MVO in de tertiaire sector, door Freddy Noris, Sustainable Development Manager Swift

CSR@SWIFTAgoria

Freddy Noris

June 7, 2012

Presentation title – dd month yyyy – Confidentiality: xxx 2

Agenda

• Once upon a time…• A CSR is born• The current strategy• The impact on SWIFT expectations towards maintenance

service suppliers?• Conclusions


Agenda

• Once upon a time…• A CSR is born• The current strategy?• The impact on SWIFT expectations towards maintenance


It all started with sponsorship and philanthropy

CSR@SWIFT story – March 2012 4


Agenda



2008: our CSR programme is born


Greening SWIFT

People engagement

CSR facilitator

Mindset & Business

To respond to environmental challenges

To strengthen links between people

To investigate on issues of sustainability

To open and encourage dialogue and promote change


Some initiatives have been launched by our staff to leverage SWIFT’s role as a CSR facilitator within the financial industry:

“Banks for a better world”

Opening dialogue and acting as a CSR facilitator


We are working on new developments to embed Corporate Social Responsibility in SWIFT corporate mindset and make it an intrinsic part of the company strategy.

Human Resources

Core business

Communication & awareness

External reporting

Embedding CSR in all parts of the company

Making the link with

Further developing our


On-site campaigns Engaging for the good cause

Thanksgiving project Supporting worldwide associations

Emergency campaigns

Clothes and toys donations

Skills volunteering

Investing energy

Painting Charity runs

Gardening

Renovating

Cooking

Blood donations

Fund-raisinginitiatives Getting hands-on really involved

Helping people in need

Team with spirit events

Focusing on education

Dedicating time Sharing ideas

Helping unprivileged children

Working in collaboration

Individual and group initiatives

Thanks to all this, SWIFT won thein 2011 & 2012

Raising the level of engagement with employees & communities


Energy saving

Businesstravel

Commuting

Facilities

ReduceReuseRecycle

Greening SWIFT and caring for our environment


Agenda




SWIFT 2015 strategy

Info & tools: in Slideshow, click here to

access the SWIFT PowerPoint

toolkit


Agenda

• Once upon a time…• A CSR is born• The current strategy?• The impact of SWIFT expectations towards maintenance



Impact on suppliers

• Ethical & environmental obligations• SWIFT to sign Global Compact with UN and to encourage

similar commitment from its main suppliers• SWIFT to enter in voluntary initiatives such as CDP / GRI and to

encourage suppliers to follow same path• SWIFT to request from suppliers to quote for environmental-

friendly options• SWIFT suppliers to have the same requirement on their own

suppliers• Future audits of main supplier and their sub-contractors are

envisaged• Continuous improvement of our internal requirements of ethical

& environmental obligations of suppliers


Agenda




Conclusions

• CSR must be endorsed by management, embedded in company strategy and be part of the company DNA

• CSR is not an OPEX , it is a revenue• CSR is a source of innovation and of competitive advantage• CSR is a vertuous circle• CSR is a journey of continuous improvement….

CSR teach to manage frustrations….


Thank you


Back-up slides


Ethical & Environmental Obligations

• •In addition to the obligations, representation and warranties contained in the Agreement, the Company further agrees to the following:

• 1. The Company and any of its subcontractors must be in compliance

with all applicable laws and regulations in all locations where it conducts business. In the event of a discrepancy it must be adhered to insofar as possible.

•

1. Child Labour: The interests of the child must be taken into consideration before all other concerns. No person under the minimum legal employment age may be employed.

2. The use of forced, bonded or compulsory labour is prohibited, and employees are free to leave their employment after reasonable notice. Employees are not required to lodge deposits of money or identity documents with their employer.

3. A safe, healthy working environment must be provided for employees, in accordance with international standards and national laws. This includes access to clean toilet facilities, drinking water and, if applicable, clean facilities for food storage. Employees must be adequately informed about the health and safety issues related to their specific job assignments. Employees must be given proper training to minimize the health and safety risks associated with their job assignments.

4. Freedom of Association: As far as the applicable (national, local) laws allow, all employees are free to join or not to join labour unions or similar outside representative organizations. Employers must have an open attitude towards unions, union activities, and union representatives. Employers should allow workers to express their concerns about working conditions without threats of reprisal or harassment.

5. Discrimination: The Company must have a policy imposing equal treatment in the workplace and prohibiting unlawful discrimination. There must be no discrimination in hiring, salary, promotions, rewards, access to training, employment termination and retirement based on race, color, gender, ethnicity, caste, sexual orientation, marital status, religion, political affiliation, nationality, social origin, social status, indigenous status, disability, age, pregnancy and union membership.

6. Disciplinary Practices: Employees must be treated with respect and dignity. Physical or verbal abuse, including sexual harassment and sexual abuse or any other form of harassment is prohibited. Any threats or other forms of intimidation are prohibited.

7. The working hours of employees must comply with national laws and not exceed the working times prescribed by such laws. Employees must be allowed to take at least one day off per seven-day week.

8. Wages: Employment conditions must be presented to employees in a comprehensible manner, and fair and reasonable pay and working conditions must be provided. Wages and benefits for a normal workweek must at least meet national legal standards. Overtime wage rates must be greater than normal wage rates, as stipulated by national or local law. Deductions from wages as a disciplinary measure shall not be permitted.

9. Environment: All laws and regulations must be obeyed and all actions conducted in a manner that conserves resources. Processes must be in place to actively improve the efficient use of finite resources (energy, water, raw materials). Measures must be in place to minimize the release of harmful emissions and the impact of products and services on the environment. All waste materials must be disposed of properly and in an environmentally responsible manner.

• The Company must maintain documentation necessary to demonstrate compliance with clauses listed here above and must provide SWIFT with access to that documentation upon SWIFT’s request


Info & tools: in Slideshow, click here to

access the SWIFT PowerPoint

toolkit

MVO in de tertiaire sector, door Freddy Noris, Sustainable Development Manager Swift

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Transcript of MVO in de tertiaire sector, door Freddy Noris, Sustainable Development Manager Swift