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The integration process is complex and will continue throughout 2023, but we have already made significant progress.
and impacts of the Greview continue to reflect those of the new organization.
• Achieved a reduction in workplace fatality rate since 2016.
• Recognition of potential risk of human rights violations.
• Policy and standards communicated to managers and functional officers.
Our goal is to be an employer of choice by instilling ‘I-Care’ leadership principles to create an exceptional employee experience.
• Reinforcing the right way to do business.
• Engaging with our employees on a new set of global values for the future of Allied Universal.
• Ethics Codes and related training being implemented for all employees.
in which we operate and creating a more inclusive society.
• International Inclusion Council and Diversity Committee in North America are focused on building diversity and inclusion awareness and take positive steps to ensure representation of women and minorities in management roles.
Increasing stakeholder demand for positive action on climate impact.
the world and delivering essential services to help keep society safe and secure.
The United Nations Sustainable Development Goals (SDGs) are a series of global objectives to improve sustainability and quality of life across the planet.
The UN Global Compact calls upon businesses to advance the SDGs through the investments they make, the solutions they develop and the practices they adopt.
Through the range of professional and expert services that we deliver locally and globally, and the commitments and programs that form our ESG strategy, we have determined that we can make the greatest contribution to four SDGs and indirectly support the delivery of many more.
for all and build effective, accountable and inclusive institutions at all levels.
Our aim is to be an employer of choice.
Our HR strategy is facilitated by establishing industry-leading employment practices.
Our ambition is to become a net-zero carbon emissions company by in step with society.
We play an important role in society- creating a safe and positive environment in which millions of people live and work.
• Commitment to eliminating bullying, harassment and discrimination in the workplace.
Empowering female workers through information and communication technology equipment and training.
• Access to Allied Universal’s Ethics Hotline and GSpeak Out programs to raise concerns about mistreatment.
• Creating direct and indirect employment opportunities for millions of people.
• Safety programs that are reducing workplace injuries and fatalities, particularly in markets where the safety culture and infrastructure are less established.
Providing career opportunities through our steadfast ‘promote from within culture’.
• Incorporating adverse weather and climate change impacts into business risk and continuity planning.
Enabling the rehabilitation of offenders in our care.
• Anti-bribery and corruption awareness and procedures, reducing illegal finance flows.
• Commitment to antidiscrimination within our own organization and operational procedures.
Human rights matters are embedded into key business policies and processes, such as our Ethics Codes, Human Trafficking policy, labor management standards, and Gof Conduct.
• We carry out a regular human rights heat-map review that identifies the countries in which human rights risks are deemed to be high.
This process informs several of our business processes, such as our audit program and risk assessment.
• Human rights due-diligence reviews of major international business opportunities, conducted as part of the executive review process.
• Human rights awareness programs are organized for senior management and key functional officers, such as Human Resources and Procurement staff.
Human rights issues are embedded into relevant operating procedures and training programs, such as those for employee safety and use of force.
Foundationally, our business protects people and enables them to enjoy their rights and freedoms.
We also recognize we must ensure we are not enabling human rights violations through our services, our customers, our suppliers or through unfair or inappropriate treatment of our own employees and others in our care.
As a large-scale security group operating across the world, we must be vigilant when identifying human rights risks and violations, which can be complex and often hidden.
Human rights risks in our industry may include the unnecessary or illegal use of force, modern slavery, limitations on freedom of movement, mistreatment of detainees, criminal and sexual exploitation, and child labor.
At Allied Universal, we are committed to the respect of human rights and the continued development of our ethical and sustainable business model.
We will use our influence and geographical reach to help raise industry standards, provide decent employment opportunities and create secure and stable communities around the world. Everyone at Allied Universal, whether a senior executive or frontline employee, is expected to respect and protect the human rights of the...
We know that any human rights abuse is completely unacceptable and it will not be tolerated under any circumstances.
Our ethos is based upon fairness and respect for human rights.
We are proud of the role our employees play in society and the positive contribution that they make each day to protect human rights around the world.
• We operate human rights controls, due-diligence frameworks and control self-assessments for higher risk businesses which are integrated into risk and compliance systems.
• Thematic audits of specific human rights matters conducted by Internal Audit, e.g., on migrant worker welfare.
In addition, relevant topics such as workplace safety and labor management are incorporated into the wider audit program.
• We regularly encourage our employees to use our whistleblowing services if they have any concerns about human rights violations.
Building on the experience of GAllied Universal is currently developing its human rights policy and a framework for implementation across its global operations.
This will be launched later this year, accompanied by awareness campaigns and a review of policies and procedures through a human rights lens.
ni ve rs al ® http://g As part of our continued commitment to preventing human trafficking, Allied Universal has partnered with The Teen Project – a nonprofit organization dedicated to providing hope to young women in California who have survived human trafficking and homelessness.
As part of a joint effort, Allied Universal and The Teen Project developed comprehensive training and educational tools for security personnel to educate them about all aspects of human trafficking and help them recognize what to look for while they are working at their respective posts.
The program requires in-scope suppliers to complete an assessment tailored to their industry, size and location.
The assessment covers including labor and human rights, ethics, the environment and sustainable procurement.
The supplier’s responses are analyzed by EcoVadis, which provides both the supplier and Gout the supplier’s sustainability performance.
Where performance does not meet the required levels, a corrective action plan must be submitted to Gissues raised.
Since it began in program has been implemented in 13 countries.
Within these markets, around have been categorized as potentially high-risk, including manufacturers of electronics and uniforms, and providers of cleaning services and temporary labor.
Over have been completed, representing 68% of in-scope suppliers, and it is encouraging that 85% of these have achieved a satisfactory rating.
We are working with all organizations that have not achieved a satisfactory rating or that have declined to take part in the program to address any shortcomings and encourage participation.
A number of organizations have failed to fully engage with the program and have been excluded from our supplier database as a result.
We continue to utilize this experience and expand the program globally.
issued communications to colleagues about modern slavery challenges in the supply chain and our commitments.
Since HMP Parc opened its doors to the Cynnwys unit – meaning ‘Inclusion’ in Welsh – the UK’s first dedicated wing for people with learning difficulties (LD), autism spectrum conditions (ASC) and significant brain injuries, the multidisciplinary team has worked tirelessly to transform the lives of those in their custod...
Specially trained operational staff, known as coordinators, help facilitate sensory sessions in a dedicated sensory room and use a range of communication tools for those who struggle to communicate their needs.
Signs reminding visitors not to slam doors and allowing people to collect food and medication at the start or end of the line in order to reduce sensory overload, are just a few of the simple changes Parc has implemented to make Cynnwys people’s lives more comfortable.
“What Parc has managed to achieve is just fantastic,” explains the National Autistic Society’s Head of Autism Accreditation, Christine Flintoft-Smith.
“The whole approach has been really good and required a high level of inter-departmental cohesion – Parc has set the bar high as a beacon of best practice.
“We understand how difficult it is to even get initial accreditation – so for Parc to have invested the time, and resources, and challenged archaic attitudes in order to implement some major developments that really give their inmates the best chance inside the walls – is a heck of an achievement,” she concludes.
Significant reduction in incidence of reportable and violent incidents, self-harm (down by adjudications and substance misuse have resulted from the support and interventions of the team.
Their findings have helped set out the pathway for LD and ASC services in custody and support the Inspectorate and the UK Ministry of Justice in the development of research and policies for best practice for the support and management of offenders with neurodiverse conditions.
Deputy Director Ian Coles expressed how proud and thankful he was for his team in helping HMP Parc become the first rehabilitation facility to receive this prestigious award.
“We recognize how challenging the rehabilitation environment can be for people with autism, but the team at Parc has risen to the challenge in creating a specialist unit to support those in need, and has worked tirelessly to deliver high-quality services to meet those needs.
The National Autistic Society have highlighted the excellent and creative work carried out by staff to deliver person-centered support and it is fantastic that their hard work has been recognized at such a level,” says Deputy Director Coles.
ni ve rs al ® http://g In areas of the world where we employ migrant workers, we have robust systems and policies to ensure that those workers are treated with respect and humanity.
Over the past three years Gmade significant enhancements to its existing policies and has invested in processes and controls to support migrant workers across the organization.
Refreshed our policies and procedures that reinforce the expected behaviors of all stakeholders in respect of migrant workers.
These include the GEthics Code, Migrant Worker Policy and Speak Out whistleblowing service.
Benchmarked against external organizations where appropriate, these policies and procedures have added rigor to our internal audits and provided further opportunities to establish improved standards, assess compliance and drive change.
• Adopted the ‘Employer Pays’ principle as set out in the Principles of the Leadership Group for Responsible Recruitment (LGRR).
a variety of measures has been completed in Bahrain, Macau, Oman, UAE and Thailand.
• Appointed Migrant Worker Coordinators (MWCs) to conduct a program of checks to verify compliance with our standards.
Their initial focus has been on interviewing staff and understanding the staff’s experience.
The MWCs are independent of the in-country management team and report directly to regional management outside the country.
They conduct face-to-face interviews with migrant workers, wherever it is possible, and gather remote survey information where it is not.
Originally migrant workers themselves, the MWCs have personal experience of the recruitment process and understand the vulnerabilities and anxieties migrant workers may have, so they seek to create an environment in which employees feel safe to share information.
As of February migrant worker employees have participated in the program.
The resulting action plans from the businesses which employ migrant workers are the subject of regular scrutiny by the Modern Slavery Steering Group, which oversees the program and ensures progress is made.
• Undertaken modern slavery briefing sessions for the leadership teams of all businesses employing migrant workers.
Chaired by the Chief HR Officer (International), the steering group oversees progress on implementing migrant worker policies and standards, and other relevant case reviews.
human rights audits covering matters such as migrant worker recruitment and welfare standards.
Supported the Brook House Public Inquiry into the mistreatment of individuals detained at Brook House Immigration Removal Center in the UK, and continued to play an active role in helping it to address its goals.
• Undertook human rights control self-assessments of businesses in environments.
The results of the self-assessments inform the internal audit program and additional follow-up activity.
Complete a review of human rights policies and procedures within Allied Universal and Gand implement a harmonized strategy and approach across all operations, sharing the lessons learned across both.
• Continue to build further awareness of human rights issues and responsibilities at all levels of the company, through employee communications and relevant training programs.
• Initiate a review of key policies and procedures, embedding human rights standards where relevant.
• Undertake a review of our current due-diligence framework, including the toolkit which supports businesses conducting human rights due-diligence assessments.