Employees

Academics

NGOs

Investment analysts

Business partners

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics State Street interviewed five external stakeholders and also engaged employees through a survey, distributed by State Street’s CR team.

What actions were taken by State Street to promote a healthy work-life balance for its employees?

In its 2019 Corporate Responsibility Report State Street reports that it took the following actions for promoting a healthy work-life balance for its employees:

• Implementing a flexible work programme
• Flexible work options help State Street’s employees manage the demands of their personal and professional lives. State Street found that offering employees greater flexibility in their work hours and location increases their productivity and engagement, decreases missed days and turnover, fosters trust and loyalty, maximises State Street’s workspaces, improves retention, and makes for a happier and healthier workforce, all of which result in significant savings for the company. State Street’s employees have a choice of five formal flex work options: flex place (remote working), flex time, compressed schedules, reduced schedules or job-sharing.

• Applying the BeWell Programme
• State Street’s global BeWell Programme gives its employees the tools and resources they need to manage their physical, emotional and financial wellness. State Street offers several programmes that fall under these three pillars and while the BeWell benefits vary from country to country, they may include online wellness portals, employee assistance programmes, financial planning seminars, tuition assistance, fitness reimbursements, discounts for personal expenses and group discount opportunities. State Street also incentivises employees with the potential to earn additional paid days off for participating in BeWell programming, such as healthy habit challenges.

• Providing parental and caretaker support
• State Street seeks to be there for its employees during all of life’s important events, and make sure they have the flexibility, time and ability to care for their loved ones and themselves when it matters most. That’s why State Street provides child, elder and personal care programmes, referrals and resources, as well as emergency back-up daycare for employees. Employees in the United States are eligible for State Street’s extended paid parental leave (up to eight weeks) and paid family caregiver leave (up to four weeks) from the first day of their employment and benefit from additional policies, including paid adoption and surrogacy leave, as well as adoption and fertility assistance. State Street employees across the globe also enjoy parental leave benefits. Employees in the UK may be eligible for up to 52 weeks of both paid maternity leave and paid adoption leave immediately upon hire. Any associated payment, statutory and company, is dependent upon a number of different factors. Employees in India who have worked at least 80 days are eligible for up to 12 weeks of adoption leave and 26 weeks of maternity leave. Employees in Australia who have completed at least six months of continuous service are eligible for up to 52 weeks of parental leave.

• Offering benefits
• State Street’s full-time employees are eligible for a range of benefits, including programmes that cover spouses/domestic partners, adult dependents and children; comprehensive medical plan options; dental and vision care; flexible spending accounts for health care, dependent care and transportation needs; employee and family life insurance; Legal Assistance Plan; Employee Assistance Programme (EAP); Salary Savings Programme with 401(k) pre-tax and post-tax; as well as Roth options and a competitive company match. The EAP is a global service to support the mental health and well-being of State Street employees. State Street’s EAP, offered through Optum, is available 24/7. The service is a free and confidential programme for employees and their family members. The EAP can help employees deal with personal challenges that could affect their health, relationships or job effectiveness.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 401-3 Parental leave

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

Disclosure 401-3 Parental leave corresponds to:

• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.1, 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by State Street, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to State Street: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2019 Sustainability Report CIB identified a range of material issues, such as financial performance, governance and compliance, privacy and security, financial inclusion, operational efficiency. Among these, promoting employee welfare stands out as a key material issue for CIB.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups CIB engages with:

To identify and prioritise material topics CIB engaged with its stakeholders through the following channels:

Stakeholder Group	Method of engagement
Shareholders and Investors	·      Quarterly Financial Results ·      Annual Analysts and Investors Meeting ·      The Annual General Meeting
Board of Directors	·      Board Meetings ·      Board Committee Meetings ·      Board Strategy Meeting ·      Annual Report ·      Annual General Meeting
Employees	·      Annual Assessment ·      Ongoing Coaching and Supervision ·      Training Sessions ·      Internal Meetings on all Departmental Levels
Industry Associates and Sustainability Partners	·      UNEP-FI ·      Bloomberg Gender-Equality Index ·      Annual CDP Reporting ·      FTSE4Good Sustainability Index
Customers	·      Branches Customer Services ·      Account Relationship Manager ·      Call Centre ·      Public Website ·      Brand Activations ·      Satisfaction Surveys ·      Social Media Interaction ·      Career Fairs ·      Fintech Programmes
Suppliers	·      Pre-tendering Meetings ·      Project-based Satisfaction Surveys ·      Briefings and Feedback on New Bank Policies on S&E Assessments and Criteria
Government and Regulatory Bodies	·      Central Bank of Egypt, Egyptian Stock Exchange, and Others ·      Quarterly and Periodic Meetings ·      Daily and Periodic Emails and Direct Communications with CBE Department and Investors Relations Team
National Community	·      Partnerships with Nonprofit Organisations ·      Periodic Mutual Press Releases ·      Social Media Announcements ·      Programmers, Initiatives, Sponsorships, and Donations for Cultural and Social Developments ·      Accessible Branches ·      Annual CIB Foundation Activity Report ·      Annual CIB Report

What actions were taken by CIB to promote employee welfare?

In its 2019 Sustainability Report CIB reports that it took the following actions for promoting employee welfare:

• Implementing an Employee Stock Ownership Plan
• CIB implements an Employee Stock Ownership Plan (ESOP) as part of its compensation strategy aimed at attracting, motivating, retaining, rewarding, and strengthening ties with outstanding employees, managers, and executive board members. ESOP allows designated employees to own CIB stocks at face value via promise-to-sell agreements. CIB allocates 1% of its issued and paid-in capital to ESOP. During 2019, CIB allocated a total of 10,541,330 stocks to 4,242 employees. Since the inception of the plan in 2006 and its renewal in 2015, CIB has allocated 91,032,963 shares to its employees (taking into consideration capital increases throughout the stated period).

• Promoting parental leave for both men and women
• CIB is among very few national organisations in Egypt that promote parental leave for both men and women. CIB fathers are entitled to a short-paid leave of three days from the delivery date. In 2019, 105 fathers requested and were granted paternal leave, while all 96 mothers who took parental leaves in 2019 returned to work, in addition to 13 mothers who started their parental leave in 2018.

• Providing comprehensive benefits
• CIB provides comprehensive benefits to its employees that promote financial security for them and their families. CIB’s benefits include full medical insurance for all employees who are covered by social insurance. CIB has agreements with an extensive network of first-class doctors, hospitals, and labs in all cities across the country. Other benefits include:
  • Interest Free School Loans: CIB’s interest free loan is equivalent to a maximum amount of two months of gross salary or one month of gross salary based on the employee’s grade. The loan is to be repaid over a maximum tenor of 12 months to support CIB’s employees with accommodating the current school fees. In 2019, more than 1,000 employees benefited from the loan.
  • Staff Loan: A loan with a subsidised decreasing average interest rate of 7.75% to be repaid over a maximum tenor of six years. In 2019, over 4,000 employees benefited from it.
  • Mortgage Loan: A loan granted to CIB’s staff with a subsidised average interest rate of 11% as an employee benefit.
  • Credit Cards: Credit cards are given to CIB’s staff with a subsidised interest rate that is less than 1.3%.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 401-3 Parental leave

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

Disclosure 401-3 Parental leave corresponds to:

• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.1, 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by CIB, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to CIB: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2018-19 Annual Report AFC identified a range of material issues, such as financial performance, ethics and integrity, environmental sustainability, supply chain management, customer experience. Among these, promoting employee welfare stands out as a key material issue for AFC.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups AFC engages with:

To identify and prioritise material topics AFC engaged with its stakeholders through the following channels:

Stakeholder Group	Method of engagement
Shareholders	·      AGM and Annual Report (annually) ·      Interim financial statements (quarterly) ·      Corporate website (continuous basis) ·      Announcements to the CSE (continuous basis) ·      Press releases (continuous basis)
Customers	·      Customer satisfaction survey (bi-annually/quarterly) ·      Customer relationship management function (continuous) ·      Customer exit surveys in Microfinance (annual) ·      Customer hotline (continuous) ·      Customer education programmes (continuous) ·      Online and social media platforms (continuous)
Employees	·      Employee feedback survey (annual) ·      Performance appraisal (annual) ·      Multi-level staff meetings (continuous) ·      Open door policy (continuous) ·      Training need assessment (annual) ·      Social media platforms (continuous) ·      Work-life balance initiatives (continuous)
Business Partners and Suppliers	·      Direct dialogue (continuous) ·      Service quality survey (annual) ·      Stakeholder feedback survey (annual)
Regulators/ Government	·      Regulatory reporting (continuous) ·      CBSL audits (annual) ·      Special meetings for regulatory clarifications (need basis) ·      Press releases and CSE publications (continuous)
Community	·      CSR initiatives (periodic) ·      Press releases and publications (continuous) ·      Engagement through branches (continuous)

What actions were taken by AFC to promote employee welfare?

In its 2018-19 Annual Report AFC reports that it took the following actions for promoting employee welfare:

• Introducing a medical insurance scheme
• AFC has introduced two external medical schemes to its staff, based on the grades. The staff above Assistant General Manager grade are covered through one medical scheme and the rest of the staff is covered through another medical scheme, which includes four schemes and eligibility is decided based on the grades. Additionally, staff has the opportunity to include their family or to upgrade the scheme at their cost.

• Implementing an enhanced gratuity scheme
• AFC has an enhanced gratuity for its staff and staff is benefiting as per the below criteria:
  • Half a month of terminal salary for each year of completed service for those who have completed five years in service.
  • One-month terminal salary for each year of completed service for those employees who complete 10 continuous years in service.
  • One and a half months terminal salary for each year of completed service for those employees who complete 15 continuous years in service.
  • Two months terminal salary for each year of completed service for those employees who complete 25 continuous years in service.

• Providing maternity leave
• Female employees are entitled to full pay maternity leave of a total of eighty-four (84) days, subject to the statutory provisions governing such leave.

• Establishing an enhanced provident fund
• AFC has an enhanced provident fund, where it contributes 20% of the total monthly emoluments (exclusive of any commission, bonus or any allowance for special purposes) and employees contribute 10% of the monthly emoluments.

• Providing provident fund loans
• Employees contributing towards the Alliance Provident Fund are entitled to obtain loans from the fund at 6% interest per annum, provided they are confirmed permanent employees. These loans are given as personnel loans and housing loans, based on the requirement and the eligibility of the staff member.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standard addressed in this case is: Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by AFC, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to AFC: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2019 Sustainability Report Bangkok Bank identified a range of material issues, such as economic performance, customer satisfaction, anti-corruption, community development. Among these, promoting employee welfare stands out as a key material issue for Bangkok Bank.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Bangkok Bank engages with:

Stakeholder Group	Method of engagement
Shareholders and Investors	·      Annual General Meeting of Shareholders once a year and Extraordinary General Meeting of Shareholders as required ·      Disclosure of information in the Annual Registration Statement (Form 56–1), Annual Report (Form 56–2) and Sustainability Report in print on an annual basis ·      Disclosure of information through the website of the Stock Exchange of Thailand (SET), electronic publications and the Bank’s official website on a regular basis ·      41 meetings with investors and stock analysts ·      169 conference calls with investors and stock analysts ·      20 meetings with investors ·      International roadshows in foreign countries
Customers	·      Conduct a customer satisfaction survey at least once a year ·      Organise activities throughout the year to foster positive relationships between the Bank and customers ·      Organise training and seminars throughout the year to provide knowledge and financial advice regarding saving, trade and investment, as well as cyber security ·      Arrange year-round appointment schedules for customer visits to strengthen relationships and accommodate their needs ·      Provide a range of digital channels for easy and quick communications with customers, such as LINE Groups, Facebook and Twitter ·      Receive and handle complaints and provide services through the Bank’s Phone Banking Centre on telephone number 1333, or website www.bangkokbank.com, 24 hours a day, seven days a week
Employees	·      Organise orientation programmes for new hires twice a month ·      Organise an annual meeting of executives from across the country at the beginning of January each year ·      Conduct an annual survey of executives’ satisfaction levels with the performance of the Human Resource Division ·      Assign representatives to take part in weekly scheduled meetings of the Bangkok Bank Managerial Officers Union and the Bangkok Bank Workers Union ·      Disseminate news and information to all employees in the “Our News” internal newspaper which is published every two weeks ·      Make announcements and disseminate news and information about interesting activities on the Bank’s intranet “BBL CONNECT”, internal e-mail, and public address system to keep employees up-to-date with important information and news ·      Evaluate the performance of employees twice a year
Counterparties	·      Meet with new vendors (or with existing vendors when new contracts are signed) to listen to their suggestions and clarify protocols for working together ·      Hold a seminar with counterparties to promote sustainable supply chain management once a year ·      Communicate in writing to inform counterparties of any significant changes to the Bank’s relevant rules ·      Maintain regular contacts with counterparties to listen to their opinions and recommendations on product development as well as to build good rapport
Creditors	·      Disseminate accurate and honest information ·      Communicate about the Bank’s products and services through mass media and advertising channels ·      Receive suggestions and complaints through the Bank’s Phone Banking Centre on telephone number 1333, or website www.bangkokbank.com, 24 hours a day, seven days a week
Industry Peers	·      Participate in activities and meetings of the Thai Bankers’ Association and those of its working groups and associations. These include for instance the CSR Club, Credit Cards Club, Thai Commercial Bank Branch Executives Club, and Sustainable Banking Working Group ·       Participate in the Joint Standing Committee on Commerce, Industry and Banking (JSCCIB – Thailand) comprising the Board of Trade of Thailand, the Federation of Thai Industries, and the Thai Bankers’ Association
Community, Society and Environment	·      Produce weekly television programmes to share knowledge about finance and business administration with the general public and business sector ·      Organise regular community, social and environmental activities with a focus on preserving the uniqueness of Thai identity and culture ·      Build awareness and share knowledge with people and businesses about finance, investment, savings and business administration through training, seminars and various media channels on a regular basis ·      Receive complaints and suggestions through the Bank’s Phone Banking Centre on telephone number 1333, or website www.bangkokbank.com, 24 hours a day, seven days a week

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Bangkok Bank carried out a survey, using questionnaires, among both internal and external stakeholders, including the Bank’s management and staff, shareholders, investors, customers, business partners, creditors, community members and industry peers.

What actions were taken by Bangkok Bank to promote employee welfare?

In its 2019 Sustainability Report Bangkok Bank reports that it took the following actions for promoting employee welfare:

• Providing financial aid
• Bangkok Bank provides additional benefits on top of those specified by law to lessen burdens and anxiety for employees. For example, an employee who has children is entitled to an allowance of Baht 600 per month for each of the first three children until they reach their legal age or graduate with a Bachelor’s degree. In addition, Bangkok Bank provides a special allowance to employees working in high-risk areas in the southernmost provinces. The Bank provides a gratuity benefit equal to the last 15 months’ salary to an employee’s family in case of death or disability of employees from a cause not related to work, under specified terms and conditions. In case of death or dismissal from work due to sickness or accident from a cause related to work resulting in the inability to work, Bangkok Bank provides a gratuity benefit equal to the last 30 months’ salary, with specified terms and conditions, and children continue to receive the allowance as if the employee remained employed. Bangkok Bank also provides loans with special interest rates for employees in need to help them have a good quality of life throughout their career with the Bank. The loans include home loans, car loans, educational loans, medical loans, debt consolidation loans, living-cost loans and disaster relief loans.

• Establishing a provident fund
• Bangkok Bank encourages saving and investment through the provident fund established in 1989, to make sure employees have enough savings for their retirement. Members of the provident fund can choose an investment policy that suits their expected return on investment at their retirement with acceptable risk levels. Employees can change their investment policy twice a year during specified periods. In 2019, Bangkok Bank received the Silver Award from the Happy PVD Company Project organised by the Securities and Exchange Commission (SEC) to raise awareness of Thais about the need to have sufficient long-term savings for their living after retirement, under the concept “Optimum saving. Well planned. Sufficient funds”. Bangkok Bank encouraged employees to be aware of retirement savings through the provident fund scheme. Employees can contribute between 3 percent to 15 percent of their monthly salary, with the Bank contributing 6.75 percent to 8.75 percent of their salary, depending on their years of service. At present, 95.4 percent of the employees participate in the provident fund.

• Helping employees with family care
• Bangkok Bank believes in the importance of family and has set some benefits higher than the minimum standards specified by law to promote strong relationships and a good quality of life for the families of its employees. Employees can take maternity leave, before and after delivery, for a maximum of 98 days. Male employees can take paternity leave for five days with full pay to take care of their wives during the first 15 days after delivery. Bangkok Bank also allows sick leave for up to 90 working days with full pay (the law requires 30 days).

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 401-3 Parental leave

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote well-being for all at all ages
• Targets: 3.2
• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

Disclosure 401-3 Parental leave corresponds to:

• Sustainable Development Goal (SDG) 5: Gender Equality
• Targets: 5.1, 5.4
• Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth
• Targets: 8.5

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Bangkok Bank, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Bangkok Bank: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2018/19 Annual Report Hayleys Fabric identified a range of material issues, such as product responsibility, cost efficiency, effluents and waste, customer health and safety, flexible manufacturing, local community relations. Among these, promoting employee engagement stands out as a key material issue for Hayleys Fabric.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Hayleys Fabric engages with:

To identify and prioritise material topics Hayleys Fabric engaged with its stakeholders through the following channels: 

Stakeholder Group	Method of engagement
Brand Owners & Apparel Manufacturers	·      Multi layered relationship management ·      Visits ·      Trade exhibitions & fairs ·      Customer survey ·      Quality & performance review
Investors	·      Quarterly Financial Statements ·      Press releases ·      Annual Report ·      Annual General Meeting ·      CSE Announcements
Employees	·      Open-door policy ·      Formal performance appraisals ·      Regular meetings with unions ·      Communication of company performance
Suppliers	·      Relationship management ·      Feedback ·      Supplier assessment forms ·      Visits
Regulators	·      Regular visits to premises ·      Filing of returns & tax compliances ·      Compliance with CEA, BOI, SEC & CSE regulations
Community	·      Engagement with religious leaders ·      Workshops ·      Village festivals

What actions were taken by Hayleys Fabric to promote employee engagement?

In its 2018/19 Annual Report Hayleys Fabric reports that it took the following actions for promoting employee engagement:

• Providing fair remuneration
• Hayleys Fabric’s remuneration structure is above minimum wage requirements. This includes gratuity and leave allocations at rates above regulatory requirements, comprehensive medical insurance benefits for staff and family members and benevolent benefits.

• Carrying out performance appraisals
• Hayleys Fabric aligns corporate objectives with those of its employees through the performance management system, linking departmental KPIs (Key Performance Indicators) with individual KPIs. Performance appraisals are carried out for all employees on an annual basis, following a formal and transparent process. High performing employees are recognised with rewards linked to salary increments, annual bonuses and promotions, spurring productivity and growth. In 2018/19, 54 employees were promoted.

• Conducting dialogue on health and safety
• Hayleys Fabric is committed to providing a safe work place and is guided by a comprehensive Health and Safety policy. Continuous dialogue is maintained between employees and management on improving health and safety aspects with high levels of awareness and strict enforcement of minimum safety procedures. Joint worker management committees on Health and Safety represent an average of 2% workforce participation. In 2018/19, 59 injuries in total were recorded out of which, 40 injuries were categorised as first aid cases while the balance 19 injuries were identified as loss time injuries. Hayleys Fabric achieved a 9% reduction in employee accidents during 2018/19, through provision of technical training and safety awareness programmes carried out during the year.

• Promoting industrial relations
• Hayleys Fabric maintains cordial relations with three trade unions representing 37% of its employees. Open and effective dialogue is sustained through monthly meetings between the management and the unions. Hayleys Fabric recognises and respects its employees’ right to freedom of association and Collective Bargaining and, accordingly, a collective agreement was signed for the first time in 2017, with the main trade union, the Sri Lanka Nidahas Sevaka Sangamaya (SLNSS), effective 1st April 2017, for a period of three years. The agreement stipulated salary increments for the next three years, industrial dispute resolution, and other worker conditions. During 2018/19, there were no industrial disputes.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 403-1 Workers representation in formal joint management–worker health and safety committees

3) Disclosure 403-2 Types of injury and rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities

4) Disclosure 404-3 Percentage of employees receiving regular performance and career development reviews

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Earnings, wages and benefits

Disclosure 403-1 Workers representation in formal joint management–worker health and safety committees corresponds to:

• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Occupational health and safety

Disclosure 403-2 Types of injury and rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities corresponds to:

• Sustainable Development Goal (SDG) 3: Ensure healthy lives and promote wellbeing for all at all ages
• Business theme: Occupational health and safety
• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Occupational health and safety

Disclosure 404-3 Percentage of employees receiving regular performance and career development reviews corresponds to:

• Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
• Business theme: Gender equality
• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Employee training and education

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Hayleys Fabric, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Hayleys Fabric: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2018/19 Sustainability Report KCC identified a range of material issues, such as ethical and legal compliance, supporting suppliers and promoting mutual growth, customer health and safety, developing and supplying eco-friendly and energy saving products. Among these, promoting work-life balance among employees stands out as a key material issue for KCC.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups KCC engages with: 

Stakeholder Group	Method of engagement
Employees	·      Groupware ·      Dr. KCC ·      SFA ·      KQIS ·      APIS ·      Labour-Management Council ·      Seminar by position ·      Occupational Safety & Health Committee ·      Safety & Health Training ·      Sustainability Report ·      Newsletter ·      Company Website ·      Company Blog ·      Company Facebook Page ·      Company YouTube Channel
Customers	·      Cyber Whistle Blowing Centre ·      Customer Centre ·      On-site Visit of Technical Support Department ·      Call Centre ·      Product Seminars ·      Agency Training ·      Customer Satisfaction /NPC (Net Promoter Score) ·      TQM System ·      Sustainability Report ·      Company Website ·      Company Blog ·      Company Facebook Page ·      Company YouTube Channel
Shareholders & Investors	·      General Shareholders’ Meeting ·      Sustainability Report ·      Disclosure & Announcements ·      IR Meeting
Suppliers	·      Win-Win Growth Agreement ·      Cyber Whistle Blowing Centre ·      Supplier Training ·      WinC ·      Management Doctor System ·      Excellent Distributor Seminar ·      Quality Agreement with Suppliers ·      Safety & Health Council
Local Communities	·      CSR Committee ·      CSR Workshop ·      KCC Happiness Sharing Volunteer Group ·      Local Community Support Activities

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics KCC engaged with its stakeholders through interviews to identify key sustainability issues, and online and offline surveys to prioritise the issues.

What actions were taken by KCC to promote work-life balance among employees?

In its 2018/19 Sustainability Report KCC reports that it took the following actions for promoting work-life balance among employees:

• Providing a flexible work schedule
• In line with the change in maximum working hours from 68 hours per week to 52 hours as of July 2018, KCC established various systems to promote a healthy ‘work-life balance’ and create a sound and efficient working environment for its employees. As a part of the Healthy Corporate Culture Campaign, KCC organised ‘1 · 1 · 9 Campaign’ (only the ‘1st’, ‘1 drink only’, finish ‘before 9:00 pm’) and ‘Jeong · Jeong · Jeong Campaign’ (coming to work ‘on time’, leaving the work ‘on time’, using leaves ‘in full’), as well as Family Day on Wednesday where employees leave early to spend time with their families and ‘Casual Dress Day’ on Friday for working in comfortable clothes. On July 1, 2018 after the revision of the Labour Standards Act, KCC introduced the PC-off system and work schedule management system to prevent working overtime and encourage its employees to leave work on time as well as Optional Work Schedule System where employees work on their own schedule and the ‘Flexible Work Schedule System’ for those who work in departments with a high chance of working overtime due to project-related works, to help them improve their level of engagement and efficiency in work management.

• Offering employee benefits
• To improve the quality of life for its executives and staff, KCC enacts various efforts at a corporate-wide level including private residences and dormitories as well as transportation expenses on weekends for those who live away from their family. KCC also offers four mandatory insurances and medical expenses, support for various celebrations and condolences, the retirement pension system, and education and training support for self-development. In addition, KCC provides opportunities to relieve stress and boost teamwork for its employees by supporting various employee clubs and offering accommodation/leisure facilities such as hotel, condominium and campsites.

• Supporting family life
• To help reduce the burden on employees with children and to resolve social issues such as low birth rate and career gap for females, KCC is strengthening its internal activities for maternity protection. In case of family matters such as sickness, KCC’s employees can use Family Care Leave and, in accordance with legal standards, 100% of the regular wage is paid to employees on parental leave and those who requested reduced work hours during pregnancy for 60 days during the period of parental leave, so they can focus on childcare. At KCC, employees can use parental leave regardless of their gender without any pressure. In 2018, a total of 33 employees including 5 male employees took their parental leave, and there were no resulting cases of discrimination or inequality at work.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 401-3 Parental leave

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Earnings, wages and benefits

Disclosure 401-3 Parental leave corresponds to:

• Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
• Business theme: Parental leave
• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Parental leave

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

 

 

FBRH GRI Standards Certified & ISEP recognised Sustainability Course | Venue: London LSE

By registering for the next 2-day FBRH GRI Standards Certified & ISEP recognised course you will be taking the first step in gaining the many benefits of sustainability reporting.

 

References:

1) This case study is based on published information by KCC, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to KCC: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

What are the material issues the company has identified?

In its 2018-19 Sustainability Report Hindalco identified a range of material issues, such as compliance management, GHG emissions, ethics and integrity, waste management, water availability. Among these, respecting and promoting the human rights of its employees stands out as a key material issue for Hindalco.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Hindalco engages with:

To identify and prioritise material topics Hindalco engaged with its stakeholders through the following channels:

Stakeholder Group	Method of engagement
Employees	·      Emails and Meetings ·      Intranet Portals ·      Employee Satisfaction Surveys ·      Training Programmes ·      Performance appraisal reviews ·      Grievance Redressal Mechanisms
Customers	·      Emails and Meetings ·      Customer Satisfaction Surveys ·      Grievance Redressal Mechanisms
Suppliers	·      Emails and Meetings ·      Vendor Assessment & Review ·      Supplier Audits ·      Signed Contracts ·      Training Workshops and Seminars ·      Social Gatherings
Communities	·      Training & Workshops ·      Regular Meetings ·      Need Assessment & Satisfaction Surveys ·      CSR Reports
Investors and shareholders	·      Board Meetings ·      Annual Reports ·      Website
Government and regulatory bodies	·      Annual Reports ·      Communication with regulatory bodies ·      Formal Dialogues
Media	·      Social Media ·      Press Releases ·      Interviews ·      Website
Industry associations	·      Meetings

What actions were taken by Hindalco to respect and promote the human rights of its employees?

In its 2018-19 Sustainability Report Hindalco reports that it took the following actions for respecting and promoting the human rights of its employees:

• Supporting collective bargaining
• Hindalco recognises that worker unions at all its operations in India and more than 68.87% of the total workforce are covered under the provision of collective bargaining, supports the right to collective bargaining of its workers and promotes full transparency and trust with its entire workforce. Hindalco’s long-term meaningful relationships with the unions and all settlements follow prevailing labour legislation at the national and state levels, while agreements with trade unions also cover all relevant health and safety topics for operations at respective locations.

• Implementing a Human Rights Policy
• Hindalco has developed a Human Rights Policy which reinforces its commitment to respect and uphold the human rights of all its stakeholders and guides the actions taken to fulfil this commitment. In order to identify potential human rights related risks, Hindalco has a due diligence process which is carried out annually through company-wide compliance monitoring. This entails undertaking a detailed monitoring at 100 of Hindalco’s sites to ensure compliance to various human rights related requirements such as no child labour, working conditions, minimum compensation, equal opportunity, freedom of association. Compliances to Factories Act and labour laws are audited by the legal team and findings are presented to the senior management. Additionally, every business unit has an SOP (Standard Operating Procedure) in place to ensure compliance to labour rights. Hindalco also assesses human rights related risks in its supply chain, which is a part of the overall supplier evaluation. The risks identified are addressed through the implementation of appropriate corrective actions, which can range from risk prevention through awareness sessions and precautionary measures, risk reduction through building capacity and safeguards or risk elimination through modifications in the business process or termination of contract. Cases of human rights violations are dealt strictly through warnings, counselling, penalties and even termination of employment, depending upon the severity of violation.

• Providing employee benefits
• Hindalco is committed towards providing benefits to its permanent employees as per defined plan obligations. These benefits include medical insurance, residential accommodation at plants, group personal accident insurance and parental leaves. Hindalco is also an equal opportunity employer, and believes in providing equal benefits to all its employees without any form of discrimination. The ratio of basic salary and remuneration of women to men is always 1:1 for respective job bands. The remuneration structure of Hindalco’s employees is based on their job roles and an industry-wide benchmarking exercise carried out periodically. During revisions of the remuneration structure, the views of all relevant stakeholders are taken into account.

• Promoting employee communication
• Hindalco believes communication is one of the critical aspects for developing a responsible work environment and, in case of any significant changes in operations, notifies all its management staff and workmen about it. The management staff is notified at least 3 months in advance, whereas workmen are notified as per requirements of local regulations. Hindalco also provides trainings to unionised employees on aspects such as skills, business objectives and values which result in better contribution to the Company and the Group, making sure that all its units are 100% compliant in terms of local and national laws, minimum wages, payment of wages, the Factories Act and all other prevailing regulatory requirements.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 402-1 Minimum notice periods regarding operational changes

3) Disclosure 405-2 Ratio of basic salary and remuneration of women to men

4) Disclosure 406-1 Incidents of discrimination and corrective actions taken

5) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Earnings, wages and benefits

Disclosure 402-1 Minimum notice periods regarding operational changes corresponds to:

• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Labor/management relations

Disclosure 405-2 Ratio of basic salary and remuneration of women to men corresponds to:

• Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
• Business theme: Equal remuneration for women and men
• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Equal remuneration for women and men
• Sustainable Development Goal (SDG) 10: Reduce inequality within and among countries
• Business theme: Equal remuneration for women and men

Disclosure 406-1 Incidents of discrimination and corrective actions taken corresponds to:

• Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
• Business theme: Non-discrimination
• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Non-discrimination
• Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
• Business theme: Non-discrimination

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Freedom of association and collective bargaining

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

• Exclusive FBRH template to begin reporting from day one
• Identify your most important impacts on the Environment, Economy and People
• Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
• Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Hindalco, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Hindalco: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.