CRAYON GROUP AS (GROUP)...suppliers and buyers. It helps to develop Action Plans, a starting point for an effective dialogue on actions taken by the supplier to improve their CSR performance.

Corporate Social Responsibility (CSR) Assessment Report

Company Assessed : CRAYON GROUP AS (GROUP)

CSR engagement: Confirmed

Size: MediumCountry (company headquarters): NorwayPresence in Risk Countries: YesCategory/Industry: Computer programming, consultancy and related activities

Overall Score:May 2017

61/100

Magnus Hofshagen ©Copyright EcoVadis™ 6/5/2018 1:45:27 PM – All rights reservedwww.ecovadis.com │ +33 (0) 1 82 28 88 88

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Ecovadis Assessment Report - May 2017

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TABLES OF CONTENTS

1. Score Overview

2. Supplier Scorecard Objectives

3. Assessment Process

4. Ecovadis Methodology

a. Four themes with 21 criterias

b. Seven management indicators

c. Scoring Scale

5. How to understand company Scorecard

a. Quantitative information: score & activated criteria

b. Qualitative information: Strengths & Improvement Areas

6. Theme: Environment

7. Theme: Labor Practices & Human Rights

8. Theme: Fair Business Practices

9. Theme: Sustainable Procurement

10. 360° - Stakeholder Information

11. Specific Comments

12. Contact us

ABOUT CORPORATE SOCIAL RESPONSIBILITY (CSR)

Corporate Social Responsibility (CSR) is the continuing commitment to behave responsibly by integrating social and environmental concernsinto business operations. CSR goes beyond regulatory compliance to focus on how companies manage their economic, social, andenvironmental impacts, as well as their relationships with stakeholders (e.g. employees, suppliers, government).

ABOUT THE ASSESSMENT

The EcoVadis methodology framework assesses the policies and measures put in place as well as the reporting published by companies withregards to environmental, labor practices & human rights, fair business practices and sustainable procurement issues. The assessmentconducted by CSR experts is made on the basis of the company answers to a survey which is dynamically adapted to their country, sectorand size, on the basis of supporting documentation, and on public and stakeholder (NGOs, trade unions, press) information.

ABOUT ECOVADIS

EcoVadis operates the 1st collaborative platform allowing companies to assess the environmental and social performance of their supplierson a global basis. EcoVadis combines technology and Corporate Social Responsibility (CSR) expertise to deliver simple and reliable supplierscorecards, covering 150 purchasing categories and 21 CSR criteria.

This document cannot be reproduced or distributed unless otherwise specified in EcoVadis contractually granted license right. No part of this document may be modified in wholeor in part and in any form prior express written permission of EcoVadis. EcoVadis does not warrant the accuracy, reliability, completeness of the information, content, text,

graphics provided on this document.

EcoVadis Assessment for CRAYON GROUP AS (GROUP) - May 2017


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CSR PERFORMANCE

Environment ENV 70

Labor Practices LAB 60

Fair Business Practices FBP 60

Sustainable Procurement SUP 50

BENCHMARK

Not enough data to show benchmark please select other criteria.

Benchmark is done on all suppliers of the same businesscategory on the EcoVadis database

Corrective Action Plan in progress

1. Score Overview

The overall and theme scores summarize the CSR performance of CRAYONGROUP AS (GROUP) on a scale of 1 to 100.

Legend

Outstanding Advanced Confirmed Partial None

The grey bars on this graph represent the benchmarks. Benchmarks comparea company’s overall score and theme scores to other companies operatingwithin the same industry. NOTE:

The top and bottom 5% of performers are excluded to ensure statisticalrelevance.ENV : EnvironmentLAB : Labor Practices & Human RightsFBP : Fair Business PracticesSUP : Sustainable Procurement

This graph depicts the distribution of overall scores for several thousandcompanies on the EcoVadis platform. CRAYON GROUP AS (GROUP) has anoverall score of 61 and the company is ranked alongside 12% which haveConfirmed CSR engagement.

The red dot represents the average of all suppliersThe blue diamond refers to company position

CRAYON GROUP AS (GROUP) has been identified as Silver regarding theirapproach to CSR management. To achieve this recognition, a company musthave an overall score of [46-61].

The Corrective Action Plan (CAP) is an interactive tool shared betweensuppliers and buyers. It helps to develop Action Plans, a starting point for aneffective dialogue on actions taken by the supplier to improve their CSRperformance. CRAYON GROUP AS (GROUP) has a CAP in place and is workingon improving their CSR management system.

OVERALL SCORE 61/100



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2. Supplier Scorecard Objectives

UNDERSTAND:

Get a clear picture of the company’s CSR performance. With a score on four CSR themes (environmental, labor practices &Human Rights, fair business practices and sustainable procurement), that highlight the company’s strengths and possible areas forimprovement.Know the company’s positioning compared to their industry sector peers. On which theme is this company better positionedthan their peers? How is this company positioned in comparison to their sector average?Identify sector specific initiatives. What are the main international CSR regulations and sector initiatives specific to the industrysector of the company?

COMMUNICATE:

Meet client needs. More and more companies raise questions about their supplier’s environmental and social performance. Thisassessment allows to demonstrate company commitment.Leverage a unique communication tool. Directly share the assessment results with all clients.

3. Assessment Process



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4. Ecovadis Methodology is based on

A. Four themes with 21 criteria

The EcoVadis methodology takes into account 21 CSR criteria which are contained under four themes: ENVIRONMENT, LABOR, FAIRBUSINESS PRACTICES, and SUSTAINABLE PROCUREMENT. The methodology and criteria are in line with international CSR standardsincluding the Global Reporting Initiative, United Nations Global Compact, and ISO 26000.

B. Seven management indicators

The EcoVadis assessment evaluates a company CSR management system by looking at seven management indicators. The four themesand their subsequent 21 CSR criteria are assessed on the basis of the following management indicators that a company has in place.

Policies (weight: 25%)

1. Policies: Mission statements, commitments, principles, objectives and/or policies issued by the company.2. Endorsement: Endorsement of CSR external initiatives, principles and/or active participation to international/sector CSR initiative.

Actions (weight: 35%)

3. Measures: Concrete actions put in place to support commitments, objectives and deployment of policies (e.g. training, manualprocedures).

4. Coverage: Level of deployment/dissemination of measures and concrete actions put in place throughout the company to supportcommitments and/or policies.

5. Certifications: Certifications received for the management system and/ or labels received for the products/ services delivered.

Results (weight: 40%)

6. Reporting/ KPI: Quality and level of reporting readily available to stakeholders7. 360°: Controversies, condemnations or positive developments reported by stakeholders (NGOs, Trade Unions, Press) having an

impact on the company's CSR performance.



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5. How to understand company Scorecard

The overall score can be better understood by looking at quantitative information - theme scores, activated criteria - and qualitativeinformation - strengths & improvement areas.

A. QUANTITATIVES INFORMATION: SCORES & ACTIVATED CRITERIA

THEME SCORES: Like the overall score, theme scores are on a scale of 1 to 100.

ACTIVATED CRITERIA: Each of the four themes - ENVIRONMENT, LABOR, FAIR BUSINESS PRACTICES, and SUSTAINABLEPROCUREMENT- have specific criteria associated to them. It is important to note that not all 21 criteria are activated for everycompany and some criteria have more weight than others in the overall assessment. The weights for the criteria are determinedbased on the CSR risks faced by the company according to their industry of operation and their country of operation(s). For moreinformation see Appendix: category profile.

Non ActivatedIf criteria are not activated, this means that the specific associatedissue is not relevant or has very low CSR risk for the company

Medium ImportanceMedium importance criteria are the issues where there is some CSRrisk, but it is not the most pressing criteria.

High ImportanceHigh-importance criteria are the issues where the company facesthe greatest CSR risk.

Only in Risk countriesCriteria classified as Only in Risk Countries are activated only if thecompany has significant operations in one or more risk country.

B. QUALITATIVE INFORMATION: STRENGTHS & IMPROVEMENT AREAS

Qualitative information provides more details and insights into the theme scores. For each theme the company is assigned Strengths (theelements of the CSR management system that are positive) and Improvement Areas (the elements of the CSR management system thatneed to be improved). The strengths & improvement areas are divided according to the 3 management indicators - Policies, Actions,Results – and are also classified by level of importance/priority (i.e. Priority.)

Green check marks indicate the Strengths Alert signs indicate the Improvement Areas

Improvement Areas are a focus point for improvement. The EcoVadis Corrective Action Plan Tool allows companies to improve their CSRperformance on specific improvement areas. It is an interactive tool shared between suppliers and buyers. It supports the development ofAction Plans, a starting point for an effective dialogue between buyers and suppliers on actions taken by a supplier to improve their CSRperformance.

Each improvement area is given a priority levelwhich can be used to set up corrective actionplans.

Priority Level

High

Medium

Low



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C. THE SCORING SCALE



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6. ENVIRONMENT

The environment theme takes into account both operational factors (e.g. energy consumption, waste management, etc.) and productstewardship (e.g. product end of life, customer health and safety issues).

ENVIRONMENT: SCORES

CSR PERFORMANCE

Environment ENV 70




WEIGHT of the Theme ENV 2 out of 9 -> 22% of the global score

Themes are weighted according the CorporateSocial Responsibility (CSR) risks associated tothe company industry of operation and countryof operation(s). The theme weights influence theresulting overall score.

BENCHMARK

This benchmark shows the company overall score incomparison to the scores of industry sector peers on theEcoVadis platform. The top and bottom 5% of performersare excluded to ensure statistical relevance.

DETAILED SCORE BENCHMARK

The theme benchmark is a more detailed comparison ofthe company’s theme score in comparison to othercompanies operating within the same industry. NOTE:Benchmark is only activated when they are at least 3suppliers to compare with.

ENVIRONMENT: ACTIVATED CRITERIA

Non Activated Medium Importance High Importance Only in Risk countries

Note: Not all 21 criteria are activated for every company and some criteria have more weight than others in the overall assessment. Theweights for the criteria are determined based on the CSR risks faced by the company according to their industry of operation and theircountry of operation(s).

ENVIRONMENT: STRENGTH & WEAKNESSES

Note: The number of alert signs or checks next to a strength or weakness does not represent the performance of the company; ratherthey indicate the level of importance of each individual strength and/or weakness

This icon informs that the company has a Corrective Action Plan (CAP) in place associated to a particular weakness. The CAP is aninteractive tool shared between suppliers and buyers. It helps to develop Actions to improve the supplier’s CSR performance.



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ENVIRONMENT:POLICIES

Priority Strength or Weakness Additional Definition CAP

Standard policy on a majority of environmental issues More Information • A standard environmental policy includes commitments and/oroperational objectives on the main environmental risks thecompany faces.

Guidance • A comprehensive environmental policy includes commitmentsand/or operational objectives on the majority of environmentalrisks the company faces, and integrates quantitative objectives(i.e. targets) on those risks. It is also mandatory for the policy toincorporate some of the following organizational elements: scopeof application, allocation of responsibilities, and/or a formal reviewprocess. Policies are deemed exceptional when all environmentalissues are covered by qualitative and quantitative objectives, inaddition to all of the aforementioned elements. Download theHow-to Guide on this topic here (in English).

No information regarding endorsement of external CSRinitiatives or principles

More Information • The company does not declare whether it is a signatory or haspublic adherence to any external CSR set of principles, charters,codes of conduct or international guidelines. There is no evidencewithin the company's supporting documentation indicating formalmembership in a voluntary CSR initiative.

Guidance • Such initiatives can encompass many CSR issues (e.g. GlobalCompact principles), or focus on a single issue (e.g. CarbonDisclosure Project). They can be intergovernmental (e.g. OECDGuidelines for Multinational Enterprises), multi-stakeholder (e.g.AccountAbility), business-led (e.g. Responsible Care), cross-sector (e.g. Ceres principles) or sector-specific (e.g. CleanClothes Campaign).

No quantitative target on environmental issues More Information • The company's policy does not contain quantitative objectivesor targets on environmental issues.

Guidance • Quantitative objectives or targets on environmental issues areconsidered as fundamental elements of comprehensive policymechanism. They provide a monitoring framework that helpsestablish whether policy objectives are being met, and highlightthe progress towards set goals. Some examples of specifictargets on this topic include quantitative objectives on energyconsumption reduction, percentage targets to reduce waste, ortargets for a number of products to be eco-labelled. As policyelements, targets can be expressed in absolute or relative termsand must have a valid future deadline (i.e. by 2020 we commit toreduce our energy consumption by 20% from 2015 levels).Download the How-to Guide on this topic here (in English).

ENVIRONMENT:ACTIONS


Specific environmental certification [ i.e. Eco-Lighthousecertification ]

More Information • The company declares that it has obtained certain certificationon environmental issues.

Guidance • Certifications according to an international norm and verified bya credible 3rd party enhance the actions and measures put inplace by a company, and confirm a structured managementsystem.

• Some examples of such certifications might include: EMAS,British Retail Consortium (BRC), Recycling Industry OperationStandard (RIOS) or LEED (US Green Building Council Certificate)certificates.

Waste management measures in place More Information • The company has implemented specific actions regardingmanagement of waste.

Guidance



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• Examples of such measures include (but are not limited to):procedures to reuse or recycle waste, waste separation andwaste sorting procedures, work process to optimize materialconsumption or to reduce waste, waste disposal arrangementsetc.

Measures to reduce CO2 emissions from business travel More Information • The company has implemented specific measures to reduce theamount of CO2 emissions related to business travel.

Guidance • Examples might include avoiding business travel thanks tovideo conferencing, select ing transportat ion based onenvironmental impacts (train vs plane or relying on publictransport vs cars), car sharing, and using company vehiclesfueled by alternative energy, etc.

Measures to reduce energy consumption More Information • The company has implemented specific measures to reduce theconsumption of energy related to its activities.

Guidance • Examples might include selection of energy efficient equipmente.g. energy star office equipment, switching to LED lamps,improvement of building isolation.

Measures to reduce paper consumption More Information • The company has implemented specific measures to reduce theconsumption of paper related to its activities.

Guidance • Examples might include provision of online catalogue to clients,distribution and storage of documents electronically (e.g. bills,press release, staff awareness on 'need to print', setting printersto double side).

Provision of information to help customers reduce theirenergy consumption

More Information • The company provides information to their clients with the goalof helping to reduce their energy consumption.

Guidance • Examples of such information provided might includeeducational brochures promoting energy use optimization andenergy tracking tools.

Specific measures to manage battery waste More Information • There are supporting documents demonstrating that thecompany has specific measures in place to manage batterywaste.

Guidance • Since batteries contain several heavy metals and toxicchemicals and disposing them by the same process as regulartrash has raised concerns over soil contamination and waterpollution. Specific measure to treat battery waste can be recyclingof batteries. The EU implemented the Battery Directive legislationto address this issue. In the U.S and Canada, they haveimplemented the Call2Recycle program init iated by theRechargeable Battery Recycling Corporation (RBRC).

• Best practices among companies is to collect all used batteriesand send for recycling by a third party - this can be managed thesame way as E-waste, e.g. outdated computers, printers,phones, and other electronics.

Measures implemented to recycle toners & ink cartridges More Information • The company has implemented specific measures to collect andrecycle toners and ink cartridges.

Guidance • The ink and toner used in cartridges are hazardous materialswhich need to be disposed of correctly to avoid environmentaland health impacts. Toners and ink cartridges can also becollected to be refilled.



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Measures to recycle IT equipment More Information • The company has implemented specific measures to recycle ITequipment (e.g. computer, server, printer, telephone)

Guidance • Examples of such measures might include relying on acontractor to collect and dispose of the equipment, establishing acontract with the manufacturer to ensure disposal/recycling ofunwanted computers.

ENVIRONMENT:RESULTS


Standard reporting on environmental issues More Information • There is evidence of formal reporting implemented regardingthe management and the mi t iga t ion o f the companyenvironmental footprint from its supporting documentation,including key performance indicators (KPIs), statistical figures orassociated concrete actions.

Guidance • Reporting items are standard in terms of quality and quantity,do cover the main issues, are meaningful enough, and areregularly updated.

• Examples of key performance indicators include total electricityconsumption, electricity consumed per kg of product or per unitproduced.

• Comprehensive reporting on environmental issues willadditionally have KPIs reported in a formal public documentavailable to stakeholders, and will be in compliance with the GlobalReporting Initiative guidelines or other external CSR reportingstandards. Download the How-to Guide on this topic here (inEnglish).

Reporting on electricity consumption More Information • The company has reported KPIs with regard to electricityconsumpt ion e i ther through formal documentat ion orquestionnaire declaration.

Guidance • The company reports on electricity consumption from facilities,plants, property or assets that are owned or controlled by thecompany.

• Examples of key performance indicators include total electricityconsumption, electricity consumed per kg of product or per unitproduced.



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7. LABOR PRACTICES & HUMAN RIGHTS (LAB)

The labor theme takes into account both Labor Practice issues (e.g. health and safety, working conditions, etc.) and Human Rightsissues (e.g. discrimination & harassment, child labor, etc.).

LABOR & HUMAN RIGHTS: SCORES

CSR PERFORMANCE

Environment ENV 70




WEIGHT of the Theme LAB 4 out of 9 -> 44% of the global score


BENCHMARK




LABOR & HUMAN RIGHTS: ACTIVATED CRITERIA



LABOR & HUMAN RIGHTS: STRENGTH & WEAKNESSES





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LABOR PRACTICES & HUMAN RIGHTS:POLICIES


Standard policy on a majority of labor or human rightsissues

More Information • A s tandard labor and human r ights po l i cy inc ludescommitments and/or operational objectives on the main laborand human rights risks the company faces.

Guidance • A comprehensive labor and human rights policy includescommitments and/or operational objectives on the majority oflabor and human rights risks the company faces, and integratesquantitative objectives (i.e. targets) on those risks. It is alsomandatory for the policy to incorporate some of the followingelements: scope of application, allocation of responsibilities,and/or a formal review process. Policies are deemed exceptionalwhen all labor practice and human rights issues are covered byqualitative and quantitative objectives, in addition to all of theaforementioned elements. Download the How-to Guide on thistopic here (in English).




No quantitative target on labor & human rights issues More Information • Company policy does not contain quantitative targets on laborand human rights issues.

Guidance • Quantitative objectives or targets on labor and human rightsissues are considered as fundamental elements of comprehensivepolicy mechanism. They provide a monitoring framework thathelps establish whether policy objectives are being met, andhighlight the progress towards set goals.

• Some examples of specific targets on this topic includequantitative objectives on health & safety indicators (i.e. accidentfrequency and accident severity rates), quantitative objectives onpercentage of employees trained on discrimination andquantitative objectives on number of employees covered by socialbenefits. As policy elements, targets can be expressed inabsolute or relative terms and must have a valid future deadline(i.e. by 2020 we commit to train 100% of employees ondiscrimination). Download the How-to Guide on this topic here (inEnglish).

LABOR PRACTICES & HUMAN RIGHTS:ACTIONS


Specific labor practices or human rights certification [ i.e.Eco-Lighthouse certification ]

More Information • The assessed company has a specific labor and human rightsmanagement system certificate.

Guidance • Specif ic labor and human rights management systemcertificates include AFAQ 26000, Intertek's Workplace ConditionsAssessment Achievement Award, LUCIE, etc.

Internal audits on health & safety issues More Information • The company carries out internal audits on health & safetyissues

Guidance • Internal audits of the operat ional heal th and safety



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management system are conducted in order to determinewhether the management system complies with the functioningplan for health and safety management, with respect to legalrequirements or to standards the company wishes to achievebeyond compliance.

• Internal audits are done to review and evaluate theperformance and effectiveness of procedures in place, and areuseful to expose gaps in the effective implementation of thehealth and safety management system. A typical internal auditprogramme, includes series of audits, is established for one yearand covers all the relevant areas and activities stipulated by theaudit criteria/requirements.

Training of relevant employees on health & safety risksand best working practices

More Information • The company provides training to relevant employees on healthand safety risks and best working practices

Guidance • The company has implemented training on health and safetyissues. Safety training aims at implementing health and safetyprocedures into specific job practices and at raising staffawareness and skills to an acceptable standard. For example,safety training covers topics such as accident prevention andsafety promotion, safety compliance, use of personal protectiveequipment, chemical and hazardous materials safety, andworkplace emergency response procedures.

• A best practice is to have a training matrix which helps to keeptrack of which employees have been trained, the date of thetraining, the training topic, and expected dates for refreshertrainings. Monitoring of training attendance certificates is alsosuggested.

• It is also a best practice to have the training carried out in thelanguage that the employees understand best and to carry outtests or quizzes to ensure training concepts have beensuccessfully transmitted to participants.

Whistleblower procedure on discrimination and/orharassment issues

More Information • The company has implemented a formal whistleblowerprocedure which encourages employees (and externalstakeholders) to report potential violations of the company'sdiscrimination and/or harassment policies.

Guidance • Employees can report on areas such as violations of thecompany's discrimination and/or harassment policy (e.g. onhiring, remuneration, training, promotion) through anonymousand secure communication channels. In addition, non-retaliationis ensured.

Active measures for the prevention of musculoskeletaldisorders

More Information • The company actively implements measures to preventmusculoskeletal disorders

Guidance •

• Musculoskeletal Disorders or MSDs are injuries and disordersthat negat ively af fect the human body’s movement ormusculoskeletal system (i.e. muscles, tendons, ligaments,nerves, discs, blood vessels, etc.).

• Some examples of how employees can suffer from MSDs occurwhen they are involved in high task repetition, forceful exertionsand repetitive or sustained unnatural postures. Examples ofmeasures to reduce MSDs are to train employees on a workplaceergonomics processe and emphasizing early intervention (i.e.when risk factors are causing an employee to experience theearly signs of MSDs, the company can remove the risk factorsand help the employee return to 100% health with a proactiveself-care program).

Emergency preparedness plan to all impacted employees(e.g. fire drills)

More Information • The company has conducted an emergency preparedness plan



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to protect all impacted employees from potential hazards.

Guidance • Some potential examples of measures could include buildingevacuation drills (“fire drills”), sheltering from severe weathersuch as tornadoes, “shelter-in-place” from an exterior airbornehazard such as a chemical release and protective action whenfaced with an act of violence.

Employee representative body covering the wholecompany

More Information • The company has an employee representative body coveringthe whole group.

Guidance • According to the Labor Relations Commission, employeerepresentatives are employees who have been formallydesignated by a trade union in accordance with the rules of thattrade union and who normally participate in negotiations aboutterms and conditions of employment for all or a section of theworkforce and who are involved in the procedures for thesettlement of any disputes or grievances which may arise.Depend ing on the s i ze o f the company, a l l employeerepresentatives will regroup to form an employee representationbody.

• The main duties of an employee representative includerepresenting members fairly and effectively, participating innegotiat ion and grievance procedures as st ipulated byemployer/trade union agreements, and co-operating with themanagement in ensuring the proper implementation andobservance of employer/trade union agreements, among others.

Official measures to promote work-life balance More Information • The company has official measures to promote work-life balancein place, and which have been found within the supportingdocumentation

Guidance • The company implements measures to help reconcile work,private and family life whereby it promotes opportunities forworkers to achieve a healthy balance between their professionaland personal lives.

• Achieving work-life balance can be made easier by family-oriented policies such as social benefits, employment-protectedleave for parents and affordable formal arrangements for familycare. Flexibility in the organization of work (part-time work,flexible working times and telework) can also enhance work-lifebalances.

Employee health & safety detailed risk assessment More Information • The company carries out employee health & safety detailed riskassessments

Guidance • The company has carried out detailed risk assessment of healthand safety. Occupational health and safety risk assessments area crucial step in the prevention process. They involve theidentification of all the potential hazards an employee may facewhile carrying out regular duties and which type of employeesmay be more exposed to hazards (by job function). The level ofrisk, records of significant findings and proposition of preventiveactions are also highlighted, in addition to plans for regularreview of the risk assessment.

• If applicable, the results of a health and safety risk assessmentshould be made available to relevant stakeholders such asemployees, members of the health and safety committee , staffrepresentatives, the occupational physicians, and laborinspectors.

Transparency measures related to use of employeesecurity and monitoring devices

Regular assessment (at least once a year) of individualperformance

More Information • The company carries out regular assessments or appraisal of



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individual performance at least on a yearly basis for employees

Guidance • The company has implemented regular assessment of employeeperformance. Regular assessments of employees aim to evaluateemployee individual performance and productivity, combining bothwritten and oral elements, and are based on a systematic andperiodic process linked with a pre-established criteria andorganizational objectives.

• The best practice concerning this criteria is to have a reviewwith the employee at least annually, and to include employee self-assessments aimed at maintaining employee engagement in theirown performance and overall organizational objectives. Settingand measuring goals related to the employee's career objectives,as well as including manager and peer feedback on theemployee's performance are all important components in thisregular assessment process.

Company specific health care program for employees More Information • The company provides a health care program for employees

Guidance • The company offers health care benefits to its employees.Health care plans are one of the most desirable employeebenefits in most countries. Typically, health insurance plans covera range of general medical and surgical expenses incurred byemployees for a wide array of procedures and health services.There are different ways that companies allocate this benefit totheir employees like an indemnity plan, managed care, etc.

• Some examples of areas that a health care plan could coverinclude, but are not limited to: health assessments, dentalcoverage, eye coverage, surgical procedures, cancer treatmentsand treatment of conditions relating to alcohol and substanceabuse.

Active preventive measures for stress and noise More Information • The company has preventive measures in place against stressand noise

Guidance • The company has measures in place to monitor, prevent andreport on noise level and to control the stress level of employeeswithin the company premises.

• Noise-induced hearing loss is one of the most prominent andmost recognised occupational diseases in the Member States ofthe European Union. Typical sectors for workers exposed to loudnoises include construction, agriculture, forestry, manufacturingof metal and wood, mining and quarrying.

• The definition of stress used by Health and Safety Executive(HSE), namely "the adverse reaction people have to excessivepressures or other types of demand placed on them." Work-related stress can be caused by poor work design (for example,lack of control over work processes), poor management,unsatisfactory working conditions, and a lack of support fromcolleagues and supervisors.

• Some examples of measures to reduce stress include:provision of appropriate employee support services, conductingstress r isk assessments, ensur ing that employees areappropriately trained to fulfill their roles, monitoring workinghours and overtime, ensuring that employees take their fullholiday entitlement, and offering appropriate support toemployees who are experiencing stress outside of work.

Company-specific pension plan for employees More Information • The company has implemented a pension plan for its employees

Guidance • The company contr ibutes to the pension plan of theemployees. A pension plan is a type of retirement plan, usuallytax exempt, wherein an employer makes contributions toward apool of funds set aside for an employee's future benefit. The pool



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of funds is then invested on the employee's behalf, allowing theemployee to receive benefits upon retirement.

• Two types of pension plans are: defined-benefit plans anddefined-contribution plans. The 401(k) plan is a popular type ofdefined contribution plan in the USA.

Official measures promoting career mobility More Information • The company has implemented measures to promote internalmobility for employees.

Guidance • The company has a process in place to promote internalmobility for employees. Career mobility refers to the movementof employees across positions/paygrades or a complete changein job function (i.e. horizontal career mobility) within the sameorganization.

• Some examples of measures promoting internal career mobilityinclude, but are not limited to: objectively promoting talent basedon ability and potential, developing roadmaps for key talent in thecompany, continuing professional training, and encouragingemployees to broaden their range of skills.

Provision of skills development training More Information • The company provides training to its employees to developtheir skills

Guidance • The company has implemented vocational training andinstruction, which include skills development training, educationpaid for in whole or in part by the company, with the goal toprovide opportunities for career advancement (Source: GlobalReporting Initiative G3).

• Examples of on-the-job training to enhance employee skills arecoaching, mentoring, job rotation, apprenticeships, etc.

• Total number of hours of training per employee per year can bea significant key performance indicator for this action.

Bonus scheme for more than 70% of employees More Information • The company has a bonus scheme for more than 70% ofemployees

Guidance • The company has a system in place to provide bonuses to themajority of employees mainly based on employee performancewithin a defined time period.

• A bonus can reward and motivate employees and indirectlyimprove working conditions. A bonus payment is usually made toemployees in addition to their base salary as an additional rewardfor successful performance during the year. While the base salaryis usually a fixed amount per bi-weekly or monthly, bonuspayments vary in amount and frequency from organization toorgan i za t ion . Per fo rmance bonuses can a l so inc luseorganizational achievements, such as the annual turnover, thenet number of additional customers acquired, or the currentvalue of the company stock.



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LABOR PRACTICES & HUMAN RIGHTS:RESULTS


Basic reporting on labor practices & human rightsissues: reporting only available at parent company level

More Information • The company reports on labor practices & human rights issuesare only available at parent company level.

Guidance • There is evidence of reporting implemented regarding labor &human r igh ts i s sues w i th in the company suppor t ingdocumentation, including key performance indicators (KPIs) orstatistical figures, but the reporting does not cover the exactentity under evaluation. The KPIs are aggregated at parentcompany level only.

• KPIs should be provided specifically at the assessment scopelevel.

• KPIs can be sector-specific and include for instance: health &safety injury rates, % of employees covered by collectivebargaining agreements, % of employees trained on discriminationand KPIs on career development trainings (Source: GlobalReporting Initiative G3). These and other relevant KPIs can beintegrated within the company's CSR report, Annual Report,Code of Ethics or any other applicable reporting document.Download the How-to Guide on this topic here (in English).

Reports no lost-time accidents More Information • The company reports, either through formal documentation orquestionnaire declaration, no lost time due to an accident orinjury in the last reporting year.

Guidance •Download the How-to Guide on this topic here (in English).

Reporting on percentage of women in executivepositions (e.g. senior or top management)

More Information • The company reports, either through formal documentation orquestionnaire declaration, on the percentage of women inexecutive positions (e.g. senior or top management).

Guidance • Executive positions include positions such as chief financialofficers, chief operating officers, or any other key roles in acompany. The aim is to look into whether a company ispromoting an increase in gender diversity in its executive rank ornot. It is important to note that in 2015, only 14.2% of the topfive leadership positions in companies in the S&P500 are held bywomen acording to CNNMoney analysis.



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8. FAIR BUSINESS PRACTICES (FBP)

The fair business practice theme focuses primarily on corruption and bribery issues, but also takes into account anti-competition andresponsible information management depending on the industry of operation.

FAIR BUSINESS PRACTICES: SCORES

CSR PERFORMANCE

Environment ENV 70




WEIGHT of the Theme FB 2 out of 9 -> 22% of the global score


BENCHMARK




FAIR BUSINESS PRACTICES: ACTIVATED CRITERIA



FAIR BUSINESS PRACTICES: STRENGTH & WEAKNESSES





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FAIR BUSINESS PRACTICES:POLICIES


Standard policy on a majority of business ethics issues More Information • The company has issued a formal standard policy thatintegrates commitments, qualitative and quantitative objectiveson a majority of business ethics issues, including details at issuelevel (e.g. the policy will cover corruption & bribery, conflict ofinterest, fraud and/or money laundering issues). This policy isusually in the form of a Code of Ethics or Code of BusinessConduct and it includes some organisational elements such asreview processes, dedicated responsibilities, and a scope ofapplication. It could also list some examples of real cases onbusiness ethics (i.e. examples of conflicts of interest).

Guidance • A comprehensive policy on business ethics issues integratescommitments and/or operational objectives on all or almost all ofthe main fair business practices issues a company is confrontedwith: namely corruption & bribery issues, information securityand responsible marketing/anti-competitive practices if applicable.It is also compulsory to have additional elements such as formalmechanisms to communciate on business ethics to employees,detailed scope of the policy's application and allocation ofresponsibilities, among others. Download the How-to Guide onthis topic here (in English).






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FAIR BUSINESS PRACTICES:ACTIONS


Whistleblower procedure to report business ethicsissues

Awareness training on business ethics issues

Restrictions related to the type and quantity ofconfidential information collected and stored

More Information •The company has implemented restrictions on the type andquantity of confidential information that can be stored andcollected by the company.

Guidance •It is important for responsible information managementpurposes, for companies to have restrictions implemented in itsdata security management system regarding the type of datathat is collected and stored. Collected information would refer toany information that is sought out by the company, informationthat is provided by customers, suppliers, clients, stakeholders,that is in their possession. Stored information would refer to anyof these types of information that is kept at the company,whether on servers, in hard copy, etc. These restrictions shouldencompass any information that is procured by the companythrough its activities. Companies can make sure to be especiallyclear in their own existing regulations or policies on anyimplemented actions regarding data collection and storage, andprovide any documentation or regulations your company hasdealing with collection and storage of information.

Specific approval procedure for sensitive transactions(e.g. gifts, travel)

More Information • The company has implemented a verification process forsensitive transactions.

Guidance • Sensitive transactions involve payments and cash transfersparticularly for operations exposed to high risk of corruption andbribery. Some examples are: gifts, entertainment and travel, newinvestments.



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9. SUSTAINABLE PROCUREMENT (SUP)

The sustainable procurement theme focuses on both social and environmental issues within the company supply chain.

SUSTAINABLE PROCUREMENT: SCORES

CSR PERFORMANCE

Environment ENV 70




WEIGHT of the Theme SUP 1 out of 9 -> 11% of the global score


BENCHMARK




SUSTAINABLE PROCUREMENT: ACTIVATED CRITERIA



SUSTAINABLE PROCUREMENT: STRENGTH & WEAKNESSES





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SUSTAINABLE PROCUREMENT:POLICIES


No supporting documentation or only basic sustainableprocurement policy on social issues

More Information • The company has either no supporting documentation on socialissues in the supply chain, or only provided evidence of basicpolicy statements that lack clear commitment to performanceimprovement.

Guidance • A standard sustainable procurement policy on social issues onthe supply chain includes commitments and/or operationalobjectives designed to improve performance or mitigate risk. It iscommunicated to internal and external stakeholders through aformal dedicated document. Download the How-to Guide on thistopic here (in English).

Sustainable procurement policies on environment issues More Information • The company has formalized statements, commitments, andoperational objectives on the management of its sustainableprocurement policies, focusing on some material issues. Theexisting policy covers environmental issues in the company'ssupply chain.

Guidance • A standard sustainable procurement policy also covers socialissues in addition to environmental issues in the supply chain. Italso includes commitments and/or operational objectivesdesigned to improve performance or mitigate risk. The policy iscommunicated to internal and external stakeholders through aformal dedicated document. Download the How-to Guide on thistopic here (in English).



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SUSTAINABLE PROCUREMENT:ACTIONS


Specific certification on sustainable procurement [ i.e.Eco-Lighthouse certification ]

Regular supplier assessment (e.g. questionnaire) onenvironmental or social practices [ at CRAYON LTD level]

More Information • The company provides evidence in supporting documentationof suppl ier assessments ( in-house, 3rd party, or sel f-assessments) on environmental (including regulatory issues),social and/or ethical issues.

Guidance • Supplier CSR assessments are an effective way to obtain andvalidate pertinent information from suppliers on CSR issues tofacilitate a better understanding of supplier performance. Theseare often requested by the company undergoing the EcoVadisevaluation to their own suppliers. CSR supplier assessments canbe done through checklists, questionnaires or online forms andcan be conducted by the client (undergoing the EcoVadisevaluation), a reliable third party or by the supplier itself. Theobjectives of such assessments are to identify general andsustainability-related practices as well to help identify high-risksuppliers and the need for further risk mitigation actions.

Training of buyers on social and environmental issueswithin the supply chain

More Information • The company provides evidence in supporting documentationregarding training on CSR issues to buyers in their organizationto ensure ethical and sustainable procurement practices.

Guidance • The buyer-supplier relationship plays an important role inimproving sustainability in the supply chain. Procurementprofessionals should be able to identify CSR risks in supply chainas well as develop sustainable procurement strategies to mitigatethese risks. They should also be able to provide guidance onenvironmental, social and ethical issues to suppliers whennecessary. An important component in achieving these objectivesis through training of buyers on CSR issues.

Integration of environmental, social and health & safetycriteria when purchasing products

More Information • Environmental, social and health & safety criteria are formallydescribed as an integral part of the selection process in productprocurement.

Guidance • CSR criteria can be integrated in calls for tenders to ensurethat the environmental and social impact of the purchasedproduct is minimized.

• Some potential examples of such criteria include ecolabels,detailed product characteristics, external third party certifications(FSC, PEFC, ISO 14001), CSR performance scores.

Integration of environmental or social criteria whenpurchasing IT equipment

More Information • The company provides evidence in supporting documentationthat it integrates environmental and/or social criteria whenpurchasing IT equipment such as personal computers, monitors,etc.

Guidance • IT equipment contains various materials such as metals,plastics and other substances that are either hazardous or whichare difficult to separate and dispose of properly. The integrationof environmental factors in procurement include among others,products with reduced energy consumption and products withecolabels such as ENERGY STAR, EPEAT, Ecologo program, etc..



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SUSTAINABLE PROCUREMENT:RESULTS


Standard reporting on sustainable procurement issues More Information • There is evidence of formal reporting implemented regardingboth labor and human r ights issues from the companysupporting documentation, including key performance indicators(KPIs), statistical figures or associated concrete actions.

Guidance • Reporting items are standard in terms of quality and quantity,do cover the main issues, are meaningful enough, and areregularly updated.

• KPIs may include (but are not limited to): the percentage ofsuppliers covered by sustainable procurement measures, andpercentage of buyers trained on sustainable procurement issues.

• Comprehensive reporting on sustainable procurement issueswill additionally have KPIs reported in a formal public documentavailable to stakeholders, and will be in compliance with the GlobalReporting Initiative guidelines or other external CSR reportingstandards. Download the How-to Guide on this topic here (inEnglish).



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10. The 360° WATCH: stakeholders' information

360º WATCH

04/2017 No records found for this company on Compliance Database. .

The 360° is a web based tool to collect stakeholders insight on a company‘s CSR approach and impacts. A corporate stakeholder is a partythat can affect or be affected by the actions of the company and the achievement of its objectives (i.e. employees, clients, suppliers).

Note: If a strength or weakness is activated on the 360°, this is an indicator that the 360° has had an impact on the score.

Only legitimate stakeholder sources are selected:

Governmental organizations (i.e. government environmental protection administrations, anti-trust agencies, customers protectionagencies)CSR networks and initiativesTrade unions and employers’ organizationsInternational organizations (i.e. UN, ILO, UNEP, …)NGO’s (i.e. Greenpeace, Clean Clothes Campaign, Transparency international, UFC, …)Research institutes and reputable press (CSR Asia, Blacksmith Institute, …)



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11. SPECIFIC COMMENTS

Specific comments are key points which indicate some specific characteristics of the company CSR evaluation and will help to betterunderstand the company’s performance.

The company is not included in any compliance-related watch lists or sanction lists. Since the last evaluation, the overall score has increased thanks to the implementation of additional measures.



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MORE INFORMATION

For more information, please refer to our website (http://www.ecovadis.com) where you can also connect to the EcoVadis platform.

If you have any questions or problems, do not hesitate to contact us:

By email at: [email protected] phone : +33 (0) 1 82 28 88 88

Provided under contract for exclusive use of subscriber: Magnus Hofshagen - 05/06/2018

This assessment is valid for 12 months only.



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APPENDIX : CATEGORY PROFILE

A Category Profile offers practical insights into the key sustainability issues which are applicable to the company industry of operation. Itprovides a link to major regulations, sector initiatives, and eco-labels.

The company industry of operation has been determined based on International Standard Industrial Classification of AllEconomic Activities (ISIC), which is a compilation of all global economic activities published by the United Nations StatisticalCommission.

The International Standard Industrial Classification of All Economic Activities (ISIC) main purpose is to provide a set ofactivity categories that can be utilized for the collection and reporting of statistics according to such activities.

International Standard Industrial Classification of All Economic Activities, Rev.4, United Nations, New York, 2008

It is possible that a company has operations in more than one category, but EcoVadis classifies companies based on their main area ofoperation.



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CRITERIA ACTIVATION BY THEME:

Each category faces specific CSR issues and risks based on their industry of operation. The below chart shows the criteria activated for thecompany category name : Computer programming, consultancy and related activities.

Environment

Energy Consumption & GHG

Water

Biodiversity

Local Pollution

Materials, Chemicals & Waste

Product Use

Product End-of-Life

Customers Health & Safety

Sustainable Consumption

Labor Practices

Employee Health & Safety

Working Conditions

Social Dialog

Career Management & Training

Child & Forced Labor

Discrimination & Harassment

External Human Rights Issues

Fair Business Practices

Corruption & Bribery

Anti-competitive Practices

Responsible Information Management

Sustainable Procurement

Suppliers & Environment

Suppliers & Social

Non Activated Medium Importance High Importance Only in Risk countries Noteworthy Practices

KEY CSR ISSUES

This section shows a qualitative explanation of the key CSR issues and risk pertaining to Computer programming, consultancy andrelated activities.

Key CSR Issues ENVIRONMENT

Energy Consumption & GHG

Definition: Energy consumption (e.g. electricity, fuel, renewable energies) used during operations and transport.Greenhouse gases direct and indirect emissions including CO2, CH4, N2O, HFC, PFC and SF6. Also includesproduction of renewable energy by the company.

Sectorial issues: The nature of the activities in the sector requires a dependence on IT devices, significant officespace, and the transport of employees. The use of energy-efficient equipment (e.g. Energy Star labelled),purchase of green/renewable power, and employee awareness programs are additional measures to consider whenmanaging energy consumption in large commercial facilities. In order to reduce GHG emissions from transport,companies engaged in computer programming (as with all businesses) should promote the use of web-basedconferencing and eco-friendly transport options for employees.

Materials, Chemicals & Waste

Definition: Consumption of all types of raw materials and chemicals. Non-hazardous and hazardous wastegenerated from operations. Also includes air emissions other than GHG (e.g. SOx, NOx).

Sectorial issues: Waste emissions in this sector, particularly IT and electronics waste, have a significant impact onthe environment when not disposed of appropriately. Much of the waste that is generated through systemsupgrades, including computer equipment, printer cartridges and toners are subject to stringent regulations (e.g.WEEE in Europe), and therefore should be managed effectively to regulatory compliance requirements. Additionalwaste streams common for companies engaged in IT related business include paper and other sources of generaloffice waste, all of which should be recycled or disposed of safely. The collection and recycling of e-waste isimportant for sector sustainability; therefore, IT firms should develop internal waste management awarenessprograms and recycling systems.

Sustainable Consumption

Definition: Programs implemented to promote the sustainable consumption of their own products or servicesamong their customer base. This criteria includes the positive/negative indirect impacts of the use of products andservices.

Sectorial issues: Companies engaged in computer programming, particularly in a consultative capacity, caneducate clients in the value of integrating green IT equipment and systems. Additionally, companies engaged incomputer program consulting are in the position to advise companies in IT usage optimization strategies andproducts that reduce energy costs(1). Additionally, companies engaged in IT program consulting should assistclients in developing systems that will facilitate effective security of customer and employee data. As the client(data owner) is generally responsible for data breaches, it is important that computer programming consultantsmanage the relationships in an ethical manner to prevent clients from absorbing large financial penalties andreputational impacts(2). Given the recent increase in data breaches involving major MNCs’ networks that haveexposed several hundred million customer records, program consultants have an obligation to notify clients.



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LABOR PRACTICES

Employee Health & Safety

Definition: Deals with health and safety issues encountered by employees at work i.e. during operations andtransport. Includes both physiological and psychological issues arising from, among others, dangerousequipment, work practices and hazardous substance.

Sectorial issues: Given that companies engaged in programming, consultancy and related activities have nomanufacturing activities, health and safety issues are limited to stress and psychological issues, and repetitivestrain due to non-ergonomic work stations. Health and safety programs should be developed that include trainingemployees in stress and ergonomic management to avoid high rates of employee absenteeism.

Working Conditions

Definition: Deals with working hours, remunerations and social benefits granted to employees.

Sectorial issues: According the PwC, given the opportunity, 64% of Millennials (and 66% of non-Millennials)would like to occasionally work from home(4). Apart from standard working conditions applicable to any activity(e.g. working hours, holidays, wages and benefits), companies engaged in computer programming and consultingactivities face non-specific issues due to the manufacturing activity involving employees. Measures such as shiftallowance, personal & medical insurance can be implemented to improve work/life balance by reducing theconsequences of their position in their life outside of work. However, computer programming and consultingcompanies with operations (contracting discussed in SUP2) in identified high risk countries, particularly India whereIT related industries are well developed, should certainly respect local labor laws, but adhere to internationalnorms as they are more rigorous and supportive of workers.

Social Dialog

Definition: Deals with structured social dialogue i.e. social dialog deployed through recognized employeerepresentatives and collective bargaining.

Sectorial issues: The Global poll 2012 led by the International Trade Union Confederation (ITUC) shows that 70%of workers from 13 countries worldwide think current labor laws provide inadequate legal protection on wages and44% think the legal framework does not ensure reasonable working hours(5). A sound and structured socialdialog is thus of importance.

Career Management & Training

Definition: Deals with main career stages i.e. recruitment, evaluation, training and management of layoffs.

Sectorial issues: Although the computer programming sector has a skilled workforce, career management andtraining is a key issue to maintain a skilled workforce. Training programs should be implemented by companies toaddress rapid changes occurring in the IT field, particularly developments in data security and management.Human error has been blamed, by some accounts, for 35 percent of data breaches in recent years, whichreaffirms the need for professional development programs in companies involved in programming(2). Additionally,career management strategies are important for both companies and employees that want to explore a broadrange of fields associated with the IT field.

Discrimination & Harassment

Definition: Deals with discrimination issues at work. Discrimination is defined as different treatment given topeople in hiring, remuneration, training, promotion, termination; based on race, national origin, religion, disability,gender, sexual orientation, union membership, political affiliation or age.

Sectorial issues: Promoting diversity through non-discrimination policies and practices has positive impacts onboth workplace motivation and has been shown to Diversity at work on the other hand is believed to have positiveimpacts on companies’ financial performance. When effective non-discrimination policies not in place however,companies risk financial penalties in countries that have laws and regulations prohibiting discrimination based onvarious personal characteristics. There is a general lack of women in the IT sector companies, therefore companiesshould establish proactive measures promoting additional women in the workforce(6). There is a considerableamount of international mobility in this sector; therefore, human rights impact assessments should be performedto identify regulations regarding anti-discriminatory practices in order to establish HR processes that address theissue.

External Human Rights Issues

Definition: Deals with external human rights issues issues at work. This includes the respect of security, propertyrights, employees privacy rights, civil and political rights, rights to freedom of association and collective bargaining,social and cultural rights (including indigenous people) as well as the prevention of harassment, moral and physicalviolence and inhumane or degrading treatment.

Sectorial issues: As set out in the Guiding Principles on Business and Human Rights, companies have anobligation to respect and promote human rights. For companies operating in identified high risk countries, such asIndia where the current category is heavily represented, it is important that human rights impact assessments areperformed in order to gain an understanding of where workers’ rights, including the right to collective bargainingand limited working hours, are stifled. A European working Conditions Survey found that 5% of respondents weresubjected to bullying and/or harassment, and 6% reported threats of violence at work . As harassment andthreats of violence lead to increased absenteesism and potential legal consequences for companies, it is vital thatHR systems are in place to prevent such behaviors. Whistle-blowing and disciplinary measures are affectivemeasures for promoting human rights in the workplace.



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FAIR BUSINESS PRACTICES

Corruption & Bribery

Definition: Deals with all forms of corruption issues at work, including among other things extortion, bribery,conflict of interest, fraud, money laundering.

Sectorial issues: Corruption and bribery issues are major issues for any company, particularly when operating inrisk countries. Regulations such as the Foreign Corrupt Practice Act (FCPA) in the US address these issues andmake it unlawful to make payments to assist in obtaining or retaining business. Collusion, bribery and conflicts ofinterest between software manufactures/publishers and large-scale IT consultant firms can undermine sustainableIT program development goals when consultants place the interests of 3rd parties above the interests client’ssustainability needs.

Anti-competitive Practices

Definition: Deals with anti-competitive practices including among others: bid-rigging, price fixing, dumping,predatory, pricing, coercive monopoly, dividing territories, product tying, limit pricing, and the non respect ofintellectual property.

Sectorial issues: Modern information technology has significantly increased the risk of industrial espionage andthe theft of commercial information. Employees in sectors in this category are hired to perform tasks that grantthem access to significant information streams, much of which is non-public and strategic in nature. Companiesengaged the in computer programming should emphasize intellectual property protection in their Codes ofConduct, provide a whistle-blowing system, and extensively train employees about the value of intellectualproperty protection in company performance sustainability.

Responsible Information Management

Definition: Deals with consumer and client data protection and privacy as well as truthfulness of marketingmessages, and access to essential services.

Sectorial issues: Given the functional access that computer programmers have to customer data streams,companies engaged in computer programming must prioritize data security. Employees hired to perform computerprogramming are entrusted with information that can expose not only clients to IP theft, but also the clients’customers’ data and IP. Investigations into recent customer data security breaches have uncovered theinvolvement of computer programmers in data theft schemes, though usually internal programmers(8).Companies engaged in computer programming, especially in a consultative capacity, must place an emphasis ondata security and privacy in their Codes of Conduct, provide a whistle-blowing system, include data security inemployee training, and update systems and processes to meet the ISO 27000 standards.

SUSTAINABLE PROCUREMENT

Suppliers & Environment

Definition: Deals with environmental issues within the supply chain i.e. environmental impacts generated from thesuppliers and subcontractors own operations and products.

Sectorial issues: Due to the significant demand for IT equipment that computer programming companiesmaintain to perform their job functions, sustainable procurement is important for the sustainability of theindustry. Companies engaged in computer programming and other IT activities rely heavily on products that havesignificant harmful effects on the environment throughout the life cycles of the products. Computer upgradesshould therefore take into account environmental impacts by purchasing equipment that has a higher quantity ofrecyclable parts, low emissions of noise and radiation, and packaging that is easily recyclable or reusable. Whenavailable for specific products, companies can verify the specifications and eco-impacts through certification bodies(e.g. Energy-Star).

Suppliers & Social

Definition: Deals with labor practices and human rights issues within the supply chain i.e. labor practices andhuman rights issues generated from the suppliers and subcontractors own operations or products.

Sectorial issues: The manufacturing process of electronics has, for many years, been a source of substantiallabor and human rights abuses, particularly in identified high risk countries. Factory workers are exposed tohazardous chemicals and dangerous machinery that, when located in identified high risk countries, is neglecteddue to weak local health and safety regulations. To exacerbate the situation at this level of the electronics supplychain, most of the manufacturing for this sector is performed in identified high risk countries. While industryinitiatives (notably the Electronics Industry Citizen Coalition) have been developed with the goal of eradicatinglabor and human rights abuses, issues still remain that require the attention of companies engaged in the ITprogramming sector in order to gain visibility of their supply chains. External are effective information gatheringtools, as are the collaborative efforts to promote whistle-blowing systems.

SOURCES



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Sources

1- Towards Green ICT Strategies: Assessing Policies and Programmes on ICT and the Environment http://www.oecd.org/internet/ieconomy/42825130.pdf

2- 2013 Cost of Data Breach Study: Global Analysis https://www4.symantec.com/mktginfo/whitepaper/053013_GL_NA_WP...

3- Missed Alarms and 40 Million Stolen Credit Card Numbers: How Target Blew It http://www.businessweek.com/articles/2014-03-13/target-missed...

4- Millennial Workers Want Greater Flexibility, Work/Life Balance, Global Opportunities http://press.pwc.com/global/nextgen-global-generational-study...

5- ITUC Global Poll 2012 http://www.ituc-csi.org/IMG/pdf/itucreport_2012.pdf

6- IT gender gap: Where are the female programmers? http://www.techrepublic.com/blog/software-engineer/it-gender-...

7- Workplace Violence and Harassment: a European Picture https://osha.europa.eu/en/publications/reports/violence-haras...

8- Banking's Data Security Crisis http://www.forbes.com/2008/11/21/data-breaches-cybertheft-ide...

MAIN REGULATIONS AND SECTORS INITIATIVES

This section provides a list of text references related to major CSR standards, regulations, labels or sector initiatives pertaining toComputer programming, consultancy and related activities.

Main Regulations and Sectors Initiatives ( = Regulatory)

ENV : Certification 80 PLUS

80 PLUS is an electric utility-funded incentive program to integrate more energy-efficient power supplies into desktopcomputers and servers.http://www.80plus.org/

ENV : EU directive EuP (Energy using Products)

The directive 2005/32/EC became law in the European Union on August 2005. The EuP Directive focus on the designphase to improve energy efficiency of energy using products.http://ec.europa.eu/enterprise/eco_design/index_en.htm

LAB : Label de responsabilité sociale des call centers - Association Française de la Relation Client

Ce "label responsabilité sociale" propose une alternative à une logique axée sur la recherche systématique d’optimisationdes coûts.http://www.afrc.org/pageLibre000100d4.php

ENV : Label Energy Star

Energy star is a voluntary labeling program designed to identify and promote energy efficient products. It was firstcreated as a United States government program, but Australia, Canada, Japan, New Zealand, Taiwan and the EuropeanUnion have also adopted the program.http://www.energystar.gov/

ENV : The Green Grid

The Green Grid Association is a 501(c)6 non-profit, open industry consortium of end users, policy makers, technologyproviders, facility architects, and utility companies that works to improve the resource efficiency of informationtechnology and data centers throughout the world. With more than 175 member companies around the world, The GreenGrid seeks to unite global industry efforts, create a common set of metrics, and develop technical resources andeducational tools to further its goals. http://www.thegreengrid.org/

LAB : Charte de la diversité en entreprise (French Diversity Charter)

The Diversity Charter is a written commitment that can be signed by any company, regardless of its size, that wishes toban discrimination in the workplace and makes a decision to work towards creating diversity.http://www.diversity-charter.com/

FBP : ISACA - Code of Professional Ethics

ISACA is a global network of more than 100,000 members covering a variety of professional IT-related positions. ISACAsets forth a Code of Professional Ethics to guide the professional and personal conduct of members of the associationand/or its certification holders.http://www.isaca.org/Certification/Code-of-Professional-Ethic...



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ENV : Standard ISO 14000 (International Standard Organisation)

The ISO 14000 family addresses various aspects of environmental managementhttp://www.iso.org/iso/iso_14000_essentials

LAB : Universal Declaration of Human Rights

The Universal Declaration of Human Rights (UDHR) is an advisory declaration adopted by the United Nations GeneralAssembly (10 December 1948 )http://www.un.org/Overview/rights.htmlhttp://www.un.org/Overview/rights.html

LAB : International Labor Organization's Fundamental Conventions

The Governing Body of the International Labour Office has identified eight Conventions as fundamental to the rights ofhuman beings at work. These rights are a precondition for 12 the others in that they provide a necessary framework fromwhich to strive freely for the improvement of individual and collective conditions of work.http://www.ilo.org/wcmsp5/groups/public/---ed_norm/---declara...

LAB : Standard OHSAS 18001 (Occupational Health and Safety Assessment Series)

OHSAS 18000 is an international occupational health and safety management system specification. http://www.ohsas-18001-occupational-health-and-safety.com/ind...

FBP : Foreign Corrupt Practices Act of 1977

The Foreign Corrupt Practices Act of 1977 (FCPA) prohibits payments, gifts, or Practices Act contributions to officials oremployees of any foreign government or government-owned business for the purpose of getting or retaining business.http://www.usdoj.gov/criminal/fraud/fcpa/

FBP : United Nations Convention against Corruption (UNCAC)

The UNCAC is the first leg12y binding international anti-corruption instrument. In its 8 Chapters and 71 Articles, theUNCAC obliges its States Parties to implement a wide and detailed range of anti-corruption measures affecting their laws,institutions and practices.http://www.unodc.org/unodc/en/treaties/CAC/index.html

ALL : United Nations Global Compact (10 principles)

The Global Compact asks companies to embrace, support and enact, within their sphere of influence, a set of tenprinciples in the areas of human rights, labour standards, the environment, and anti-corruption:http://www.unglobalcompact.org/AboutTheGC/TheTenPrinciples/in...

ALL : OECD guidelines for multinational enterprises

The Guidelines are recommendations addressed by governments to multinational enterprises operating in or fromadhering countries. They provide voluntary principles and standards for responsible business conduct in a variety of areasincluding employment and industrial relations, human rights, environment, information disclosure, combating bribery,consumer interests, science and technology, competition, and taxation.http://www.oecd.org/about/0,2337,en_2649_34889_1_1_1_1_1,00.html

ALL : Standard Global Reporting Initiative's (GRI)

The GRI is a network-based organization, that has set out the principles and indicators that organizations can use tomeasure and report their economic, environmental, and social performance.http://www.globalreporting.org/Home

ALL : Standard ISO 26000 (International Standard Organisation)

The future International Standard ISO 26000, Guidance on social responsibility, will provide harmonized, glob12y relevantguidance based on international consensus among expert representatives of the main stakeholder groups and soencourage the implementation of best practice in social responsibility worldwide.http://www.iso.org/iso/pressrelease.htm?refid=Ref972

ENV : Carbon disclosure project

CDP is an international, not-for-profit organization providing the only global system for companies and cities to measure,disclose, manage and share vital environmental information.https://www.cdp.net

ADDITIONAL CATEGORY STATISTICS

Critical Category Strength and Improvement areas (% Suppliers)



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Critical Category Strength and Improvement areas (% Suppliers)

Supplier CRAYON GROUP AS (GROUP) KPIs

Strengths and Improvement Areas

KPIsEcoVadisSuppliers

Active whistleblowing procedure in place 34%

Audit or assessment of suppliers on CSR issues 26%

Carbon disclosure project (CDP) respondent 7%

Formal code of business ethics 50%

Formal sustainable procurement policy 26%

Global Compact Signatory 10%

ISO 14001 certified (at least one operational site) 34%

OHSAS 18001 certification or equivalent (at least one operational site) 20%

Reporting on energy use or GHG emissions 69%

Reporting on health and safety indicators 71%

Strengths

Company policy on major

environmental issues

Provision of skills development

training

Measure on customer or client

data protection and

confidentiality

Choice of eco-friendly office

supplies and equipment

0% 20% 40% 60% 80% 100%

Improvement areas

No information on measures

regarding the promotion of

sustainable consumption

among customers

No reporting on labor

practices or human rights

issues apart from KPIs in the

questionnaire

No information on measures

regarding the respect of

intellectual property rights

No sustainable procurement

policy

0% 20% 40% 60% 80% 100%



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CRAYON GROUP AS (GROUP)...suppliers and buyers. It helps to develop Action Plans, a starting point for an effective dialogue on actions taken by the supplier to improve their CSR performance.

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