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Doing business responsibly CORPORATE SOCIAL RESPONSIBILITY
Doing business responsibly
CORPORATE SOCIAL RESPONSIBILITY
CSR 2017
INTRODUCTION
DOING BUSINESS
RESPONSIBLY
Computacenter is committed to carrying out business responsibly. In accordance with the 10 core principles of the United Nations Global Compact (UNGC), upon which the Group bases its approach to responsible corporate behaviour, we are focused on three main areas – our people, the environment and the wider community.
In the workplace environment we continue to ensure the Group appropriately supports, develops and protects its people. This includes ensuring that our Group’s practices are compliant with human rights and employment legislation wherever it does business. It has policies and training in place to protect our people from breaching the law and the standards that we expect from them, in the course of their duties. To demonstrate our ongoing commitment to ethical and responsible business practices, a new Group-wide Code of Ethics was launched to all employees across all geographies in 2016. The organisation continues to make clear its zero-tolerance approach to Bribery and Corruption, and continues to review, and where necessary update, our policies and processes. As part of our commitment to ethical corporate behaviour we have also launched an external whistleblowing hotline that we have introduced in partnership with Safecall. This allows our employees to report on a confidential basis any concerns they have about the way the organisation operates.We are focused on reducing the environmental impact of our activities, particularly in respect of the Group’s carbon emissions.
It is important that Computacenter continues the contribution that it makes to the wider community in which it operates. Our approach in this area has always been that the societies and communities which provide our employees, contractors, suppliers and business partners themselves make an indirect,
but important contribution towards the Group’s success. Additionally, it is increasingly the case that our existing and prospective customers view activity in this area as one of the determinant factors in where they wish to place their business. Therefore, not only is making an appropriate contribution in this area the right thing to do for the wider community, it is the right thing to do for our business.
I am pleased to confirm that Computacenter remains a constituent of the FTSE4Good Index following the December 2016 review. The FTSE4Good Series is designed to help investors integrate environmental, social and governance (ESG) factors into their investment decisions. The indexes identify companies that better manage ESG risks and are used as a basis for tracker funds, structured products and as a performance benchmark. The ESG Ratings are used by investors who wish to incorporate ESG factors into their investment decision making processes, or as a framework for corporate engagement and stewardship.
Mike NorrisChief Executive Officer
CSR 2017
INTRODUCTION
One of our highest priorities is to make sure that, in the workplace environment, our people are supported, protected, developed and suitably recognised for the contribution they make.
UNGC 10 CORE PRINCIPLES
Category Principles
Human Rights
Principle 1Businesses should support and respect the protection of internationally proclaimed human rights; and
Principle 2 ensure that they are not complicit in human rights abuses.
Labour Standards
Principle 3Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4 the elimination of all forms of forced and compulsory labour;
Principle 5 the effective abolition of child labour; and
Principle 6 the elimination of discrimination in respect of employment and occupation.
Environment
Principle 7 Businesses should support a precautionary approach to environmental challenges; and
Principle 8 undertake initiatives to promote greater environmental responsibility; and
Principle 9 encourage the development and diffusion of environmentally friendly technologies.
Anti-corruption
Principle 10 Businesses should work against corruption in all its forms, including extortion and bribery.
CSR 2017
FTSE4GOOD SERIES
FTSE4GOOD SERIESThe FTSE4Good Series is designed to help
investors integrate environmental, social and governance (ESG) factors into their investment decisions. The indexes identify companies that
better manage ESG risks and are used as a basis for tracker funds, structured products and as a
performance benchmark. The ESG Ratings are used by investors who wish to incorporate ESG factors into their investment decision making
processes, or as a framework for corporate engagement and stewardship.
FTSE ESG Rating
ESG Rating Absolute Score (5- Highest) 4.1
ESG Rating ICB Supersector Relative Percentile Score (100 – Highest) 93
ESG Pillars
Pillar Exposure (3-highest) Pillar Score (5-highest)
Environmental 1.0 4.0
Social 1.0 2.5
Governance 2.0 5.0
Themes
Environmental Themes Theme Exposure (3-highest) Theme Score (5–highest)
Climate Change 1 4
Pollution & Resources N/A N/A
Water Use N/A N/A
Biodiversity N/A N/A
Environmental Supply Chain N/A N/A
Social Themes Theme Exposure (3-highest) Theme Score (5-highest)
Labour Standards 1 2
Health & Safety N/A N/A
Human Rights & Community 1 3
Customer Responsibility N/A N/A
Social Supply Chain N/A N/A
Governance Themes Theme Exposure (3-highest) Theme Score (5-highest)
Corporate Governance 2 5
Risk Management N/A N/A
Tax Transparency N/A N/A
Anti-Corruption N/A N/A
NB: Themes marked as ‘N/A’ are not applicable to Computacenter.
Exposure scores: 1 – Low exposure; 2 – Medium exposure; 3 – High exposure.
PEOPLE
PEOPLE
VISION & VALUES
OUR VALUES
WE WIN BY
PUTTING CUSTOMERS FIRSTWe work hard to get to know our customers and really understand their needs. That lets us use our experience to help them in the right way at the right time.
BEING STRAIGHTFORWARDWe’re practical and pragmatic. We believe in solutions over talk. We express ourselves in the clearest possible way. And we’re open and honest in all of our dealings.
KEEPING PROMISESWe do our very best to keep our promises. And when that’s difficult, we help our customers find other ways of solving their problems.
WE DO IT TOGETHER BY
UNDERSTANDING PEOPLE MATTERWe build strong, rewarding, supportive relationships. And we treat people as we expect them to treat us.
CONSIDERING THE LONG TERMWe’re building a business for the long term. This leads our decisions and actions and helps people really trust us.
INSPIRING SUCCESSWe’re proud of the people we work with. We do our best to support each other through the downs and we always celebrate the ups.
Understanding people matter
Considering the long term
Inspiring success
Putting customers rst
Being straightforward
Keeping promises
Winning Together
We value ‘Winning Together’. These are the values on which we built this company and we believe they are the values on which we will continue to grow the company. We champion, support and role-model these values so that we continue to win together and establish a ‘one Computacenter’ culture.
PEOPLE
VISION & VALUES
OUR EMPLOYEE CHARTEROur employees have a responsibility to commit to and role model our values in everything they do. We have set out our expectations in an employee charter:
CONTRIBUTING IN A HIGH-PERFORMANCE CULTURE
• Be passionate about what you do and always aim to do your best
• Participate in team and one-to-one meetings, workshops and training sessions
• Give constructive feedback to your manager and others when appropriate
• Ask for regular feedback from your internal and external customers
• Be prepared to stretch the boundaries; recognise you can make a difference
• Take joint responsibility and complete your annual performance review using the Winning Together competency framework
PERSONAL INVOLVEMENT AND ACCOUNTABILITY
• Always ask if you are unsure of what is expected of you
• Act in accordance with Computacenter’s values and behaviours
• Be clear and manage expectations with your customers, managers and colleagues
• Deliver on your promises
• Be an ambassador for Computacenter at all times
• Find out about the Computacenter journey and how it links to our vision, values and priorities
• Be empowered to make decisions and take accountability for your actions
• Set an example to others; have and show respect for everyone
BEST PRACTICE
• Continually evaluate working practices and be creative in suggesting improvements
• Look for and share best practice
• Deal with issues promptly
• Take responsibility for your personal development goals in line with the business needs and your aspirations
• Always adhere to Computacenter’s policies, procedures and practices
VISION & VALUES
PEOPLE
OUR MANAGEMENT CHARTEROur managers have a responsibility to create a positive and encouraging environment so that you can maximise your performance and we can recognise your potential. We have set out these manager responsibilities in our management charter:
DRIVING A HIGH-PERFORMANCE CULTURE
• Care about your people and understand what’s important to them
• Set and empower others to achieve stretching goals
• Identify talent in your team and utilise their strengths
• Support progression around Computacenter
• Coach and develop individuals to maximise their performance and potential
• Generate an environment in which creativity and innovation are encouraged
• Appreciate and reward successes, and praise star performers
• Support individuals with their personal development goals
• Involve and encourage your team to give constructive feedback on ways to improve our business
• Share the Computacenter journey and how it links to our vision, values and priorities
• Identify and deal promptly and effectively with poor performance
LEADERSHIP AND CREATING FOLLOWERSHIP
• Be an ambassador for Computacenter at all times and support your employees so they do the same
• Think Group before you act - share knowledge as a Group company and encourage our people to do the same
• Set clear expectations and define the outcomes
• Give clear, balanced and regular feedback and encourage others to do the same
• Be a role model and lead by example
• Earn the respect from all those you work with, don’t assume it automatically comes with the job title
• Create an environment of mutual trust and appreciation by being open and honest in your communication
• Hold people accountable for their actions and be accountable for your own
• Clearly communicate and translate the company strategy into how you and your team will contribute to achieving our goals
BEST PRACTICE
• Be consistent in the management of your people by utilising Computacenter tools
• Provide annual performance reviews
• Continually evaluate working practices and implement improvements for all
• Fully adhere to policies, procedures and practices, and keep abreast of changes
• Hold regular team meetings and one-to-ones
• Recognise that everyone is different – embrace and respect those differences
• Ask for feedback to continually improve yourself
DIVERSITY & INCLUSION
PEOPLE
Alongside our services and innovations, our people are a major source of competitive advantage for us. We therefore continually review our approach to attracting and retaining talented individuals. In 2016, we looked closely at what diversity means to us and why inclusion matters.
We believe that:
• gender-diverse companies are more likely to outperform their competitors;• ethnically-diverse organisations are also more successful;• a business with a rich mix of backgrounds and views stimulates innovation, better mirrors
its customers and attracts the best talent; and• promoting diversity is the right thing to do.
We want Computacenter to be an inclusive and ethical employer with a diverse, talented and motivated workforce. As there is no one better than our people for setting our diversity and inclusion agenda, we created the People Panel in 2016. This is a steering group of more than 20 people from across our territories and business areas. They all have a passion for making the company the most welcoming it can be to the talented individuals who work for us and those who would like to. The People Panel are our advisors, tasked with setting our strategic direction, and holding us to account in these important areas.
Aside from the People Panel’s strategic work, a huge amount of activity goes on every day to promote diversity and inclusion. For example, we are looking closely at what it is like to be a woman in the IT industry and at Computacenter in particular. We have held roundtable discussions with female employees and taken part in external programmes such as ‘Every Woman Counts’ with TechUK. In our German operation, we have appointed a senior female member of our sales team to lead on this topic. In addition, we have begun analysing our gender pay gap, ahead of the new regulations coming into effect in 2018.
As our workforce comes from every corner of the world, we face the challenge of managing a wide range of cultural differences. We take this seriously and our new managers undertake a European ‘how we work’ course, to prepare them for this. In the UK, we have recently introduced our ‘Keep Calm, it’s only Banter’ workshops, demonstrating our commitment to fostering an
inclusive culture.
Gender split across the Group
Male Female
Directors of the Company 77.8% 22.2%Senior Managers of the Group 80% 20%Employees in the Group 76.7% 23.3%
Our focus on diversity starts before the recruitment process begins. We have worked closely with our recruitment partners to examine every stage of the process.
For example, we: • check that we advertise our jobs in publications and on websites with a diverse audience;• make sure the language we use in our adverts and job descriptions is not discriminatory
and appeals to as wide a range of applicants as possible; and• have a guaranteed interview scheme for disabled applicants in the UK.
For us, inclusion goes beyond the people who work for Computacenter. We also support groups who need help to enter the workplace. Our UK business is involved with the Career Transition Partnership, which, as the Ministry of Defence’s official provider, offers resettlement support, career transition advice and training for people leaving Her Majesty’s Armed Forces. Through the Herts Chamber of Commerce, we have linked up with Muscle Help Foundation to support five young adults with muscular dystrophy. We will run two days of workshops in Hatfield to show that their disability does not need to be a barrier to them in the workplace. We also run charitable giving programmes in our main geographies.
INCLUSION
Women in ITWe would like more women to be interested in Computacenter. We want to support and substantially increase the proportion of female employees in all divisions and at all levels. We have various different examples of the work we are doing to support this including round-table discussions with our senior female employees and involvement in external programmes such as the ‘Every Woman Counts’ programme with TechUK.
women@workOne particular success story is the launch of the ‘women@work’ project in Germany. In May 2016, Carolin de Lorenzi was designated the Women’s Representative, supported by a team of eight people, both male and female, from various areas of the German business.
To make sure gender equality and support for women is not just lip service, the women@work team has developed principles incorporating tangible objectives and measures. Our management team have also made a voluntary commitment to increase the proportion of women in our company. In addition, there is the women@work development: the targeted advancement of selected young female executives through individual advice and support on the career path.
To expand its reach, with its women@work initiative, Computacenter in Germany has significantly increased its presence in external communication through the use of various medium as well as attending job fairs exclusively for women. Sharing the success of our people is an important value for us here at Computacenter. We’ve also got some great career success stories of women within our organisation that we share to encourage and motivate others, both internally
and externally. In addition, and to encourage women to gain more of an external perspective, we invited experienced managers from our customers and partners to attend our ‘Open House@CC’ to share personal insights into their careers and offer career advice.
Women in SalesAlongside the work we’ve done in Germany, we’ve also spent time looking at what it’s like to be a Woman in Sales in the UK. More than 40 women attended a round table. Discussions covered a range of topics from the recruitment process to maternity leave and returning to work. The output from that was to draw up a list of actions including the set-up of an inclusion taskforce, a review of the recruitment process and a formalised mentoring programme.
PEOPLE
DIVERSITY & INCLUSION
WOMEN IN IT
Women in IT Representative, Carolin de Lorenzi (centre)
DIVERSITY & INCLUSION
PEOPLE
Developing the next generation of talent is crucial for Computacenter and for the industry. We have a range of industrial placement programmes, graduate programmes, sales associate programmes and apprenticeships across the business. For example, our Global Support Desk is the largest employer of apprentices in our UK operation, having hired 123 apprentices over the last 18 months, with more than 60 joining us on a permanent basis in the last six months alone. We continually look to develop all our programmes.
Our Future Talent team does outstanding work in ‘growing our own’ new talent. Their activities range from offering work experience to very young students, to hosting students during their placement year, to supporting those starting their careers as part of our graduate and apprenticeship schemes. To give an indication of the scale of their work, in October 2016 alone, the team attended 18 careers fairs and engaged with more than 3,000 students.
One area of focus in our future talent work is attracting young women into Science, Technology, Engineering and Maths (STEM) careers. We have developed an outreach programme to address the subject in schools, colleges and universities. We also have two Women in Science and Engineering (WISE) Ambassadors who are trained to run internal and external ‘People like me’ training. This programme helps young women to identify their skills and understand their career options. In addition, two members of out HR Team are STEMNET Ambassadors, who go out through the STEM network and support on a range of different activities and events.
More generally, we link with schools in the area around our head office in Hatfield to offer students work experience, employability workshops and interview training. We are working with a local school through the year-long Educational Ambassador Scheme, which will include helping the school to improve its educational employability curriculum. We also have three ‘Inspire the Future’ Ambassadors, who link to schools nationally and engage in a range of events from speaking about apprenticeship programmes to how to apply to be a school governor.
FUTURE TALENT
We encourage young talent to look at the IT industry through various initiatives, including supporting:
• Erlebe IT (www.erlebe-it.de/) - giving young people professional and practical training in handling digital media as well as an insight into working in the IT industry.
• Girls’ Day (www. girls-day.de) - bringing girls together to learn about careers in technical and science-oriented areas.
• IHK Ausbildungsbotschafter (www.ihk-koeln.de/Ausbildungsbotschafter) – peer-to-peer coaching, sending apprentices back into school to talk to pupils about vocational training, everyday work and career opportunities.
HOW DO WE DO BUSINESS
PEOPLE
Pay and BenefitsAt Computacenter, we offer reward packages to deliver a high performing culture. We benchmark our salaries annually against our industry to ensure that we remain competitive. For a portion of the workforce, remuneration is weighted towards variable pay, to align individual performance to the value they deliver for the business and the overall Group strategy. There are processes in place to ensure that we remain legally compliant on remuneration related legislation across all of our operating countries. Recognition is also part of the overall package for employees at Computacenter. Our people are recognised when they continually display our ‘Winning Together’ values, or perform above and beyond what is required of them. Recognition can come from peers, managers or customers, and is provided in various financial and non-financial forms.
Modern SlaveryWith the Modern Slavery (Transparency in Supply Chain) Act now in force in the UK, we have completed a review of our supply chain ahead of publication of our first statement under Section 54. We aim to support our business by working with a diverse set of suppliers. When selecting who we want to work with, we ensure that our terms of engagement are clear and transparent, and such terms support both our Group values and our wider Corporate Social Responsibility objectives.
We have increased our focus on the risk of modern slavery over the last year and have worked across our wider business operations to identify our risk areas. As a result we have improved our governance processes and developed a new supplier code of conduct which incorporates modern slavery and the 10 Core Principles of the UN Global Compact.
Moving forward, we will continue with our commitment to ethical and responsible business practices, ensuring that if modern slavery is identified anywhere within our supply chain we will not tolerate it.
HOW WE DO BUSINESS
It’s important that we do business responsibly. Our shareholders, customers and employees expect
that of us. As a result, there are certain obligations we make sure we take time to implement and
embed across the group organisation.
In 2016 we published our Group Business Ethics policy which sets out our commitment to observing the highest ethical standards in our business conduct. It also explains what we expect from our employees and how they can report any concerns they may have.
Below is the link for external viewing of our policies including anti-bribery and corruption.
www.computacenter.com/uk/about-us/corporate-responsible-behaviour
Anti-Bribery and CorruptionThe Company has a zero-tolerance policy towards bribery and corruption whether committed by employees or anyone else acting on our behalf. The high levels of integrity with which we intend to carry out our business do not vary depending on where we work or who we’re dealing with. Our Anti-Bribery and Corruption policy reflects our determination to comply with legislation relevant to preventing bribery and corruption where we do business. In the past 12 months, we have reviewed our Anti-bribery and Corruption policies and processes throughout Computacenter. Having done this, we are confident in our internal processes and compliance. Anti-bribery and Corruption training is an integral part of our induction process across the Group.
RecruitmentOur welcome to Computacenter starts even before the recruitment process. We’ve worked closely with our recruitment partners to examine every stage of the process, from checking that the publications and web sites where we advertise our jobs have a diverse audience; through making sure the language we use in our adverts and job descriptions is not discriminatory and is as appealing to as wide a range of applicants as possible; to our guaranteed interview scheme for disabled applicants.
HOW WE DO BUSINESS
PEOPLE
Health & SafetyIt is the Group’s policy that, as far as is reasonably practicable, a working environment is created and maintained which does not pose an undue risk to the health and safety of our employees, customers, suppliers, sub-contractors, visitors and members of the public.
Our approach to health and safety is based on the identification and control of hazards. The prevention of all incidents, particularly those involving personal injury and damage to equipment or property, remains a priority and additionally near-miss investigations are carried out to avoid similar occurrences and to maintain the efficient operation of the business. All of our employees are made aware of the importance of health and safety and contribute to the maintenance of a safe working environment. We promote consultation between employees and managers concerning matters of health and safety and provide the necessary finance, equipment, personnel and time to ensure its implementation and maintenance.
During 2016, we have seen a solid health and safety performance driven by an established Health & Safety Management System. We have continued to maintain the Accident Incident Rate (AIR), which is the number of accidents per 1,000 employees, across our main operating geographies to below 2.8 and in the UK and France, the Accident Frequency Rate (AFR), which is the number of accidents per 100,000 working hours, to below 0.9.
SafecallAt Computacenter, we’re committed to observing the highest ethical standards in the way we conduct our business, and we are dedicated to responsible and sustainable corporate management. But occasionally things can go wrong. At some point our employees may experience or witness what appears to be dishonest or unethical behaviour, corruption, a health & safety breach, harassment, bullying or other forms of wrongdoing.
We want to make sure that if this happens, employees have somewhere they can go, in confidence, to report their concerns. To meet this need we have our whistleblowing hotline that we have introduced in partnership with Safecall. Safecall provide a professional and independent service 24 hours a day 365 days a year via a local international Freephone number.
We are fully committed to investing the time and resource to provide development and talent frameworks which support, engage and motivate our managers and employees. Our employees are able to access a wide range of development tools or job-specific training appropriate to their needs as identified by their manager through the annual performance and development review process.
Average results for 2016
AIR AFR
UK 2.74 0.44Germany 1.54 0.88France 0.83 0.46
HEALTH & WELLBEING
PEOPLE
HEALTH & WELLBEINGComputacenter cares about its employees’ health and wellbeing – as any responsible
employer would. Our people are our major asset and time and again, we are told that it was our
people who made the difference in winning, servicing and retaining our contracts.
AmericaThe provision of healthcare in the U.S. is a hot topic at the moment and as you can imagine, companies are following with interest as to whether or not the Affordable Care Act will be replaced. In the meantime, we continue to offer a range of benefits to our employees in the U.S. which include medical, dental and vision plans for them and their partners/families.
In addition, we have an employee assistance program called LifeCare which offers confidential and professional assistance for people who are facing a personal, family or workplace problem. We are also working with Cigna our healthcare provider to look at how we can promote the importance of health and wellbeing and making sure people are aware of the free health and wellness resources available to them.
FranceIn 2016 the theme of the Life Quality at Work Week in France was ‘Better Work in a Digital Time’.
Computacenter in France joined in this national initiative with communications and sessions looking at all manner of health and wellbeing activities including keeping yourself healthy while working in front of a PC screen, the importance of fruit in your diet, sleeping well and managing your emails. There were conferences about Digital Detox, How to Prevent Troubles on Muscles and Skeleton (TMS) and a Fruity Break was organised!
GermanyHealth promotion is very important in Germany and much is incorporated into law. Teams from HR, Facility Management, the SBV (Representative Office for the Severely Disabled) and Disability Management work together to promote, restore and maintain the health and performance of our employees over the long term.
We have our own portal for this: Balance@Computacenter. The portal allows all work-life balance and preventative measures to be collated under one roof. These include, for example, health training and webinars about stress prevention, relaxation, nutrition and exercise as well as advice for our employees in difficult life situations or, in the case of illness, via the external family service provider ‘pme Familienservice’.
In addition, the internal Disability Management division offers comprehensive assistance for employees and managers. One important project these various teams are currently working on together with the works council is the introduction of psychological risk assessments, now required by law, which are designed to analyse the risk of psychological stress in the workplace in order to be able to initiate preventive measures in good time.
BelgiumIn Belgium it was decided to brainstorm the activities that could be organised around wellbeing. It was decided to focus on three aspects: engagement, cooperation and communication. An external coach worked with us on understanding the impact and the interaction of several aspects of our work life: physical health, emotional energy, mental focus, priority management, meaningful work, and last but not least support from colleagues.
PEOPLE
HEALTH & WELLBEING
SpainIn Spain we have a fully dedicated Health & Safety specialist and the Health & Safety Committee, who make sure we have the healthiest environment possible for our employees. In addition, we have a yearly medical check, and all Global Service Desk Spain employees have private medical insurance.
Food and exercise are the basis of good health so we have fruity Tuesday, with fruit delivered directly to our Barcelona office and we are currently working on a football and volleyball tournament between teams in Barcelona.
We also have incentive programs such as discounts at local a climbing centre, spa and massages. One of our challenges this year is to make sure that all our others locations in Spain have the same variety of incentive programs as Barcelona and are working with our current private insurance supplier to have more services linked to the wellbeing of our employees.
UKIn the UK, we have a dedicated Occupational Health team who drive our wellbeing programme through our ‘Happy Healthy Me’ portal. We work with an external provider called ‘Employees Matter’ to offer a range of webinars covering such diverse topics as sleep well, live better; managing the pressure-cooker of stress; women’s/men’s health and helping children to cope with adversity. We record these sessions so that employees who can’t attend the live session can access them when it is convenient for them. We have an Employee Assistance Programme which offers a full range of support to employees including telephone and face-to-face counselling, medical advice including second-opinions and our latest addition, e-counselling.
South AfricaIn South Africa employee wellness is key. Our wellness incentive programmes link to our medical which assists employees to enjoy more healthy lifestyles with an incentive programme where they can qualify for great gym benefits, healthy eating incentives and various discounts on things like magazines, flights and car hire.
We also have an in-house qualified counsellor who is available to employees for any assistance; from grief counselling to personal circumstantial issues, we manage it all.
MexicoOne of our newest locations, Mexico, are working on their health and well-being offer. They’ve started with some activities in the office – including a free fresh fruit stall in the canteen.
MalaysiaHealthy through Activity: Many of our jobs in Malaysia are quite sedentary and so we actively promote weekly physical activity such as badminton, futsal, bowling and hiking through our dedicated Employee Fun Club. The Employee Fun Club sets a quarterly challenge to an adventure park where we get everyone climbing, jumping, riding, sliding and flying!
We also promote a balanced healthy dietary programme and as part of the company initiative, we provide healthy snacks around the clock.
Fresh fruit in Mexico Employee Fun Club, Malaysia
CSR 2017
THE WIDER COMMUNITY
THE WIDER COMMUNITY
COMMUNITY
WIDER COMMUNITY
The services we provide to our customers, and therefore the value that we can deliver to our shareholders, require contributions from a wide range of stakeholders. The societies and communities which provide and support these individuals and organisations therefore make an indirect, but important contribution, towards the Group’s success, and it’s important that we give something back to these societies and communities.
We actively encourage our stakeholders to operate in a similar socially responsible manner. This is reviewed by the Group through the completion and ongoing review of third party documentation and making additional enquires to ensure that the commitments we receive from our suppliers are fulfilled.
We also want to make a positive contribution in the communities in which we operate.
In Montpellier, where the Group has relatively recently established a Group Service Desk, we have established a partnership with the local employment agency to provide employment opportunities to those not currently working. Our French business has continued its partnership with Aide et Action, to provide support for schooling of children who are forced into child labour due to their circumstances.
A number of our UK employees have officially trained as ambassadors for the Herts Chamber of Commerce, under its ‘People Like Me’ campaign. They will now run official activities with schools local to our Head Office in Hatfield, to encourage girls to get into technology and science based activities. We have put together in the UK a School Outreach Programme with seven local academic partners, and this will include employability workshops, interview skills, guest speakers on apprenticeships and local careers fairs. We have launched our University CampusLink initiative connecting us with students and careers teams at over 45 universities in the UK, which includes provision of career advice, interview and assessment centre practice, and guest lectures on IT and our Future Talent programmes.
Our German business has run blood donation campaigns during the year in conjunction with the Red Cross.
Computacenter Germany’s Management and Works Council have jointly decided to donate €50,000 to support refugee integration projects. Our employees worked unpaid in order to support this project.
COMMUNITY
CHARITY
WIDER COMMUNITY
Our current Spanish Charity Partner, again selected by our Employees is Acnur Comite Catala per als refugiats local branch of UNCHR. In 2016 513 euros were raised by the employees which we then matched as a company.
Our employees in South Africa took part in the ‘Santa Shoe Box’ project. Employees donated a total of 50 shoe boxes filled with gifts for children who would otherwise not receive a present at Christmas.
Our current UK charity partners, which are selected by employees, are Alzheimer’s Research UK, Rainbow Trust and Mind. Charity events such as dress down days, charity races and sponsored staff expeditions, are steered by a Charity Committee, comprising a cross section of employees, from branch administrators to senior management. In addition to the corporate programme, the company supports and encourages many charity initiatives proposed and run by employees.
CHARITYOur HR Team in the UK opted to forgo the usual tradition of ‘secret Santa’ gifts, instead using the money that would’ve been spent on gifts for the team to donate toys to the Salvation Army to give to children in the UK.
Charity PolicyComputacenter’s charity policy is to support three corporate charities for a two-year period. At the end of that period, staff are asked to select alternatives from a shortlist that includes the current charity partners. Each of the charities will receive considerable support from Computacenter in this period. Funds collected via fundraising activities within the programme are in most instances matched by Computacenter. In working with these charities, we hope to achieve three main aims:
• To demonstrate our commitment to the wider community • To motivate staff across the company by encouraging
teambuilding activities in a worthwhile cause. • To communicate Computacenter’s core values to
customers, staff and other stakeholders.
Give As You EarnIt’s not just the business itself that gives; our employees get directly involved too. A company-wide Give As You Earn (GAYE) scheme allows employees to make monthly contributions to any UK charity of their choice through automatic deduction from their salaries. This is tax deductible and even attracts a 10 per cent subsidy from the Inland Revenue. The full amount of the contribution goes to the charity because Computacenter handles all the administration at its own expense.
UK HR Team
WIDER COMMUNITY
OUR PEOPLE
Our people are important to us
We have some great people working for us at Computacenter. One person to highlight is Kevin Tharby.
After 22 years’ service including relentless moves from the UK to Germany and back with his family, Kevin Tharby retired as a Yeoman of Signals, as high a rank as he could in the Signals without moving away from his technical skills. At that point Kevin was ready to move on to the next stage of his career. Kevin joined us here at Computacenter as a Project Manager in December 2012. He’s now a Senior Project Manager.
“My management team are interested in putting me in a role which is right for me and that they invest in meetings and functions that show the ‘understanding people matter’ Winning Together value isn’t just words. I feel part of the family.”
OUR PEOPLE
Some of our employees take fitness to the extreme – in October last year, a number of people took part in a Tough Mudder event in the US.
My management team are interested in putting me in a role which is right for me and that they invest in meetings and functions that show the ‘understanding people matter’ Winning Together value isn’t just words. I feel part of the family.
Flóra Gondos joined the finance team in Budapest in 2014 – but outside of the world of financial figures, she’s also an international sporting figure, diving for Hungary in the 2012 London Olympics. Computacenter is supporting her talent for the 2017 season and she proudly sports the Computacenter logo on her kit.
ENVIRONMENT
WIDER COMMUNITY
ENVIRONMENTComputacenter is committed to continuously improving the environmental impact of its business activities. We comply fully with all relevant environmental legislation and regulation of the jurisdictions in which we operate, and monitor the environmental impact of our business. We aim to reuse, recycle and reduce waste wherever possible, actively prevent pollution and have an emergency response capability to cope with any accidental pollution incidents. We train and communicate with our employees to improve their awareness of environmental matters as part of our established Environmental Management system.
Corporate sustainability policies/Green ICT agendaComputacenter promotes environmental sustainability through active promotion of a green ICT agenda. We aim to deliver carbon reductions, reducing waste and improving efficiency through active supply chain collaboration. We will ensure that appropriate standards, policies and processes are applied and maintained within our organisation and supply chain.
Our corporate sustainability policies and procedures promote sustainable IT and our Environmental Management System is independently certified to ISO14001:2004. Our package of environmental initiatives aims to help customers make more informed choices regarding the selection of sustainable IT products.
ENVIRONMENT
WIDER COMMUNITY
ICT Sustainability Plan 2013 – 2018Our active promotion of a Green ICT agenda is based on our ICT Sustainability Plan 2013 – 2018. This plan involves the implementation of sustainable procurement principles and practices in relation to ICT. Sustainable procurement aims to promote more environmentally responsible products and services, improve product usage, avoid unnecessary demand and consumption, and assess ICT products on a life cycle impact basis.
These principles govern Computacenter’s ICT procurement processes through the use of mandatory and regulatory environmental standards which set a minimum level of environmental performance for relevant ICT acquisitions. These are in line with the Scottish Government’s Sustainable Procurement Strategy and the Greening Scotland ICT agenda.
These environmental standards are as follows:
• Compliance with ISO 14001:2004, covering the procurement, storage, configuration, supply, support, recovery and disposal of information technology systems;
• Compliance with the current ENERGY STAR® version for relevant ICT equipment;
• Product take-back and appropriate resource recovery, reuse or recycling for appropriate devices covered by the WEEE Directive
• EPEAT – The Electronic Product Environmental Assessment Tool is a method for consumers to evaluate the effect of a product on the environment. It assesses lifecycle environmental standards and ranks products as gold, silver or bronze based on a set of environmental performance criteria
• RoHS - Restriction of Hazardous Substances directive which aims to restrict certain dangerous substances commonly used in electronic and electronic equipment.
In addition, Computacenter will:• Comply with The Scottish Government’s Sustainable
Procurement Strategy• Comply with The Scottish Government’s global initiatives
such as My Greener Plan • Comply with DEFRA’s quick win standard• Make available product sustainability information from
OEMs such as the ECMA-370 declaration• Monitor energy consumption in our managed operations
in detail and make this available to our customers as both energy and a carbon figure.
• Base the carbon footprint calculation for product and services on the United Nations University study (Computers and the Environment).
• Determine carbon footprints with IT manufacturers who are improving the supply of information.
• Verify carbon emissions in conjunction with our Carbon Reduction Commitment compliance.
• Audit the supply chain to verify waste reduction and encourage customer audits. Downstream recyclers are audited to verify legal compliance to transport, handle and treat waste and good practice
• Continue to use our multi-resource scheduling system to align engineers to tasks on a proximity basis. Using motorway network petrol station drop-off points has reduced travel from 167 to 34 miles per collection.
• Measure the carbon efficiency of the delivery of goods on a CO2 per kilogramme shipped basis, currently 1.08g/kg. This is monitored as part of an evaluation matrix in selecting which courier to use
• Work with independent third parties such as the Green Electronics Council (GEC) and their verification process to monitor product performance against environmental attributes. Computacenter is the GEC’s only strategic ICT partner in Europe. GEC’s EPEAT registration is based on product ECMA-370 declarations and IEEE 1680.
• Commit to innovate in areas that can reduce consumption such as:
• Our ‘Switch Off’ campaign• The use of 1E Nightwatchman to control energy usage• The promotion of print best practices• The deployment of multifunction devices • Evaluation of consumables and usage• Running effective campaigns and communications• Benchmarking products against environmental criteria• Server virtualisation
ENVIRONMENT
WIDER COMMUNITY
The chart below shows how the emissions are split by country showing the percentage:
Emissions = 25,518 Metric Tonnes of CO2e
Belgium 1.26%France 2.43%Germany 33.2%Hungary 0.48%USA 1.05%Malaysia 0.45%South Africa 7.09%Spain 1.77%Switzerland 0.42%UK 51.85%
The chart below shows how the UK Energy Usage is divided by percentage:
Datacenter 57%Facilities 43%
Computacenter plc mandatory greenhouse gas emissions reporting Methodology Recent UK-based emission reduction projects
Global GHG emissions data for period: 1 January to 31 December 2016.
Emissions = Metric Tonnes of CO2e
Year 2016 2015
Scope 1 3,304 3,565Scope 2 22,214 21,230
Total 25,518 24,795
We have used the main requirements of the GHG Protocol Corporate Accounting and Reporting Standard (revised edition).
Emission factors used are from the UK Government’s Conversion Factors supplied by Defra.
Based on external consultants Excel spreadsheets were further developed internally to include the full requirements to collate the additional emissions such as refrigerants.
This activity has been conducted as part of our UK Environment Management System registered to ISO 14001:2004 (EMS 71255).
Group properties included in this report are all current locations in the UK, Germany, France, Belgium, Spain, South Africa, USA, Switzerland, Malaysia and Hungary.
We have reported on all of the emission sources required under the Companies Act 2006 (Strategic Report and Directors’ Reports) Regulations 2013.
Limitations to data collectionLess than 5% of emissions were estimated or based on an average energy usage per square foot of space occupied.
Continued operation of 4 Voltage Optimisation Units saving 7-10% of electricity usage per year.
Continued investments in new technology helping reduce emissions in datacenters. The electricity used in the datacenters is circa 57% of the total for the UK. These datacenters host customer’s Information Technology in the form of servers thus reducing their carbon footprint however, this increases the emissions for Computacenter as we become the landlord.
Investment was also made in the replacement of more efficient gas boiler systems and air conditioning at the UK Hatfield and London offices.
The UK warehouse continued to have more lighting replaced with energy efficient LED devices.
Limitations to data collectionLess than 5% of emissions were estimated or based on an average energy usage per square foot of space occupied.
Scope 1 = Combustion of fuel and refrigerants usageScope 2 = Electricity, heat, steam and cooling purchased for own use
Group’s chosen intensity measurements:Emissions as reported above are 7.86 metric tonnes per £m value of Group revenue: (2015: 8.11, a decline of 3.1%).
Emissions as reported above 1.80 metric tonnes per Group employee (2015: 1.92, a decline of 6.25%).
Scope 1/2 This data is available for the UK and is reported annually in the Carbon Disclosure Project reports for both the Investors & Supply Chain requirements.
Energy Efficiency Scheme (CRC)(CRC8804716)
The UK continues to fully comply with this scheme registered as a participant.
Packaging Waste Regulation Via the compliance company Paperpak, the UK are registered as a distributor of product ensuring full compliance since 2000.
ISO 14001:2004(EMS 71255)
The EMS of the UK has been registered to this standard since 2003.
Energy Savings Opportunity Scheme (ESOS) Computacenter complied with this new law by submitting our energy report which covers the period 5 December 2015 to 4 December 2019.
Computacenter (UK) Ltd Hatfield Avenue, Hatfield, Hertfordshire AL10 9TW, United Kingdom
computacenter.com +44 (0)1707 631000
© 2017 Computacenter.All rights reserved.
Computacenter recognises that acting in an ethical and socially responsible way benefits the community, our customers, shareholders and employees alike. For further information, please see our policies on:• Computacenter Sustainable Development Policy
Statement• Computacenter Health and Safety Policy Statement 2017• Computacenter Environmental Policy Statement 2017
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