IPMC
COMMUNICATION ON PROGRESS, YEAR 2011
ALABI- BORQUAYE, E.
Head of Human Resources
October 2011
COMMUNICATION ON PROGRESS REPORT ON THE UN GLOBAL COMPACT
SUBMITTED BY IPMC
EXECUTIVE STATEMENT BY C. E. O
IPMC is a provider of IT training and dealers in Computer hardware and Software products.
IPMC has made giant strides in the IT industry and same has been acknowledged with the
numerous awards received over the past few years. IPMC was adjudged the 9th on the Club 100
listings two years ago.
These laurels did not come on a silver platter, but on rigorous criteria set by GIPC. These feats
were achieved largely by practicing the tenets of the Compact. A couple of months ago IPMC
received the enviable Microsoft Partner award for Ghana. IPMC has over five hundred (500)
staff and also have sixteen (16) training branches and still expanding.
IPMC is totally committed to the cardinal principles as espoused by the UN Global Compact.
The ideals have rather reinforced our operations. It has tremendously improved our operations,
since we signed onto the Compact.
This has led to the company winning a lot of government contracts.
We maintain integrated view in transacting business taking into account the environment, Good
Governance and Human Rights. As new entrants to the Compact, we have realized that our
operations conform to the principles of the Compact.
IPMC has been the preferred choice for Students to enroll in IT. At the moment, we have 5700
students on roll pursuing various courses. In our drive to further expand; IPMC is establishing a
University College to offer Agricultural Science and Health Sciences alongside the IT.
IPMC has been the ideal choice for employees for Job Placement in IT.
It is our avowed aim to remain committed to the ten (10) cardinal principles and also use the
principles as yard stick in all spheres of our operations. This commitment is to ensure that the
principles are deepened in our organization towards our staff and the clientele as well.
(SGD) Amar Deep S. Hari
Global Compact Principles I
Action Taken and Impact Achieved
BUSINESS SHOULD SUPPORT AND
RESPECT THE PROTECTION OF
INTERNATIONALLY
PROCLAIMED
HUMAN RIGHTS
IPMC strongly believes in the Universal
Declaration on Human Rights, that is, all
humans are treated the same and equal
irrespective of color, race, sex, religion, creed
etc.
Since its inception as a corporate citizen, IPMC
had committed itself to a work place policy that
ensure fair and equal treatment, diversity and
inclusion and provision of opportunities for all
employees to harness their potential. The
Company has shown commitment to the
principle in treating all personnel with dignity
and self respect at all material time and devoid
of harassment. Equal opportunities exist for
members of staff. This principle has promoted
productivity in all endeavors of the Company’s
operation.
In IPMC, provided one is qualified for a
position in the organization, there is no
discrimination whatsoever against prospective
Job Candidate, and the staff as well.
Our employees consist largely of Ghanaian
origin, Beninois, Togolese, Liberians, Sierra
Leoneans, Madagascans, and Ethiopians, just to
mention a few.
Some sensitive positions are been held by local
employees and a few foreign nationals with
exceptional skills where Ghanaians are not
readily available, are hired to complement the
workforce.
Indians happens to be our main expatriate with
varied skills.
Global Compact Principles II
Action Taken and Impact Achieved
MAKE SURE THAT THEY ARE Management has ensured that we do not
NOT COMPLICIT IN HUMAN tolerate human rights abuses at any point
RIGHTS ABUSES
in time by guaranteeing the respect and
dignity of our staff and clientele.
Channels are opened to as far as the C.E.O
in handling such matters, therefore we can
safely say, it’s very negligible or nonexistence owing to the structures that are
instituted to check such abuses. This
process really buttresses our commitment
in making sure that we are not complicit in
Human Rights Abuses. Although the
workforce is of different cultural
background, we are committed to ensure
that all forms of Human Rights Abuses are
eliminated.
It is a delight to see nationals of different
origins in the company working in a
congenial environment.
Global Compact Principles III
Action Taken and Impact Achieved
BUSINESS SHOULD UPHOLD THE
FREEDOM OF ASSOCIATION AND
THE EFFECTIVE RECOGNITION OF
THE RIGHT TO COLLECTIVE
BARGAINING
The rights to the employer and employees
to enter into collective agreement is
clearly set out by law; Act 651 (2003) in
conformity with the 1992 constitution of
Ghana and the convention of the
International Labor Organization.
IPMC respects the rights of employees to
associate and have even lent support to
the formation of a Union. To this end, the
Chief Labor Officer of the Labor
Department issued a certificate to cover
some classes of personnel to be Unionized
by (FBSEU) of the Ghana Federation of
Labor.
In the annals of IPMC, a labor union has
been formed and a new Collective
Bargaining Agreement (CBA) has been
developed, negotiated upon as at April
2009 in good faith.
The Collective Bargaining Agreement
(CBA) is to be negotiated every two years
and a wage opener every year.
In the , month of May 2009, the
Employment Unit of the Labor
Department undertook inspection in
IPMC as mandated by Act 651 of 2003
and a report was issued thereto which
states inter alia that there were no adverse
findings against IPMC in any form
whatsoever.
Management now dialogues with the
Union in respect of salary increase owing
to the formation of the Union. Some of
the parameters used are inflation and
prevailing interest rate in arriving at
minimum wage for her employee’s or
specific percentile across board.
It is the conviction of Management to
foster collaborative style of Management
with the Union to promote and maintain a
healthy relationship for a peaceful
industrial atmosphere. The Collective
Agreement which expired at the end of
July 2011 has been renegotiated with far
more benefits accruing to the staff, which
is intended to boost and motivate them.
The Company is therefore committed to
this principle, which has brought
transparency in the determination of
salaries level in the Company.
The Union requested for a 30% pay rise
across board but Management offered on
the average of 50% across board. This
signifies the collaboration that exists
between the Management and the Union.
Global Compact Principles IV
Action Taken and Impact Achieved
BUSINESS SHOULD SUPPORT THE IPMC is a reputable Company and greatly
ELIMINATION ON ALL FORMS OF abhors forced or compulsory labor and
FORCED AND COMPULSORY LABOR
committed by ILO convention 29 of 1930
and convention 105 of 1957.
There is no work or service that is exacted
under threat of penalty and for which that
person has not offered him or herself
voluntarily. The Company does not
preclude employees from proceedings on
annual leave or demanding extra hours of
work form employees without their prior
consent. The C.B.A has adequately
outlined measures to guard against forced
and compulsory labor. Our Employees are
not bound by contract in spite of the fact
that the Company spends a lot in their
training
and
career
enhancement.
Employees are free to resign at any time,
even if conditions laid are not met.
IPMC is committed to the Compact and
even ensures that it will not transact
business with organizations that might
engage in such practices. No employee is
requested to perform any task in
fulfillment of any contractual agreement
against his will, or satisfaction of a debt.
Global Compact Principles V
Action Taken and Impact Achieved
THE EFFECTIVE ABOLITION OF CHILD IPMC has employment details which will
LABOR
automatically reveal a job candidate age
which will be less than 18 years. Labor
laws protect against child labor and the
Company is seriously committed to the
principle by employing adults only.
The recent inspection by the labor
Department and the subsequent report
attest manifoldly to the fact that minors are
never employed by IPMC. Rather a policy
is in place to train brilliant but needy
minors as the next generation of IT experts.
Various scholarship schemes are readily
available. In one of our remote branches in
the Central Region, IPMC offers IT
training to indigenous people at 50% less
what the city dwellers pay.
This offer attracts the minors into the
school programs, which rather affords them
a career.
Global Compact Principles VI
Action Taken and Impact Achieved
ELIMINATION OF DISCRIMINATION IN
RESPECT OF EMPLOYMENT AND
OCCUPATION
IPMC is an equal opportunity employer
and also permits the employment of
qualified relatives and friends in so far as
there would be no conflict of interest. We
are committed in providing equal
opportunities in employment and aims to
ensure that our members of staff are not
discriminated against in terms of the
conditions of service, disability, ethnic
origin, class, race, political opinion, HIV/
AIDS status or sexual orientation etc.
Employment
and
occupation
are
considered on merit.
Global Compact Principles VII
Action Taken and Impact Achieved
ENVIRONMENTAL WASTE
IPMC strives to transact business with
individuals and organizations that are
environmentally friendly. We are committed in
ensuring that we strictly deal in products which
are environmentally friendly and will not
hesitate to sever relations with any Company
which does not do so.
We use the intra/ internet most often thereby
reducing paper waste.
Global Compact Principles VIII
Action Taken and Impact Achieved
UNDERTAKE INITIATIVES TO PROMOTE Internally, the Company is committed to the use of
GREATER
ENVIRONMENTAL friendly appliances which are friendly to the
RESPONSIBILITY
environment. The Company has supported NGO’s
and the Osu Traditional Council in a massive cleanup
exercise. The Company has initiated a new program
called ‘IPMC tree planting initiative’ under which we
recently planted 400 trees in St. Anthony Junior High
School at Nii Boiman, a suburb in Accra.
In the month of May 2011, IPMC undertook a
massive cleanup exercise at Nima a suburb of Accra
with regards to the Cholera outbreak.
Leaflets were distributed to the people of the area to
keep their environment clean.
This initiative has been extended to Adabraka where
IPMC corporate office is located.
We are regularly investing into jute bags (last
shipment was of qty 10,000) to cut down use of
plastic bags by our customers.
Global Compact Principle IX
TO ENCOURAGE THE DEVELOPMENT
AND DIFFUSION OF ENVIRONMENTALLY
FRIENDLY TECHNOLOGIES
Action Taken And Impact Achieved
As a Giant IT Company, we are committed to the
standard of using IT equipments such as printers that
print front and back to minimize the use of paper.
Proper disposal measures have been put in place. The
internet and Microsoft outlook, together with ERP
software are seriously used to process and store data
electronically thereby reducing drastically the use of
papers and files.
The Company is committed to the conscious effort to
providing new fleet of cars thereby decreasing
pollution. From the last submission of the COP to
date, the fleet of IPMC brand new cars has doubled.
Directly no activity of the Company is carried that
will amount to pollution.
Global Compact Principles X
Action Taken and Impact Achieved
BUSINESS SHOULD WORK AGAINST ALL
FORMS OF CORROPTION INCLUDING
EXTORTION AND BRIBERY
The Human Resource Policy of the Company
provides that no kind of gratification shall be
accepted by any member of staff for work or services
rendered for both employees and clients.
IPMC is committed to this policy and same is
enforced to the letter. Although the Ghana Business
Code allows some form of gratification, our rules still
prevent members of staff from bribery and
corruption.
The Board handles abuses of power by managerial
staff against any middle or operational staff.
Employees are generally taken through this policy
and violators are sanctioned appropriately without
fear or favor. On the other hand planned system audit
are conducted internally, and externally by our
regulators.
External audit findings have lead to eliminating
avenues that could lead to fraud in our operations.
We have relied extensively on our forensic audits to
forestall any opening for abuse. IPMC have recently
hired the services of Compliance Managers who have
put in place modalities that would best help to curb
such occurrence. Two other expatriates have been
hired to augment the personnel in the Finance
Department. This has also improved the operations in
the Department tremendously.