What are the material issues the company has identified?

In its 2019 Sustainability Report ANJ identified a range of material issues, such as economic performance, biodiversity, occupational health and safety, emissions, local communities. Among these, respecting and promoting human rights stands out as a key material issue for ANJ.

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 ANJ engages with:

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

Stakeholder Group	Method of engagement
Shareholders and Investors	·      Production performance report ·      Financial performance/Investor newsletter ·      General Meetings of Shareholders (AGMS/ EGMS) ·      Annual Report ·      Sustainability Report ·      Corporate website ·      Speeches by BOD
Employees and labourers	·      Labour union ·      Training and seminars ·      Soft skill trainings, certifications, seminars ·      Collective Labour Agreement ·      Socialisation, meetings, magazines, newsletters
Central Government/ regulator	·      Licence and permit process ·      Regular meeting ·      Regular reporting, including Annual Report to OJK
Local government	·      Participation in regional development planning forum (musrenbang) ·      Stakeholder meeting ·      Coordination of CSR working practices with local administration working units (SKPD) ·      Dialog and cooperation ·      Facilitation and mediation
Partners Smallholders	·      Regular meetings ·      Workshops ·      Training & assistance
Customers (B2B)	·      Business partnership ·      ISPO and RSPO certification
Community (Including Local Leaders)	·      Stakeholder meetings ·      Community involvement and development programmes ·      Responsible development projects ·      Capacity building ·      Stakeholder meetings and dialog ·      Socialisation of procedure ·      Response to grievance ·      Information dissemination and dialog
Media	·      Production report ·      Financial performance/Investor newsletter ·      AGMS/EGMS ·      Annual Report ·      Sustainability Report ·      Press Releases ·      Media Briefings ·      Interviews ·      Site visits ·      Press conference
Non-Governmental Organisations	·      Cooperation on community development programmes ·      Direct meetings

What actions were taken by ANJ to respect and promote human rights?

In its 2019 Sustainability Report ANJ reports that it took the following actions for respecting and promoting human rights:

• Complying with laws and regulations
• ANJ upholds and respects human rights through its policies, procedures and overall method of business practice and complies with national employment laws, as well as the RSPO P&C (Roundtable on Sustainable Palm Oil Principles and Criteria) on no exploitation, human rights, and community engagement. ANJ’s subsidiaries ANJA, ANJAS, SMM, and KAL all hold RSPO certification. ANJ’s remaining plantations all uphold the RSPO P&C and are either in the process of applying for certification or will apply when operating commercially.

• Promoting children’s rights
• As stated in its Sustainability Policy, ANJ recognises the United Nations Convention on the Rights of Children (1990). ANJ makes sure that children in and around its operations are given the right to be with their families with access to housing, adequate nutrition, clean water, electricity and basic facilities. ANJ also provides them with access to healthcare, basic education and protection from abuse and neglect. ANJ’s commitment to protecting the rights of children means that its policies and procedures clearly prohibit the employment of underage workers, or young workers exposed to hazardous work and these provisions also apply to ANJ’s vendors and contractors.

• Upholding the standards of the International Labour Organisation
• ANJ upholds the standards of the International Labour Organisation (ILO), which advances social justice and promotes decent work by setting international labour standards. ANJ’s labour rights commitment includes implementing strict policies regarding no trafficked or forced labour in any of its business practices. ANJ also promotes decent work conditions through fair and equitable benefits by providing medical insurance, retirement plans and annual, sick and maternity leave.

• Training security personnel on human rights
• All security management practices and their implementation at ANJ’s operations are carried out in accordance with its commitments to respecting human rights. All security personnel, including members of the local police force assigned to ANJ’s sites, has undergone the national certified training programme on human rights, ethics, and the Voluntary Principles on Security and Human Rights (VPHSR). ANJ also makes sure that refresher training is carried out regularly on its security policy and procedures, as well as the grievance procedure.

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

The GRI Standard addressed in this case is: Disclosure 410-1 Security personnel trained in human rights policies or procedures

Disclosure 410-1 Security personnel trained in human rights policies or procedures corresponds to:

• Sustainable Development Goal (SDG) 16: Peace, Justice and Strong Institutions
• Targets: 16.1

 

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 ANJ, 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 ANJ: 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 2017 Sustainability Report Randgold identified a range of material issues, such as cyanide management, water pollution, closure planning, local and national employment, talent attraction and retention. Among these, respecting and promoting human rights stands out as a key material issue for Randgold.

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 Randgold engages with:

Stakeholder Group	Method of engagement
Shareholders	·      Briefings on sustainability included in investor roadshows and other forums ·      Access to meetings and calls, including with CEO and CFO ·      Formal AGM ·      Site visits ·      Materiality assessment process ·      Responding to sustainability questionnaires including CDP and DJSI ·      Responding to rating agency questionnaires
Employees	·      Information sharing and input via unions ·      Performance reviews and appraisals ·      Daily pre-start and toolbox meetings ·      Training programmes ·      Mass employee meetings with the CEO and GMs ·      Daily toolbox talks on health and safety ·      In-Reach programme ·      Materiality assessment process
Governments	·      Formal meetings and correspondence ·      Materiality assessment process ·      Site visits and inspections ·      Presentation of annual and sustainability reports
Local communities	·      Formal processes including grievance mechanisms and community development committees ·      Regular meetings between local chiefs, mine community officers, GMs and the CEO ·      Consultations, ESIAs, PPPs and local events ·      Local media and community radio ·      Training programmes ·      Materiality assessment process ·      Participation in local cultural events
NGOs	·      Specialist partnerships on issues such as HIV/AIDS, water management and education ·      Formal correspondence and meetings ·      Materiality assessment process ·      Local presentations of annual and sustainability reports
Unions	·      Union representative participate in mine board meetings and at operations strategy workshops ·      Monthly and mass employee meetings ·      Formal meetings, correspondence and events ·      Onsite training ·      Unions attend monthly cost review meetings ·      Materiality assessment process
Suppliers and contractors	·      Procurement team account management relationships ·      Tender documents process ·      Supply contracts process ·      Materiality assessment process ·      Meetings with local business forums including Randgold CEO
Media	·      Publications and online information ·      Press releases and market statements ·      Interviews ·      Site visits ·      Regular in country press conferences

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Randgold surveyed both internal and external stakeholders to identify and rank the sustainability risks they considered to be most important, and to guide the issues Randgold reported on in its sustainability report.

What actions were taken by Randgold to respect and promote human rights?

In its 2017 Sustainability Report Randgold reports that it took the following actions for respecting and promoting human rights:

• Implementing a Human Rights Policy
• Randgold’s group-wide Human Rights Policy covers the protection of human rights in employment, community resettlement and engagement of private security forces, while its Code of Conduct, anti-corruption and anti-bribery policies and its Conflict Free Gold Policy also make reference to the protection of human rights. These policies form an important part of induction training and Randgold also provides specialised standalone training programmes for all security personnel, including compulsory training in the UN Voluntary Principles on Business and Human Rights. Additionally, Randgold makes sure that security forces implement its human rights policy by making certain that:
  • Strict due diligence procedures are in place prior to recruitment, including a requirement to be accredited according to relevant UN agencies
  • Contractual requirements include human rights clauses
  • Compulsory training is provided for all security providers in the UN Voluntary Principles on Business and Human Rights
  • A formal disciplinary procedure is in place should any personnel be subject to credible allegations of serious human rights abuse
• Randgold’s policy is not to arm the security forces at its mines, and it does not provide benefits to any armed groups who have committed or been accused of human rights violations. Instead, Randgold relies on the strong partnerships it builds with its host countries to keep its mines secure. Randgold’s mines are also protected by local police and government forces which sign legally binding contracts to uphold the Universal Declaration of Human Rights in all safety, security and policing matters.

• Promoting human rights across Randgold’s supply chain
• Randgold undertakes significant due diligence within its supply chain during the supplier selection and check, to make sure any potential supplier does not have a record of human rights infringements. Respect for human rights is further embedded in Randgold’s value chain through the inclusion of detailed human rights obligations in all supplier contracts. This ensures that all contractors have a legal duty to comply with Randgold’s zero tolerance approach to bribery, forced, bonded and vulnerable labour, corporal punishment and infringements of freedom of association.

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

The GRI Standards addressed in this case are:

1) Disclosure 410-1 Security personnel trained in human rights policies or procedures

2) Disclosure 412-2 Employee training on human rights policies or procedures

3) Disclosure 412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening

 

Disclosure 410-1 Security personnel trained in human rights policies or procedures corresponds to:

• 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: Security

Disclosure 412-2 Employee training on human rights policies or procedures does not correspond to any SDG.

Disclosure 412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening does not correspond to any SDG.

 

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 Randgold, 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 Randgold: 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 GPIC identified a range of material issues, such as financial performance, process and product safety, air and water pollution, education, training and development, health and safety. Among these, respecting and promoting human rights stands out as a key material issue for GPIC.

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 GPIC engages with: 

Stakeholder Group	Method of engagement
Shareholders	·      Meetings, Mail, Media ·      Regular Board meetings
Employees	·      Multiple forums throughout the year in which employees are encouraged to share their views with executives about a variety of issues within the Company ·      Strategic executive management and management meeting during the first quarter to discuss and share company performance, future strategies and challenges ·      Regular meetings right from shop floor to top-tier management level ·      Involvement in functional committees and councils ·      Printed publications, such as the company magazine ·      On-line communication tools such as e-mails, websites, intranet ·      Regular Labour Union meetings with employees and management ·      Open face to face discussions ·      Conferences, forums, presentations ·      Suggestion schemes ·      Regular sectional meetings ·      Regular shift talks
Local Community	·      Open to visits by community members to GPIC’s industrial areas ·      Environmental awareness lectures delivered by GPIC employees to Bahrain schools at various levels ·      Media – electronic and press ·      Social investment
Government and Regulators	·      Conferences and speaking engagements ·      Presence at various business leader forums and policy advisory groups ·      Working closely with local authorities during the planning and implementation of new projects ·      Working closely with regulators related to environment, safety and health to ensure legal compliance ·      Regular audits by government officials ·      GPIC representation and participation in governmental entities, committees and task groups ·      GPIC President’s representation in different governmental entities
Suppliers and contractors	·      Supplier conferences, forums and workshops ·      Day to day communications between suppliers, vendors, buying teams and technologists ·      Meetings with suppliers ·      Formal feedback from contractors, vendors
Distributors	·      Day to day communication ·      Meetings ·      Phone calls ·      Contracts ·      Written communication
Media	·      Responses to media requests for information and interviews ·      Conferences and speaking engagements ·      GPIC‘s official website ·      GPIC’s engagement of media to cover most of its official events held internally and externally ·      GPIC‘s publications and newsletters ·      Press releases in key newspapers ·      TV and Radio interviews of GPIC’s President
Non-Profit Organisations and Academia	·      Conferences and speaking engagements ·      Correspondence ·      Face to face discussions ·      Communicating GPIC’s position on a range of social and environmental issues ·      Responding to information requests and surveys ·      Bench marking surveys ·      Financial support towards capacity building the organisations
Regional / International Organisations	·      Conferences and speaking engagements ·      Correspondence ·      Face to face discussions ·      Communicating GPIC’s position on a range of social and environmental issues ·      Responding to information requests and surveys ·      Bench marking surveys ·      Financial support towards capacity building the organisations ·      Being part of working/ advocacy committees ·      Being part of their board
Customers	·      Feedback through marketing and online feedback forms ·      Audits via buyer surveys ·      Customer feedback evaluation forms ·      Customer invitational and group meetings
Banks	·      Meetings ·      Written Communication ·      Phone Calls

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics GPIC surveyed over 90 internal and external stakeholders, to validate previous priority issues for them and identify new/emerging ones.

What actions were taken by GPIC to respect and promote human rights?

In its 2018 Sustainability Report GPIC reports that it took the following actions for respecting and promoting human rights:

• Respecting employees’ human rights
• GPIC respects the human rights of its employees as established in the ILO’s (International Labour Organization) Declaration on Fundamental Principles and Rights at Work and the Bahrain Labour Law, including non-discrimination, prohibition of child and enforced labour, freedom of association and the right to engage in collective bargaining, prohibition of harassment, providing equal opportunity to employees, and being fair and equitable. GPIC’s goal is to achieve zero injuries and illness in the working environment, as well as emphasising the off-the-job safety of all employees. Strict compliance with all applicable SHE (Safety, Health and Environmental) policies, standards and practices is maintained, for the benefit of the company’s human capital. GPIC also seeks to provide a work environment that is pleasant, healthy and free from intimidation, hostility or other offensive behaviour towards employees, contractors, vendors or customers. GPIC’s policy is to honour and respect the right of all employees to practice their religious beliefs with dignity and its grievance handling system aims to make sure that any and all cases of grievances, are filed. GPIC provides equal employment opportunities to all applicants and employees and recruitment for all employment vacancies is based upon relevant qualifications, skills, experience and eligibility. All decisions that directly affect an employee’s employment status are fair and equitable, in terms of: a) advancement b) development and training c) the disciplinary process. Additionally, GPIC’s employees are encouraged to make suggestions or contribute ideas that help improve any aspect of the work process, including production. All such constructive ideas and suggestions will be valued, as part of motivation and innovation. GPIC also aims to ensure the confidentiality of all employee information and that personnel records, medical or any other records relating to employees are maintained accurately and securely.

• Protecting the human rights of suppliers and contractors
• GPIC’s suppliers and contractors receive the same care in terms of prevention of injuries or illness as company employees. Contractors also enjoy a work environment that is as pleasant, healthy and free from intimidation, hostility or any other offensive behaviour. Those who contract to work with or supply GPIC will benefit from any conflict of interest or even the chance of one being declared at the earliest possible stage and will also benefit from guidance in such matters from the GPIC HR Department. Anyone who deals with GPIC may be assured that their business will be transacted without fear of bribery or corruption, as well as freedom from coercion or undue influence. All GPIC’s contracts and significant agreements require compliance with Bahrain labour law and the human rights requirements Bahrain recognises, and GPIC’s contract supervisors are responsible for monitoring the performance of contractors, including their treatment of workers.

• Promoting the human rights of women and children
• GPIC aims to remain a role model in empowering women within Bahrain’s industrial sector and pursues its strategic priority to employ more women in various positions, as allowed by the laws of Bahrain. GPIC has also established an Equal Opportunities Committee, which is now elevated to a Council, to oversee practices of fairness between men and women and to ensure adherence to the human rights of women. In addition, GPIC continues in its commitment of support to the UN Women’s Empowerment Principles (WEPs), signed in 2014 by GPIC’s President. GPIC also upholds the human rights of children by the deliberate and methodical support of children in education, innovation, environmental awareness, health, safety, road safety, responsible care and social responsibility. GPIC does its utmost to protect the human rights of children in that the company never employs children to work for it and also does its utmost to make sure that all other businesses with which it has dealings do the same.

• Respecting community human rights
• GPIC will at all times respect the cultures, customs and values of the people in the communities in which it operates. The company will involve the community and protect its rights through open, transparent, and amicable partnerships with NGOs, local charities, sports clubs, ministries, and parliamentary representatives. GPIC seeks to serve as a source of positive influence within any community by contributing, within the scope of its capabilities, to the promotion and fulfilment of community human rights by improving economic, educational, environmental and social conditions. GPIC will also seek to have open dialogue with stakeholders and participate in community engagement activities.

• Providing human rights training
• In 2016 /2017 GPIC carried out specific training for its security personnel on UN Human Rights and etiquette and 11 of its employees attended. In addition to this, a number of GPIC employees have undergone training on etiquette by the National Institute of Human Rights (NIHR) and also on Bahrain labour law. In all, 109 employees attended various trainings on aspects related to human rights, labour rights and ethics. Additionally, all employees are made aware of and sign the Code of Conduct, which highlights the significance of GPIC’s core values.

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

The GRI Standards addressed in this case are:

1) Disclosure 410-1 Security personnel trained in human rights policies or procedures

2) Disclosure 412-2 Employee training on human rights policies or procedures

3) Disclosure 412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening

 

Disclosure 410-1 Security personnel trained in human rights policies or procedures corresponds to:

• 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: Security

Disclosure 412-2 Employee training on human rights policies or procedures does not correspond to any SDG.

Disclosure 412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening does not correspond to any SDG.

 

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 GPIC, 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 GPIC: 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 2016 Yearbook Tallink identified a range of material issues, such as onboard safety and emergency planning, customer satisfaction, occupational health and safety, waste, chemicals and wastewater management, compliance and fair business. Among these, promoting human rights and workplace diversity stands out as a key material issue for Tallink.

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 organization should identify its stakeholders, and explain how it has responded to their reasonable expectations.”

Stakeholders must be consulted in the process s 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 Tallink engages with:   

Stakeholder Group

Employees

Customers

Shareholders

Suppliers

Partners

Governmental institutions

Educational organisations

Community

NGOs

Media

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Tallink conducted an online survey among internal and external stakeholders, and also organised a stakeholder symposium.

What actions were taken by Tallink to promote human rights and workplace diversity?

In its 2016 Yearbook Tallink reports that it took the following actions for promoting human rights and workplace diversity:

• Promoting labour-management relations
• Tallink’s management often reaches out to employees to have a dialogue with the employees and to secure a good information flow necessary for sustainable operations. There are regular meetings and larger events organised, and the management participates in the free time activities organised for the Group`s employees, several times per year. All employees have the right to belong to trade unions, and the percentage of total employees covered by collective bargaining agreements is close to 80%. There is also no evidence of the right to exercise the freedom of association and collective bargaining being violated, or at significant risk. The minimum notice periods regarding operational changes are determined by the Group`s responsibilities towards current and potential shareholders, as significant operational changes must be reported via stock exchange to all stakeholders at the same time, to diminish the risk of illegal transactions in the stock exchange. Still, the conditions of any significant changes in the employees’ workplace and/or conditions are handled according to the local and international legislation, and trade union agreements.

• Being an equal opportunities employer
• Tallink is an Equal Opportunity Employer. All people can apply for a job or a promotion in the company, set aside the regulatory specifics related to safety matters. Salaries are determined by the local labour market developments and Tallink follows the equal and leading market position dependant to the availability and skills of vacant employees. The salaries of ships and hotel employees are subject to collective agreements with the trade unions, and there are no differences between the salaries of different genders – the salary rates are connected to the concrete position and responsibilities. Accordingly, in 2016 there were no reports on discrimination by gender, age, race, or other such characteristics.

• Providing human rights training for security personnel
• Tallink’s regular, annual training for all security personnel also includes, by default, training on human rights topics. Without passing it, it is not possible to be employed on board of Tallink’s Additionally, every year, security personnel has to go through renewed training.

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

The GRI Standards addressed in this case are:

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

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

3) Disclosure 410-1 Security personnel trained in human rights policies or procedures

 

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 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

Disclosure 410-1 Security personnel trained in human rights policies or procedures corresponds to:

• 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: Security

 

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 Tallink, 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) http://www.fbrh.co.uk/en/global-reporting-initiative-gri-g4-guidelines-download-page

3) https://g4.globalreporting.org/Pages/default.aspx

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

Note to Tallink: 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 2017 Sustainability Report BP identified a range of material issues, such as people and ethics, climate change and the energy transition, safety, society (e.g. community engagement), governance and risk. Among these, protecting human rights across its operations stands out as a key material issue for BP.

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 BP engages with:

Stakeholder Group

Communities

Employees

Governments

Industry associations

Non-governmental organisations

Shareholders and analysts

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics BP met with approximately 100 different organisations, from investors to NGOs and business partners, to identify the issues that mattered most to them, and also held sessions with its employees.

What actions were taken by BP to protect human rights across its operations?

In its 2017 Sustainability Report BP reports that it took the following actions for protecting human rights across its operations:

• Protecting labour rights
• BP’s code of conduct requires employees to report any human rights abuses in its operations or those of its business partners. BP expects contractors and their employees to act in accordance with its code of conduct, human rights policy and its expectations of suppliers. BP’s standard procurement contracts include requirements for suppliers to respect internationally recognised human rights, including a specific ban on the use of forced, trafficked or child labour. In 2017, in a number of locations, including Brazil, Indonesia, Iraq and the UK, BP held supplier events to communicate its expectations on labour rights and discussed the action it is taking, the need to raise concerns and the importance of its suppliers communicating this to their own employees, suppliers and business partners. In addition, drawing on its work with industry peers, BP developed a human rights due diligence process that can be used to screen suppliers in a consistent manner anywhere in the world, and is using it with suppliers on a risk-prioritised basis, to understand how they manage these risks in their business and supply chain. BP also carries out labour rights audits or assessments when appropriate, focusing on working hours, recruitment processes, freedom of movement, employment contracts, and channels for workers to raise complaints without retaliation.

• Conducting modern slavery risk reviews
• As some parts of its supply chain may pose a higher risk of labour rights and modern slavery issues than others, BP takes a risk-based approach to monitoring its contractors and suppliers by considering countries that pose a high degree of risk, activities that rely on manual labour, and factors related to the vulnerability of the workforce, such as poverty levels. Using this approach, in 2017 BP prioritised 17 businesses for modern slavery risk reviews and mapped its supply chain in these cases to identify high risk contractors. In some instances, this initial screening led to further assessment through questionnaires or on-site labour rights assessments, including worker interviews. These assessments focus on key warning signs such as passport retention, recruitment or other fees, wage deductions, employment contracts, working hours, shift patterns and living conditions.

• Preventing negative impacts on communities
• BP works hard to prevent and reduce any negative impacts on the livelihoods, land, environment, culture, health and wellbeing of people in communities near its activities, including indigenous peoples. Accordingly, BP screens its major projects to identify and manage any potential impacts, including human rights. If BP does cause or contribute to adverse impacts on the human rights of communities near its operations, it is firmly committed to providing for, or co-operating in, making it right.

• Training security forces on human rights
• BP works with security forces who protect its facilities around the world to reinforce the importance of respecting human rights. BP supports the Voluntary Principles on Security and Human Rights, and these principles guide how BP works with the security forces that protect its facilities. The principles emphasise the need to understand and respect the human rights of BP’s workforce, and people living in communities near its operations. BP provides training on the principles for its employees accountable for managing security, and carries out assessments to identify areas for improvement.

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

The GRI Standards addressed in this case are:

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

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

4) Disclosure 410-1 Security personnel trained in human rights policies or procedures

5) Disclosure 411-1 Incidents of violations involving rights of indigenous peoples

6) Disclosure 412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening

7) Disclosure 414-2 Negative social impacts in the supply chain and actions taken

 

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

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

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

Disclosure 410-1 Security personnel trained in human rights policies or procedures corresponds to:

• 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: Security

Disclosure 411-1 Incidents of violations involving rights of indigenous peoples corresponds to:

• Sustainable Development Goal (SDG) 2: End hunger, achieve food security and improved nutrition and promote sustainable agriculture
• Business theme: Indigenous rights

Disclosure 412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening does not correspond to any SDG.

Disclosure 414-2 Negative social impacts in the supply chain and actions taken corresponds to:

• Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
• Business theme: Workplace violence and harassment
• Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
• Business theme: Labor practices in the supply chain
• 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: Workplace violence and harassment

 

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 BP, 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) http://www.fbrh.co.uk/en/global-reporting-initiative-gri-g4-guidelines-download-page

3) https://g4.globalreporting.org/Pages/default.aspx

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

Note to BP: 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 2017 Sustainability Report Kerry Properties identified a range of material issues, such as quality management and after-sales service, customer health and safety, employee diversity and equal opportunities, discharge, handling and disposal of effluent and waste. Among these, promoting fair operating practices stands out as a key material issue for Kerry Properties.

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 Kerry Properties engages with:

Stakeholder Group

Employees

Residents

Tenants

Contractors and suppliers

Community

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Kerry Properties engaged with over 850 internal and external stakeholders (employees, contractors, suppliers and tenants) through an in-depth interview, workshops, focus group discussions and surveys.

What actions were taken by Kerry Properties to promote fair operating practices?

In its 2017 Sustainability Report Kerry Properties reports that it took the following actions for promoting fair operating practices:

• Protecting customer data
• Kerry Properties makes every effort to protect customers’ personal data, including their personal information, communications, bank account/ credit card information and use of the Internet and digital applications as customers access Kerry Properties’ information, products and services. Guidelines on handling paper documents and digital documents are available to all staff. In addition, Kerry Properties implements a Personal Data (Privacy) Policy, stating the types of information it collects, the purpose for which it collects personal data, and to whom it may disclose such data. Customers can get in touch with Kerry Properties’ data protection officers by email or in writing, to request access to and/or correction of their personal data or to inquire on Kerry Properties’ privacy policy and practice.

• Implementing an Anti-corruption Policy
• To ensure compliance with relevant laws and regulations such as the Prevention of Bribery Ordinance of Hong Kong, Kerry Properties implements an Anti-corruption Policy. The policy states that all employees must not engage in any form of corruption activity, including bribery, extortion, fraud and money laundering. Additionally, Kerry Properties’ Whistleblowing Policy enables employees and any person dealing with the Group to raise concerns on possible improprieties within the Group, in confidence. The Chairman of the Audit and Corporate Governance Committee is responsible for overseeing this policy, carrying out independent investigations and taking appropriate follow-up actions. All records are handled with confidentiality and whistleblowers’ identity is not revealed without their consent. In 2017, in addition to the anti-corruption training provided for all new employees, Kerry Properties invited expert speakers from the Hong Kong Independent Commission Against Corruption (ICAC) to arrange a series of seminars for nearly 200 employees from the property services, sales and marketing, as well as the finance teams in Hong Kong. To manage corruption risks in its supply chain, Kerry Properties’ Vendor Code of Conduct states that no vendors and subcontractors shall accept any forms of corruption or bribery, including any payment or other forms of benefit conferred on any government official.

• Promoting fair competition
• Kerry Properties is committed to promoting fair competition and carrying out procurement and tenders for products and services in a fair and transparent manner. Guidelines and standard work procedures provide definitions about restrictive agreements with competitors, price fixing, market sharing, output limitation, bid rigging and information exchange. All directors and employees have to adhere to these guidelines.

• Fostering responsible marketing communications
• Kerry Properties seeks to ensure that its marketing communications are truthful, geared to the interests of customers, and measured up to rigorous ethical standards. Accordingly, Kerry Properties has developed a set of internal procedures to make sure its sales brochures and marketing materials are fully compliant with the Hong Kong Residential Properties (First-hand Sales) Ordinance.

• Training security personnel on human rights
• Kerry Properties is committed to respecting and promoting human rights across its business activities. Accordingly, for its property management business, all security personnel, including security guards hired directly or from security service companies, have received training and attained relevant certifications before reporting for duty.

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

The GRI Standards addressed in this case are:

1) Disclosure 205-3 Confirmed incidents of corruption and actions taken

2) Disclosure 206-1 Legal actions for anti-competitive behavior, anti-trust, and monopoly practices

3) Disclosure 410-1 Security personnel trained in human rights policies or procedures

4) Disclosure 417-3 Incidents of non-compliance concerning marketing communications

5) Disclosure 418-1 Substantiated complaints concerning breaches of customer privacy and losses of customer data

 

Disclosure 205-3 Confirmed incidents of corruption and actions taken corresponds to:

• 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: Anti-corruption

Disclosure 206-1 Legal actions for anti-competitive behavior, anti-trust, and monopoly practices corresponds to:

• 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: Compliance with laws and regulations

Disclosure 410-1 Security personnel trained in human rights policies or procedures corresponds to:

• 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: Security

Disclosure 417-3 Incidents of non-compliance concerning marketing communications does not correspond to any SDG.

Disclosure 418-1 Substantiated complaints concerning breaches of customer privacy and losses of customer data corresponds to:

• 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: Compliance with laws and regulations, Protection of privacy

 

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 Kerry Properties, 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 Kerry Properties: 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.