Holcim reflects on their journey to become the first global building materials company to sign the “Business Ambition for 1.5°C” pledge with intermediate targets approved by the Science-Based Targets initiative (SBTi) in alignment with net zero pathway. Box-ticking or greenwashing as a marketing exercise has no place in a low-carbon world, says Magali Anderson, Chief Sustainability and Innovation Officer (CSIO) for Holcim. Corporations must mainstream sustainability in their business strategies. And Holcim, a global building materials supplier, has a significant role to play in a global society where we need to build more sustainably. In September 2020, Holcim became the first global building materials company to sign the “Business Ambition for 1.5°C” pledge with intermediate targets approved by the Science-Based Targets initiative (SBTi) in alignment with net zero pathway. This commitment builds on Holcim’s leadership in green construction with cutting-edge solutions such as ECOPact, its green concrete, and Susteno, its leading circular cement. In October 2021, Holcim sets industry first 2050 net-zero targets, validated by the Science Based Targets initiative (SBTi), building on its 2030 commitments approved in September 2020. Setting a new milestone for its sector, Holcim’s targets cover the company’s entire value chain, including both direct and indirect emissions, following the three ‘scopes’ established by the Greenhouse Gas (GHG) Protocol. Magali brings both a personal and professional insight to her role. From her decades of experience, Magali understands that the future must be greener. She draws on her 32 years of experience as an engineer and in management to ensure that she approaches sustainability with a precise objectivity that is data-driven. “I am an extremely careful person and I would rather not do something than do it without the right science and rigor. Our sustainability strategy is embedded in everything we do at the company level. Making sustainability systematic is crucial. My job is not about making people or the company look good. I am going to put everything into helping to save life on our planet.” The route to signing the pledge wasn’t easy. While convinced that it was the right thing to do, many wondered whether the company could actually achieve the ambition. “Could we truly achieve it according to the science-based targets? We reached out to everybody to explain what we wanted to do and get our data and model validated. We wanted to be trail blazers,” she says. Holcim is not paying mere lip service. The company has rolled out green products which are central to its strategy to become a net zero company. Take ECOPact, the green concrete, which enables low carbon construction around the world. And, with its circular business model, Holcim is a global leader in recycling waste as a source of energy. It also has products like Susteno, a circular cement product that contains 20% recycled construction and demolition waste. “We have to have the right products. Our ECOPact product is absolutely key and central to our strategy and we have just launched a breakthrough green cement product. It’s important to have a vision when it comes to sustainability but you have to back this up with product innovation and products that you can deploy. If you don’t, it’s a waste of time.” She also believes collaboration within the built environment sector is vital if the world wants to build more with less material. “We are not a construction company, we are a supplier of building solutions. We need to find partners within our sector to make green building a reality at a much bigger scale.” Now, more than a year since making the pledge, Magali’s sustainability and innovation teams have established clear targets across the company to prove a measurable, positive impact within their four sustainability strategy pillars: Climate, Circular Economy, Nature and People. “If you truly believe in fighting climate change - and I truly believe in it - you have to put all your heart into finding a way to impact and doing this in a constructive way." About Holcim Holcim builds progress for people and the planet. As a global leader in innovative and sustainable building solutions, Holcim is enabling greener cities, smarter infrastructure and improving living standards around the world. With sustainability at the core of its strategy Holcim is becoming a net zero company, with its people and communities at the heart of its success. The company is driving the circular economy as a world leader in recycling to build more with less. Holcim is the company behind some of the world’s most trusted brands in the building sector including ACC, Aggregate Industries, Ambuja Cement, Disensa, Firestone Building Products, Geocycle, Holcim and Lafarge. Holcim is 70,000 people around the world who are passionate about building progress for people and the planet through four business segments: Cement, Ready-Mix Concrete, Aggregates and Solutions & Products.

The two Global Compact Local Networks, Ukraine and Switzerland & Liechtenstein have been working together since 2018. The goal of this partnership is to create synergies to support our member companies in Responsible Business Conduct (RBC) and economic sustainability. The Ukraine Reform Conference 2021-22 offers additional opportunities within the framework of the Ukraine Reform Conference, which is chaired by Switzerland. The international meetings aim to discuss reform priorities, which are essential for a peaceful and innovative Ukraine. This year, the Conference will be held in Lugano. The two Local Networks of the UN Global Compact are engaged in this process to involve and connect as many companies as possible. They make a significant contribution to local and international value creation and, through their example and vast knowledge , also have the opportunity to make a big difference with local companies and partners. Ukraine is far advanced from a technological point of view. It has a lot of talent and low costs to offer. Together, the two Global Compact Local Networks will offer and conduct various joint activities and events, also in consultation and partly in cooperation with the Swiss Foreign Ministry and the Ukrainian government. Anti-Corruption Week in Kiyv Antonio Hautle, Executive Director of the Global Compact Network Switzerland & Liechtenstein (GCNSL) was present at the Partnership for Sustainability Award 2021 ceremony in Kiyv in December 2021. Additionally, as part of the International Anti-Corruption Week, the Global Compact Networks Ukraine and Switzerland & Liechtenstein organized an event in Kyiv on December 7th with high-level business representatives, the United Nations Office in Ukraine, the Swiss Embassy in Ukraine and a number of NGOs. The private sector is crucial to achieving the goals of sustainable reform. 16 Ukrainian companies committed in a Memorandum on Collective Action Against Corruption to actively contribute to this. The meeting addressed the Anti-Corruption requirements faced by transnational and local companies in the Ukrainian context. Four CEOs of large transnational companies were able to demonstrate how important a strong Anti-Corruption policy is for business success. A zero-tolerance policy, regular training, education and well-functioning compliance systems are essential. However, a culture of integrity must be lived and exemplified in companies, because not all the employees can be monitored at all times. What is important is a culture of trust and responsibility, supported by a wide range of measures and controls. Only this way employees can react correctly in problematic situations and make good decisions. An essential element is the possibility of "speaking up". It should be possible to report irregularities and problematic processes; this creates trust and strengthens employees in their day-to-day work. It became clear that for Ukrainian companies the corruption issue is much more difficult because they cannot rely on clear international guidelines and directives as large transnational companies do. This is another reason why Global Compact Network Ukraine is launching Collective Action against Corruption. A large number of companies signed a Memorandum on Collective Action Against Corruption during the event and committed to actively engage in this process. Further joint activities At the World Economic Forum (WEF) Davos in January 2022, two events are planned on the topics "Going green" and "Banking for the Future". With Participants from the UN Global Compact, representatives of Switzerland, Ukraine and the two Local Networks, we would like to offer another platform for mutual meeting, exchange and hopefully, concrete steps. In the course of (the year) 2022, further activities on Anti-Corruption Collective Action will follow in cooperation with the Basel Institute on Governance, joint webinars on the UN Global Compact Ten Principles and the SDGs as well as exchange opportunities between companies from Switzerland and Ukraine. The conference in Lugano on July 4-5 will be the highlight and conclusion. However, both Global Compact Local Networks will continue to work together on Responsible Business Conduct, the Agenda 2030 and the SDGs. We invite all companies from Switzerland and Europe that are active in Ukraine to support these efforts and to actively contribute their knowledge. We also hope that as many transnational companies as possible will make their knowledge, experience and competence available to the extent possible via their subsidiaries in the local Global Compact Network Ukraine. The 2030 Agenda and the SDGs can only be achieved together with the private sector. The preparatory panel “On the road to Lugano” provided an opportunity to present the reform priorities of the Ukraine Reform Conference 2022 – focusing on 'Stability and Prosperity' – which will take place in July 2022. You can watch the full panel discussion here:

Today is Human Rights Day 2021. Gabriel Webber Ziero, Head of Regulatory Advisory at ECOFACT takes a moment to reflect on human rights and corporate responsibility. Every December 10th, the day the Universal Declaration of Human Rights was adopted, we reflect on the achievements made in the field of human rights as well as on the challenges still faced. One element that has evolved since 2011 when the UN Guiding Principles on Business and Human Rights (UNGPs) were adopted, is that corporate actors are increasingly expected to ensure that rights are respected throughout their operations. Due diligence is a key instrument available to corporate actors that look to fulfill these responsibilities. Stakeholder engagement How due diligence emerged as a cornerstone of corporate responsibility is an interesting example of what can materialize when multiple stakeholders work together. Initially proposed by corporate actors before the UNGPs were adopted, due diligence has been embraced by civil society actors, which use the concept to inform and frame what they expect from companies. In addition, governments and regulators have been looking to make mandatory human rights due diligence an obligation that companies must fulfill. In terms of due diligence regulation, 2021 has been a defining year that will serve as a foundation and inspiration for the years to come. Corporate due diligence in 2021 Throughout 2021, we witnessed mandatory human rights due diligence obligations develop and then become applicable. For example, on January 1, 2021, key provisions of the EU Regulation on Supply Chain Due Diligence Obligations for Union Importers of Conflict Minerals started to apply, and countries like Japan and Mexico have started processes that will potentially lead to mandatory human rights due diligence laws. Moreover, laws have been adopted in Norway, Germany, and Switzerland that include due diligence obligations to be observed soon. The reach of these laws and others being developed goes way beyond jurisdictional boundaries of the countries that implement them — the laws directly target the global value chains of companies’ operations. Considering this, it is not unreasonable to claim that human rights due diligence obligations are becoming a reality across the globe either via the direct actions of regulators or by these expectations being included in contractual obligations. A reason for optimism However, history demonstrates that legal obligations do not automatically lead to effective compliance. The 1930 ILO Forced Labour Convention is a striking example of this phenomenon; more than 90 years after the convention’s adoption, the scourge of modern slavery still plagues humanity. Enshrining human rights due diligence in law is only one step in a long and winding road toward making the world fairer and just for right holders. It is the effectiveness of the measures that is the compass to gauge success, not the mere existence of a law. There is reason for optimism though. Evaluating the efficacy of due diligence processes is a key feature of laws recently adopted in several countries. For companies that aim to comply with these evolving obligations, two things should be front-of-mind: placing the rights of impacted stakeholders at the center of due diligence efforts, particularly when designing compliance strategies, and engaging with stakeholders in an active and adequate manner. Doing so will improve companies’ ability to effectively meet mandatory human rights due diligence expectations. Dr. Gabriel Webber Ziero, LL.M. Head of Regulatory Advisory at ECOFACT. Gabriel is responsible for helping clients prepare and implement compliance strategies that address sustainable finance regulations, for example the EU Sustainability Taxonomy Regulation, as well as the mandatory due diligence obligations like those deriving from the German Act on Corporate Due Diligence in Supply Chains. He also leads the team that delivers ECOFACT’s Policy Outlook. Moreover, Gabriel has been a key player in drafting OECD due diligence guidance documents that focus on the financial sector and are frequently referenced by regulators. Gabriel is licensed to practice as a lawyer in Brazil and holds a doctorate in International and European Law from Roma Tre University (Italy), as well as an LL.M. from Leiden University (Netherlands). He is a lecturer at the Certificate of Advanced Studies in Sustainable Finance program of the University of Zurich. Gabriel has also published the book “Business, Compliance and Human Rights Law: The Effectiveness of Transnational Private Regulations for Vulnerable Stakeholders”.

For the UN International Day of Women and Girls in Science on February 11th, Noémie Moreau from Mantu reflects upon the current state of the nations as well as the importance of women in the STEM field and what is needed for them to feel more integrated in the workplace. As the Head of Risk, Audit and Compliance for an international ecosystem of brands, it’s my job to identify and mitigate potential threats to our people, organization, partners, and clients. As such, I can confirm that the past few years have been turbulent for everyone; the young, the old, workers, students, and everyone in between. All of us have recently experienced some significant disruptions to life as we knew it. The burden of this turmoil, however, has not affected us all equally. UN data show that violence against women and girls increased during the pandemic. One in four women considered leaving or downshifting their paid employment, versus one in five men. Women lost 64 million jobs and $800 billion in earnings in 2020, around 5% of total jobs held by women, while men lost 3.9%. Since the beginning of the pandemic, Oxfam estimates that 47 million women and girls have been pushed into extreme poverty. These statistics, though harrowing, can seem far removed from the daily routines of many of us. How could I, working on reports in an office on an ordinary street in Europe, possibly hope to affect the kind of change needed to aid the plight of millions of women around the world? Well, actually, as a woman working in a science, technology, engineering and mathematics (STEM) field, I can see plenty of ways that girls and women could benefit from a step change that could begin right here, right now. State of the Nations The Covid-19 crisis gave female leaders a platform like never before. Political figures like Jacinda Arden, Tsai-Ing Wen, Sanna Marin and Nicola Sturgeon have been hailed for their acknowledgement of the human cost of the pandemic, and much has been written of their determination to ensure that economic concerns did not overtake their commitment to public services. Research by Zenger and Folkman, 2020, for the Harvard Business Review explains why women are better leaders during a crisis, with women rated higher than men on all but two of 19 leadership competencies. In the context of the pandemic, one study confirmed that the number of infections and deaths were systematically better in countries led by women, with these findings echoed by another that focused on outcomes in US states with female leaders. We must therefore ask why, then, do 85% of 115 Covid-19 taskforces from 87 countries have a male majority? Just 3.5% of these taskforces have achieved gender parity. The answer may lie within the talent pools that the taskforce members are sourced from. Political science, research, policy, technology, and healthcare all suffer from the same problem: they are, or rely on, STEM fields, and there is a dearth of female talent at every level, across every STEM industry. A 2018 UNESCO report summarizes this issue: worldwide, just 33% of researchers, 28% of engineering graduates, 40% of computer science graduates, and 22% of artificial intelligence (AI) professionals are women. Fewer than one in four researchers in the business sphere are female. When considering that most university graduates are female – worldwide 41% of women and 36% of men attain a tertiary education, and 44% of PhD graduates are women – suddenly the numbers aren’t adding up. The evidence shows unambiguously that women are intelligent and committed enough to enter these fields, and yet, the “ crippling shortage ” of STEM professionals persists in nearly every country around the globe. Where are all the women? In her groundbreaking book, Invisible Women: Exposing Data Bias in a World Designed for Men (2019), Caroline Criado Perez addresses the ‘myth of meritocracy’; the pervasive theory that, regardless of circumstances or obstacles, the best of us will inevitably rise to the top, and that hard work and natural ability will trump bias, wealth, or social class. Perez explores this myth using a US study of primary school aged children. At age five, both boys and girls are equally as likely to think they can be ‘really, really smart’. By age six however, girls are more likely to describe boys this way, and will actively avoid participation in games they are told are intended for ‘really, really smart’ children. As children grow, this harmful stereotype is compounded. When asked to draw a picture of ‘a scientist’ at age five, roughly equal numbers of female and male scientists are drawn. By age seven, male scientists significantly outnumber females. By age 14, four times as many male scientists are drawn. “ Even today, in the 21st century, women and girls are being sidelined in science-related fields due to their gender. Women need to know that they have a place in science, technology, engineering, and mathematics, and that they have a right to share in scientific progress.” - Audrey Azoulay, UNESCO Director-General For the women who do eventually enter STEM fields despite this educational bias, many find their careers marked by the same barriers. UNESCO data show that female researchers, for example, tend to have shorter, less well-paid careers: while women represent one third of all researchers, just 12% of members of national science academies are women, men are invited to speak at scientific conferences twice as often as women, and their research grants are dwarfed by those awarded to men. A 2021 first-of-its-kind study of over one million patients published in the JAMA Surgery medical journal casts an uncomfortable spotlight on this issue. It found that women are 32% more likely to die, 15% more likely to suffer an adverse outcome, and 11% more likely to be readmitted to hospital after being operated on by a male surgeon versus a female one. Male outcomes did not differ on the basis of the surgeon’s sex. The study’s co-author, Dr Angela Jerath , said that the findings could not be explained by skill differences in surgeons, “as both sexes undergo the same technical medical training”. Rather, she continues, “implicit sex biases” where surgeons “act on subconscious, deeply ingrained biases, stereotypes and attitudes” or “differences between male and female physician work style, decision-making and judgment” are possible explanations. It’s clear that the lack of female representation that begins in academia should concern all of us: research is what powers government policy, medical practice, business priorities… in other words, data makes the world go round. But why should the world care that it isn’t spinning on its true axis, even if women are dying unnecessarily? In short, because holding women back holds the world back. Giving women the space and support to pursue and thrive in STEM careers, to be taken seriously, and to have their contributions valued will inevitably result in better outcomes for everyone. The gender pay gap will narrow, increasing countries’ GDP. Workplaces become more productive and competitive as women gain broader skillsets and become excellent leaders. Even traditionally tough-to-tackle issues like gender-based violence improve when women can support themselves economically. Change can start today It’s clear that women are missing from spaces where their contributions could make a world of difference, but how can we redress the balance? Since the repression of women’s skills and ambitions begins early, a concentrated effort must be made to ensure school-aged girls are given the same chances and encouragement as their male classmates: the damage done to the confidence and self-worth of girls in their formative years creates a domino effect that is nearly impossible to eradicate later. Change must therefore begin with a zero-tolerance approach to sexism and gender bias in schools, but this is just the tip of the iceberg. It’s often said that seeing is believing, and the more positive female role models girls are exposed to, the more they understand that it is possible for them too to achieve their dreams. A 2020 study in the Frontiers in Psychology journal confirms that exposure to “the professional and personal experiences” of women with “a successful trajectory in STEM fields” is an “optimal” way to encourage girls to not only enter STEM fields, but to thrive. While we must avoid making women entirely responsible for fixing the injustices they suffer, I believe that women currently working in STEM have a responsibility to make themselves visible. Taking the time to chat about professional and personal experiences with a young neighbor or a junior colleague, offering guidance and advice, or even simply acknowledging that achieving their ambition is not just possible, but probable , could be the start of a virtuous circle that changes one girl’s future. Those of us who have ‘made it’ into STEM careers, and indeed any career, should always question how we can smooth the road for those who come after. For organizations, this starts with asking women about their lived experiences. Part of my role at Mantu is the operational management of our Positive Impact department. Launched in 2020, one of our key goals is to ensure diversity and inclusion remain a reality as well as a priority. We are signatories of the UN’s Statement of Support for the Women’s Empowerment Principles , Principle Seven of which is ‘measurement and reporting’. Why? Because we believe in common actions and efforts to bring about change. We surveyed and interviewed Mantu women in different roles, functions, and departments to gather their feedback on what affects their professional evolution. It’s crucial that data such as this is acted upon and not simply acknowledged; we are using the results to make concrete improvements and to facilitate women’s ascension to management roles and beyond. Conscious of the influence our French origins may have on our company culture and structure, we are also paying particular attention to intersectional and cross-cultural empowerment. Our commitment to equality extends to our recruitment, onboarding, and promotion practices. All new team members are invited to participate in unconscious bias training, and we have made concentrated efforts to ensure our annual review process is objective, evidence-based, and peer reviewed for every single person working with us. A senior review committee then analyzes aggregated data to ensure no bias or discrimination can enter the process. Our UK entity is BS 76005 certified (BSI Valuing People Diversity and Inclusion), but we adhere to this standard across our global organization. We want Mantu to be a place where women feel welcome, supported, and valued, but also somewhere that they can find professional, economic, and personal success. Our male colleagues play an extremely important role in making this happen, and we’re mindful to ensure that we all rise together: we believe that when one of us succeeds, we all do. Fostering this kind of team spirit and collective awareness of the issues at hand helps to facilitate change on a daily basis: we’re witnessing teammates supporting one another, offering to lend a hand, and a general improvement in the camaraderie and morale we all want to see in our workplaces. Change may start with a supportive word or a small policy amendment today, but this seed will grow for generations to come. It’s up to us to water it. Noémie Moreau began her career with a professional license in engineering processes for chemicals, pharmaceuticals, the environment, and the promotion of agro-resources. She graduated from the Toulouse School of Management with a master’s degree in Business Administration with a Quality Safety and CSR specialization. Noémie joined Mantu in 2016 as an Information Security officer, going on to build its Risk, Audit & Compliance department. In 2020 she assumed responsibility for Mantu’s Positive Impact department, and recently formed the company’s Project Management Office. She defines her daily job as “making everybody’s life easier and more sustainable”.

For today's International Women's Day 2022, Elisabeth Ann Resch from the UN Global Compact discusses the importance of making gender equality everyone’s business, not only on International Women’s Day, but all year long. Today is International Women’s Day and with it comes the high-level stocktaking at the annual Commission on the Status of Women. Since the start of the pandemic, things have clearly been different. We have not been able to go to stock exchanges and physically ring the bell to mark the important role of the financial sector to drive gender equality. We have not been able to take these issues to the streets and march for our rights together with fellow women from our communities. And most importantly – we have not been able to celebrate with family members, friends and dear ones lost due to the pandemic. So what can we do? We can raise our voices to acknowledge the heightened urgency to act as COVID-19 has illuminated the systemic barriers and entrenched gender norms that must be overcome. We can gather virtually and share solutions together with colleagues that in other circumstances wouldn’t have the time or resources to travel to New York and share their thoughts at high-level events at UN Headquarters. And we can find creative ways to recognize fellow women that inspire us to push boundaries and motivate us in our daily struggles. What’s clear is that the talents, perspectives and leadership of all women are required to solve the world’s biggest challenges — from tackling climate change to rebuilding the economy after the pandemic. Women’s representation and leadership can’t just be discussed in March, but most be prioritized every day , all year long, until true gender balance is reached and inclusive decision-making becomes the norm. In the past two years, through the Target Gender Equality initiative we supported over 800 companies – from MNCs to SMEs – to set and meet ambitious targets for women’s representation and leadership. The initiative has been implemented by Global Compact Local Networks across all regions. This year, we are again increasing the geographic scale with Target Gender Equality being implemented in over 50 countries, including Switzerland and Liechtenstein. Key for success is the ability to provide room for unpacking issues of local importance as many global challenges require local solutions. We hope you will be able to join us virtually at TARGET GENDER EQUALITY LIVE on March 15 to share your solutions and be inspired by the plans and actions of your Target Gender Equality peers. We know that identifying an ambitious but realistic target for your company’s context takes time and depends on many internal and external factors. It is encouraging to see that more than 90% of Target Gender Equality participants either have targets for gender equality in place, are adapting existing targets or drafting new targets. Close to 70% of participants reported to have put in place KPIs in order to track progress towards the company's objectives to advance gender equality. Of equal importance, participating companies have committed to hundreds of actions and interventions enabling them to meet their targets. From launching a childcare facility, to tying leadership statistics to new loans, to preparing their female workforce for board positions. What we have learned is that to make gender equality everyone’s business, we need men to not shy away from these discussions. We need all men to speak up and help their colleagues understand that to be a true sustainability leader you have to champion equality in all its forms. Encourage your male colleagues, team members and supervisors to join us in March to unpack these issues of crucial importance as a first step to recognizing and implementing gender-sensitive practices – not only on International Women’s Day but all year long. We simply cannot wait for 268 years to close the economic gender gap. Elisabeth Anna Resch forms part of the United Nations Global Compact. Elisabeth previously managed workstreams on human rights and decent work, and is now driving implementation of impact-oriented initiatives with Global Compact Local Networks around the world. Currently, Elisabeth is focused on the global rollout of “Target Gender Equality” - an initiative encouraging corporate target setting for women’s representation and leadership in over 40 countries. Elisabeth was able to be a part of the SDG adoption in 2015 while working at the Executive Office of the Secretary General with Amina Mohammed, then led the development of a new SDG strategy within the Global Compact Network Canada, and gained experience at the World Bank and Global Citizen. In 2021, Elisabeth was recognized for her sustainability leadership as 30 under 30 honoree by GreenBiz. Elisabeth is admitted to the New York State Bar, fluent in German, English and Spanish and is currently learning Swahili. She is based in Santiago, Chile.

Auteure: Amina Joubli, collaboratrice scientifique, Secrétariat d’Etat à l’économie, 14 avril 2022 Le Pacte relatif aux droits économiques, sociaux et culturels En ratifiant le Pacte relatif aux droits économiques, sociaux et culturels (Pacte I), la Suisse s’est engagée à assurer progressivement les droits garantis par ce Pacte. Le Pacte fait partie des accords internationaux majeurs en matière de protection des droits de l’homme. Recommandations relatives aux droits économiques En 2019, le Comité onusien en charge du Pacte I a émis des recommandations pour la Suisse concernant un certain nombre de droits économiques comme par exemple la fiscalité et la politique commerciale, le changement climatique, le respect des droits de l’homme par les entreprises, la discrimination et le harcèlement sur le lieu de travail, l’établissement d’un salaire minimum et l’intégration dans le marché du travail des travailleurs âgés et des personnes handicapées. Progrès réalisés Lors du prochain rapport à l’ONU, la Suisse pourra faire état de certaines avancées. Concernant l’évasion fiscale, la Suisse lutte contre la fraude et l'évasion fiscale dans le cadre d’accords internationaux. Par rapport à la thématique des entreprises et des droits de l’homme, une obligation de rapport sur les questions non financières et des obligations de diligence et de rapport dans les domaines des minerais de conflit et du travail des enfants est entrée en vigueur en 2022. Concernant la politique climatique, suite au refus de la révision de la loi sur le CO2 en juin 2021, le Conseil fédéral a ouvert la consultation concernant la loi révisée sur le CO2. Cette révision vise à atteindre l’objectif climatique fixé pour 2030. Les caisses de pension, les entreprises d’assurances suisses, les banques et les sociétés de gestion d'actifs peuvent notamment faire analyser la compatibilité climatique de leurs portefeuilles d’actions et d’obligations. Pour l’égalité salariale, des dispositions législatives sont entrées en vigueur en 2020 introduisant l’obligation d’une analyse de l’égalité salariale pour les employeurs à partir de 100 salariés. La Charte pour l'égalité salariale dans la fonction publique a en outre été ouverte aux entreprises semi-publiques. Par rapport au salaire minimum, certains cantons l’ont instauré ou planifié (NE, JU, GE, BS, TI). Quant au harcèlement et à la discrimination sur le lieu de travail, un Message de ratification de la convention n° 190 de l’Organisation internationale du travail sera transmise au Parlement en 2022. Afin de lutter contre le harcèlement sexuel, la Confédération a aussi publié des brochures d’information. Pour favoriser l’intégration des seniors dans le marché du travail, le Conseil fédéral a décidé de mesures en 2019 pour augmenter leur compétitivité sur le marché du travail. Le rôle des entreprises La mise en œuvre du Pacte I ONU doit être effectuée par l’Etat. Aujourd’hui, il est toutefois admis que les entreprises jouent un rôle important dans la réalisation des droits de l’homme p.ex. en ce qui concerne la santé, la sécurité sociale, le droit au travail et le droit à des conditions de travail justes et favorables, ainsi que le droit de former des syndicats et de s’y affilier. De par leurs politiques de gestion du personnel, leurs stratégies de durabilité et leur diligence en matière de droits de l’homme, les entreprises contribuent à l’effort de la Suisse pour la mise en œuvre du Pacte I. Le respect des droits économiques doit être garanti par l’Etat, mais la mise en œuvre se fait à tous les niveaux de la société. Afin d’informer et sensibiliser les entreprises et le grand public, le Secrétariat d’Etat à l’économie organise des workshops sur les thèmes de l’égalité salariale, la garde des enfants et la lutte contre la pauvreté le 5 mai 2022. Pour plus d’informations : Suivi des recommandations du Pacte I de l'ONU (admin.ch)

World Ocean Day reminds us that the world’s oceans, the earth’s climate, and the people’s futures will always be united as one. As part of its participation in 2022 World Ocean Day, Sallaum Lines has signed the 30x30 petition which calls on world leaders to safeguard at least 30% of the ocean by 2030. This global movement is a step forward towards achieving a healthy climate and a blue planet for all. The shipping line’s environmental strategies along with the United Nations’ 17 Sustainable Goals act as the blueprint for achieving a better future. As part of its commitment to sustainability, Sallaum Lines recently became a member of the United Nations Global Compact, which calls businesses to connect strategies with universal principles and take action to advance their goals. Sallaum Lines decided to join this corporate sustainability initiative in contribution to improving the environmental, labor, human rights, and corruption situations. We hope that taking this promising step allows the shipping line to reach out to a larger audience, promote its sustainability values, and lay down the foundations for long-term success.

On #WorldEnvironmentDay2022, and every day, Firmenich put Nature & Climate first. Firmenich is the world’s largest privately owned fragrance and taste company, a business-to-business enterprise specialized in the research, creation, and manufacture of perfumes, flavors and ingredients. As creators of emotions through the senses of taste and smell, touching over four billion people every day, we strive to provide essential solutions that rise to the challenges of a post-pandemic world, for our customers and all our stakeholders: our people, the planet, and society. We are acutely aware that global action is needed to address climate urgency and preserve the planet’s threatened #biodiversity . Our ESG strategy 2030 focuses on three streams in which we can make the biggest difference: Acting on Climate Change, Embracing Nature, and Caring about People. Every day, guided by science-based targets, we are acting to minimize our impact on climate and aim to lead our industry towards #NetZero before 2040. Conducting our business in a way that preserves the environment is paramount for Firmenich. We uphold responsible environmental management practices at our facilities worldwide and strive to reach and maintain the highest standards of care. Since 2020, all Firmenich operations worldwide have been using 100% renewable electricity. Our commitment extends beyond our direct operations to our value chain, through our Responsible Sourcing Policy and Green Procurement Policy. One of the additional ways in which we contribute to reducing greenhouse gas emissions and consumption of water is by contributing to diet transformation and more meat-free alternatives, without compromising taste. We continuously innovate to help create a more sustainable food system for all. This is but one example of the ways we seek to have a positive impact for the environment. And we value third-party assessment of our performance. In 2021, Firmenich has been awarded a fourth consecutive Triple “A” by CDP -- one of only two companies across all business sectors to achieve this -- for the Group’s leadership in transparency and action on climate change, water security and forestry protection More in Firmenich's #ESG report: https://www.firmenich.com/sustainability/esg-report Learn more about our #PlantProteins here: https://www.firmenich.com/taste-and-beyond/nutrition-and-wellbeing/meat-dairy-analogs #WeAreFirmenich #ForGoodNaturally #ESG

SkyCell , a Swiss SME and part of the pharmaceutical value chain, reflects upon the importance of Micro, Small and Medium-sized Enterprises in the context of business sustainability Micro, Small and Medium-sized Enterprises (MSMEs) are the beating heart of the world’s economy: making up 90% of all businesses and accounting for around 70% of total employment and 50% of GDP globally. As such, these businesses have an essential role to play in realising the UN’s Sustainable Development Goals (SDGs). At SkyCell, we are a Swiss SME and part of the pharmaceutical value chain, enabling the transport of temperature-sensitive medication around the world. With global operations, partners and clients, establishing consistent principles to underpin our work is key. The Ten Principles of the Global Compact, including human rights protection, anti-corruption policies and environmental protection were already built into our values system. The Network promotes responsible business practices - something which has been a cornerstone of the SkyCell story from day one - and we are fundamentally aligned with its goals. We’re incredibly proud to be a member and supporting its work to enable truly sustainable growth. Joining the network made perfect sense for SkyCell. First and foremost, it allows us to engage with our peers and learn from others: as an SME, the network provides a crucial learning platform, giving us access to expertise which would otherwise be out of reach for SMEs. At SkyCell, we are deeply committed to creating a more sustainable future. As part of the Paris Climate Accords, we have agreed to climate change mitigation targets in line with the 1.5°C scenarios. Our business practices are based on circular economy principles: we manage the full life cycles of our pharmaceutical containers ensuring minimum waste and maximum reusability. We’ve eliminated redundant logistics procedures and through our precision engineered products have reduced CO2 emissions by up to 50%, compared to other solutions. To live up to the commitments we have made by joining the UN Global Compact, we have launched several initiatives, including a whistleblower policy which allows for the anonymous reporting of any misconduct. In addition, we have rolled out a supplier Code of Conduct, to ensure our suppliers comply with the values we hold. Sustainability isn’t just good for morals, it’s good for business. Actions taken by SMEs in this regard are critical: our collective action can have a major impact and we actively support our peers in engaging with the UN Global Compact, to ensure The Ten Principles become increasingly commonplace across the business community. By embedding sustainable practices into every facet of SkyCell, we’ve created efficiencies that significantly reduce costs for partners, as well as allowing us to reach new customers and create a competitive advantage. This is well aligned with the Global Compact Network’s aims to not only create a fairer, more sustainable world, but also to build stronger, more capable businesses. As we celebrate MSME Day today, we will continue to support the efforts of the Global Compact Network, in its mission to support small companies to make a big difference in creating social and environmental justice globally.

More than 120,000 participants from over 7,000 companies are scaling their corporate sustainability knowledge through learning experiences from the Academy, the UN Global Compact’s premier digital learning platform. Are you driving ambitious corporate action for the Sustainable Development Goals and looking for the latest tools and resources? Are you new to the topic of corporate sustainability and not quite sure where to begin? No matter where you are on your sustainability journey, the UN Global Compact Academy provides you with the skills and knowledge you need to move your company further in implementing the SDGs and the Ten Principles of the UN Global Compact. Who is it for? Aligned with the UN Global Compact 2023 Strategy, the Academy is offered to all employees of the 15,000 companies participating in the UN Global Compact, including MNCs and SMEs. Participants of the Academy span across levels of seniority and corporate functions depending on the topic and type of sessions. What’s available? Choose from a wide range of innovative learning experiences on the topics of climate change, human rights, labor, SDG integration and more. Available in on-demand or live formats, the Academy offers new insights and best practices from world-class leaders, changemakers and practitioners on today’s most pressing sustainability issues. Learn at your own pace with e-learning courses, guided learning paths and more that will help you learn key sustainability concepts, anytime, anywhere. Learning experiences What learners are saying Over 90% of users would recommend the UN Global Compact Academy to their colleagues. Here is what learners have been saying: “We have gained actionable knowledge in a way that we can implement in our daily operations.” “Excellent content that offers both learning and practical tools!” “The Academy courses help me to understand my role in driving effective change as part of our organizational transformation.” “Valuable information and the teaching format was easy to follow. I was able to improve my understanding and skills, and have recommended the UN Global Compact Academy to colleagues.” Ready to explore the Academy? Join us today to advance your sustainability journey! If you’re already a participant of the UN Global Compact, you can request your complimentary account at unglobalcompact.org/academy. Not yet a participant of the UN Global Compact? We invite you to sample one of our popular e-learning courses like Setting science-based targets or Future-proofing your small and medium-sized enterprise for free. Learn more about how to join the UN Global Compact here. Do you have questions about the UN Global Compact Academy? Contact the Academy team at academy@unglobalcompact.org.

On the 23rd of September, all around the world the SDG Flag will be raised to show our support for the Sustainable Development Goals. With the flag campaign, organisations, municipalities, companies, civil society organizations and schools show that they are part of this global movement for a better world. Will you join us? With great pleasure, we invite you to participate in the third edition of the SDG Flag Campaign taking place on the 23rd of September 2022. On the 23rd, it will be seven years since the world embraced the Sustainable Development Goals (SDGs), 17 goals that guide us towards a more inclusive, just and sustainable society by 2030. The SDGs are vital for a recovery that leads to greener, more inclusive economies and stronger, more resilient societies. What began with a few hundred flags in The Netherlands has grown to 1000+ flags being raised in 2021 by businesses, NGOs, municipalities, universities, libraries and other civil society organizations internationally. By participating in the SDG Flag campaign, you simultaneously raise awareness as well as externally express your commitment towards the SDGs and the 2030 Agenda. This year, we would like to invite the companies in our Swiss Global Compact Local Network to take part and to raise a virtual flag for the SDGs. This can be used as an opportunity to communicate any new sustainability plans, ambitions and targets or any other action that is appropriate to your company. It can further simply be used as an opportunity to recommit yourself and your company to achieving the SDGs. Last year, there were over 1000+ SDG flags raised internationally. Heineken took the campaign opportunity to raise 60+ flags at their premises internationally and had this to say, “Many of our breweries around the world raised the SDG flag simultaneously and actively engaged their employees and other stakeholders, to celebrate what has been achieved so far but, more importantly, to remind us all that we still have so much more to do in jointly tackling the huge challenges we face as a society.” If you would like to participate in this year's SDG Flag Day, you can access the Social Media Cards here. This year, with the aim to encourage individual action, the campaign has teamed up with AWorld, the official app in support of the UN ACTNOW initiative. AWorld is a mobile application that guides and incentivizes people to live sustainably by measuring their impact and footprint. Users can improve their habits to become an active part in the global challenge towards a healthier and sustainable world. To take part in the challenge, you can download the AWorld application from your mobile app store, and join the SDG Flag Movement Team by clicking this link, or scanning the QR code to the right. You will then be able to join the SDG Flag Challenge within the team where you can log all the sustainable actions you take, as well as logging your participation in the SDG Flag Day. The challenge will run from 1 to 27 September and it is open for any and everyone to join. We therefore encourage you to get your colleagues, local organizations and friends involved. At the end of the challenge we will highlight those individuals who are leading the way. We strive for a strong online presence; therefore we ask that you use the hashtag #togetherfortheSDGs when posting your virtual SDG flag. More information on the campaign, the AWorld challenge and examples of social media communication can be found on the SDG Netherlands website. We look forward to seeing you raise your (virtual) flag on the 23rd of September!

Evita Fakun, Group Sustainability & CSR Executive at The Lux Collective Ltd , on the importance of key partnerships to recover better and unite business for tomorrow Sustainability as a bedrock Using integrated thinking principles, approaching SDG action differently, are ways to build much needed resilience during a pandemic and prepare for a green recovery. In 2020, Paul Jones, the CEO of The Lux Collective with the NY Times bestselling author Ron Kaufman, embarked the group on a transformational journey called Built to Care. Resulting in a selection of projects to demonstrate Care with minimal funding, a Care Index was created to catalyse the creative execution of each initiative, for Guests, for Team Members, for the environment or the communities near our resorts. The rise in collective awakening with Covid-19, for more responsible consumption is evident. Sustaining 1 in 10 jobs worldwide, informal economies, fostering inclusiveness as it thrives, it is this very widespread network of international travel and tourism that will fuel a green recovery. This is even more essential in the Small Islands Developing States such as the Maldives and Mauritius, where The Lux Collective manages 8 luxury properties, sustaining over 3000 direct livelihoods. Our duty towards the country is to share our drive and knowledge to reinforce the countries’ recovery strategies. The two major UN statements #UnitingBusiness and #RecoverBetter to build back through public-private partnerships, were fully supported by the CEO. The message shared with all stakeholders was to reassure that no one is alone, no one is to be left behind as we work towards recovery. The group accelerated its mission to support the local economy with large scale renovation works, December 2019, at LUX* Le Morne ( Earthcheck profile ), one of its 5 Star properties. This meant an investment capped at MUR 135M (over 3M USD), was re-injected into the local economy during tough times and using principles of circularity for a low-footprint renovation . LUX* Grand Baie, the flagship The star of the group, LUX* Grand Baie (opening 2021) is working with local suppliers to adopt sustainable practices too. Together with suppliers, in line with UN SDG 17, local culture, local organic produce and eco-friendly amenities and ethical shopping will all be a part of the marketing of the property. The CSR partnerships of this resort will surpass that of its peers in number but also in quality and value creation. Transforming a supply chain into a sustainable one requires mastering design concepts, being alert to the opportunities around through stakeholder inclusiveness and selecting the Partnerships that truly create value on all three of the ESG pillars. For The Lux Collective, sustainability is not separate from luxury experiences. It is nourishing and helps them integrate seamlessly Gender Equality by supporting women-led social enterprises, or UN SDG 12, Responsible Consumption and Production though circular design and ethical sourcing. Delivering on all 17 SDGs is possible, even during a pandemic. The group is driven by the CEO’s commitment to the 1.5°C Business Ambition Campaign since pre-covid 2019 (unveiled at COP 25 by United Nations Global Compact, the Science Based Targets initiative (SBTi) and the We Mean Business coalition. It is during times of instability that businesses should keep re-aligning with their longer-term sustainability strategy. Discover how in their latest Integrated Annual Report . The Lux Collective is a luxury hotel management company. Its head office is located in Singapore. The group operates in Mauritius, Maldives, Reunion Island, China and France, with a clear international growth strategy. The company has been a Signatory of the United Nations Global Compact since its creation in 2018. The group manages the resorts of its sister company LUX Island Resorts, 1st hotel group listed on the Sustainability Index in Mauritius. Our higher Purpose since 2018, We Care About What Matters, is rooted in sustainability principles.