Report - COP Prototype

2022 Communication on Progress

KYRANIS TRAVEL IMPRESSIVE TUNISIA

Published date

May 28, 2022

No. of questions

Supplemental files

POLITIQUE DE DEVELOPPEMENT DURABLE ENGLISH (1).pdf Code de conduite Fournisseurs et sous -traitants Impressive Tunisia - Kyranis Travel (1).pdf mawjoudin.pdf mawjoudin.pdf Code de conduite Fournisseurs et sous -traitants Impressive Tunisia - Kyranis Travel (1).pdf POLITIQUE DE DEVELOPPEMENT DURABLE ENGLISH (1).pdf Code de conduite Fournisseurs et sous -traitants Impressive Tunisia - Kyranis Travel (1).pdf Politique d'achat resonsable (1).pdf Politique anti corruption.pdf

CEO Statement

Signed

Governance

Policies and Responsibilities

1. Does the Board / highest governance body or most senior executive of the company:

Issue an annual statement about the relevance of sustainable development to the company

Issue an annual statement that addresses impacts on both people and the environment

Issue an annual statement highlighting a zero tolerance for corruption

Sign off on organizational sustainability targets

Supervise Environmental, Social, and Governance reporting

Regularly review potential risks related to the business model

None of the above

2. Does the company have a publicly stated commitment regarding the following sustainability topics?

	No, this is not a current priority	No, but we plan to have a commitment within 2 years	Yes, and the commitment is focused on our own operations	Yes, and the commitment includes our own operations and the value chain	Yes, and the commitment includes our own operations and the value chain along with communities and society
Human Rights
Labour Rights / Decent Work
Environment
Anti-Corruption

3. Does the company have in place a code of conduct regarding each of the following sustainability topics?

	No, this is not a current priority	No, but we plan to have a code of conduct within two years	Yes, focused on employee conduct	Yes, focused on employees and suppliers	Yes, focused on employees, suppliers, and other business relationships
Human Rights
Labour Rights / Decent Work
Environment
Anti-Corruption

4. Has the company appointed an individual or group responsible for each of the following sustainability topics?

	No one is specifically responsible for this topic	Yes, with limited influence on outcomes (e.g., limited access to internal information, limited decision-making authority)	Yes, with moderate influence on outcomes (e.g., has access to relevant information, reports to senior manager)	Yes, with direct influence of some outcomes (e.g., has access to relevant information, includes one or more senior manager with decision making rights	Yes, with direct influence at the highest levels of the organization (e.g., has access to relevant information, includes most senior members of organization)
Human Rights
Labour Rights / Decent Work
Environment
Anti-Corruption

5. Does the company have a formal structure(s) (such as a cross-functional committee) to address each of the following sustainability topics?

	No formal structure	Yes, and with limited influence on outcomes (e.g., limited access to internal information necessary to understand risks, poor representation from relevant departments or functions)	Yes, with moderate influence on outcomes (e.g., it includes representatives of some functions, departments, or business units most relevant for addressing the risks concerned, has access to relevant information, reports to senior manager)	Yes, with direct influence on some outcomes (e.g., it includes representatives of functions, departments, or business units most relevant for addressing the risks concerned, has access to relevant information, it involves one or more members of senior management)	Yes, and with direct influence at the highest level of the organization (e.g., full access to relevant information, it involves members at highest level of organization)
Human Rights
Labour Rights / Decent Work
Environment
Anti-Corruption

Prevention

6. Does the company have a process or processes to assess risk?

	No, this is not a current priority	No, but we are planning to develop one in the next two years	Yes, related to our own operations	Yes, related to our own operations and entire value chain and other business relationships
Human rights risks
Labour rights risks
Environmental risks
Corruption risks

Optional comment

based on SWOT analysies

7. Does the company have a due diligence process through which it identifies, prevents, mitigates, and accounts for actual and potential negative impacts on sustainability topics?

	No, this is not a current priority	No, but we are planning to develop one in the next two years	Yes, related to our own operations	Yes, related to our own operations and entire value chain and other business relationships
Human rights risks
Labour rights risks
Environmental risks
Corruption risks

Optional comment

based on SWOT and follower event report

Concerns and grievance mechanisms

8. Are there any processes through which members of the company’s workforce can raise concerns about the company’s conduct related to human rights, labour rights, environment, or anti-corruption?

No, this is not a current priority

No, but we plan to within two years

Yes, we have an informal process (e.g., through supervisors, others)

Yes, we have a formal process

Optional comment

the formal process ; we put an email adress " ethique@impressivetunisia.com " on and from which we can recieve anonymosly reports. of course, the informal process exist too

8.1. Please provide additional detail regarding the process(es) the company has through which members of the company’s workforce can raise concerns about the company’s conduct.

	No	Yes
Is the process communicated to all employees/workers in local languages?
Is the process available to non-employees (e.g., contractors, vendors, suppliers)?
Is the process confidential (e.g., whistleblowing process)?
Are there processes in place to avoid retaliation?
Can concerns be raised about suppliers or other business relationships (e.g., clients, partners, etc.)
Other (Please provide additional information)

9. Does the company provide or enable access to effective remedy to right holders / stakeholders where it has caused or contributed to the adverse impact?

	No process to enable remedy to stakeholders	Remedy available to some stakeholders (i.e., some geographies, employees only)	Remedy is available to all affected stakeholders	Remedy is available to all stakeholders, and suppliers are expected to have similar policies
Human Rights
Labour Rights / Decent Work
Environment
Anti-Corruption

Lessons

10. How does the company capture lessons regarding each of the following sustainability topics?

	No lessons are regularly captured	Conducts root cause analyses/investigation of major incidents	Conducts root cause analyses/investigation and changes organizational policies, processes, and practices accordingly	Systematically conducts root cause analyses/investigation and leverages learnings to influence both internal and external affairs
Human Rights
Labour Rights / Decent Work
Environment
Anti-Corruption

Executive Pay

11. Is executive pay linked to performance on one or more of the following sustainability topics?

Board Composition

12. Percentage of individuals within the company’s Board / highest governance body by:

	Number/Percentage	Not applicable (Please provide additional information)
Total number of board members (#)	4
Male (%)	100
Female (%)	0
Non-binary (%)
Under 30 years old (%)
30-50 years old (%)	2
Above 50 years old (%)	2
From minority or vulnerable groups (%)	0
Executive (%)	25
Independent (%)	75

Data Assurance

14. Is the information disclosed in this questionnaire assured by a third-party?

No assurance for any metrics

Limited assurance for minority of metrics (e.g., GHG emissions only)

Limited assurance for majority of metrics

Reasonable assurance for minority of metrics

Reasonable assurance for majority of metrics

Other (Please provide additional information)

Human Rights

Commitment

2. Does the company have a policy commitment in relation to the following human rights issues?

	No, and we have no plans to develop a policy	No, but we plan to in the next two years	Yes, included within a broader policy	Yes, articulated as a stand-alone policy
Rights of women and/or girls
Freedom of expression
2021
Rights of refugees and migrants
Digital security / privacy
Rights of indigenous peoples
Access to culture
Free, prior and informed consent
Access to water and sanitation

Optional comment

including in our conduct code

2.1. For each human rights policy, is it:

	Aligned with international human rights standards?	Publicly available?	Approved at most senior level of the company?	Applied to the company’s own operations?	Applied to the company’s supply chain and/or other business relationships?	Developed involving human rights expertise from inside and outside the company?	Other (Please provide additional information)
Freedom of expression
Digital security / privacy
Rights of women and/or girls
Access to culture
Rights of indigenous peoples
Free, prior and informed consent
Rights of refugees and migrants
Access to water and sanitation

Prevention

3. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following human rights issues?

	No engagement on this topic	To better understand the risks/ impacts in question	To discuss potential ways to prevent or mitigate the risks/ impacts in question	To agree on a way to prevent/ mitigate the risks/ impacts in question	To assess progress in preventing /mitigating the risks/impacts in question	To collaborate in the prevention/ mitigation of the risks/ impacts in question
Rights of women and/or girls
Freedom of expression
Rights of refugees and migrants
Digital security / privacy
Rights of indigenous peoples
Access to culture
Free, prior and informed consent
Access to water and sanitation

4. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this human rights issue?

	Provided internal training/ capacity building for the direct workforce	Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)	Conducting an audit process and/or corrective action plan	Collective Action with peers or other stakeholders to address the issue	Collaboration with governmental or regulatory bodies	Other (Please provide additional information)	No action within reporting period
Rights of women and/or girls
Freedom of expression
Rights of refugees and migrants
Digital security / privacy
Rights of indigenous peoples
Access to culture
Free, prior and informed consent
Access to water and sanitation

5. Who receives training for the following human rights issues?

	No training provided	Select employees	All employees	Contractors	Direct suppliers of the organization	Indirect suppliers of the organization	Other – such as partners, clients, etc.
Rights of women and/or girls
Freedom of expression
Rights of refugees and migrants
Digital security / privacy
Rights of indigenous peoples
Access to culture
Free, prior and informed consent
Access to water and sanitation

6. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following human rights issues?

	No monitoring of progress	Review issues on ad-hoc basis	Set annual targets/ goals, track progress over time (internal programs only)	Set annual targets/ goals, track progress over time (internal and external programs)	Other (Please provide additional information)
Rights of women and/or girls
Freedom of expression
Rights of refugees and migrants
Digital security / privacy
Rights of indigenous peoples
Access to culture
Free, prior and informed consent
Access to water and sanitation

Response

7. During the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to adverse impact associated with the following human rights issue(s)?

	Yes	No	Choose to not disclose	Not applicable (Please provide additional information)
Rights of women and/or girls
Freedom of expression
Rights of refugees and migrants
Digital security / privacy
Rights of indigenous peoples
Access to culture
Free, prior and informed consent
Access to water and sanitation

8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the human rights principles, including any challenges faced and actions taken towards prevention and/or remediation.

We initiate discussions with our stakeholders, subcontractors and suppliers and inform them of the importance of respecting human rights and the environment. suppliers and subcontractors are assessed annually and sign a code of conduct

Labour

Commitment

1. Does the company have a policy commitment in relation to the following labour rights principles?

	No, and we have no plans to develop a policy	No, but we plan to in the next two years	Yes, included within a broader policy	Yes, articulated as a stand-alone policy	Not applicable (Please provide additional information)
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
2022
Child labour
2022
Non-discrimination in respect of employment and occupation
2022
Occupational safety and health
2022
Working conditions (wages, working hours)

Optional comment

Mawjoudin (We Exist) is a Tunisia-based NGO that guarantees gender equality. Impressive Tunisia joins the fight of this non-governmental organization in the fight against discrimination based on gender and sexual identity in order to guarantee the same rights for all. Founded in 2014 by feminist activists and LGBT people, this NGO works to help people who have integration difficulties because of their sexual or other orientations. Mawjoudin sheds light on the restrictions imposed by Tunisian society and tries to contribute to change in order to improve the daily lives of LGBTQ+ people. The mission of this NGO is to spread a culture of equality between people because we are all human and we all have the right to be different. Being different has never been a flaw but a sign of strength. This is why Mawjoudin fights against homophobia and sexism, in order to have a society that guarantees dignity to its citizens and this by counting on its partners

1.1. For each labour rights policy, is it:

	Aligned with international labour standards?	Publicly available?	Approved at most senior level of the company?	Applied to the company’s own operations?	Applied to the company’s supply chain and/or other business relationships?	Developed involving labour rights expertise from inside and outside the company?	Other (Please provide additional information)
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
Child labour
Non-discrimination in respect of employment and occupation
Occupational safety and health
Working conditions (wages, working hours)

Prevention

2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following labour rights issues?

	No engagement on this topic	To better understand the risks/ impacts in question	To discuss potential ways to prevent or mitigate the risks/ impacts in question	To agree on a way to prevent/ mitigate the risks/ impacts in question	To assess progress in preventing/ mitigating the risks /impacts in question	To collaborate in the prevention/ mitigation of the risks/ impacts in question	Other (Please provide additional information)
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
Child labour
Non-discrimination in respect of employment and occupation
Occupational safety and health
Working conditions (wages, working hours)

3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this labour rights issue?

	Provided internal training/ capacity building for the direct workforce	Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)	Conducting an audit process and/or corrective action plan	Collective Action with peers or other stakeholders, in particular workers' organizations, to address the issue	Collaboration with governmental or regulatory bodies	Other (Please provide additional information)	No action within reporting period
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
Child labour
Non-discrimination in respect of employment and occupation
Occupational safety and health
Working conditions (wages, working hours)

4. Who receives training for the following labour rights issues?

	No training provided	Select employees	All employees	Contractors	Direct suppliers of the organization	Indirect suppliers of the organization	Other – such as partners, clients, etc.
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
Child labour
Non-discrimination in respect of employment and occupation
Occupational safety and health
Working conditions (wages, working hours)

5. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following labour rights issues?

	No monitoring of progress	Review issues on ad-hoc basis	Set annual targets/ goals, track progress over time (internal programs only)	Set annual targets/ goals, track progress over time (internal and external programs)	Other (Please provide additional information)
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
Child labour
Non-discrimination in respect of employment and occupation
Occupational safety and health
Working conditions (wages, working hours)

Performance

6. What is the percentage of employees covered under collective bargaining agreements?

	Percent of employees (%)	Unknown
Employees covered under collective bargaining (%)	100

7. What is the percentage of employees in a trade union or other workers' organization?

	Percent of employees (%)	Unknown	Not applicable (Please provide additional information)
Employees in a trade union or on a worker committee (%)	100

8. In the course of the reporting period, what was the percentage of women in:

	Percent of women (%)	Unknown
Senior leadership level position	30
Non-executive board	70

9. What was the average ratio of the basic salary and remuneration of women to men (comparing jobs of equal value) during the reporting period?

	Salary ratio (%)	Unknown	Choose to not disclose
Women / Men (%)	100

Optional comment

we do not make any descrination in the salaty between our femal or male staff.

10. In the course of the reporting period, how frequently were workers injured (injuries per hour worked)?

	Frequency of injury	Unknown	Choose to not disclose
Frequency of injury	0

11. In the course of the reporting period, what was the company’s incident rate?

	Incident rate	Unknown	Choose to not disclose
Incident rate	0

Response and Reporting

12. In the course of the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to the adverse impact associated with the following labour rights issues?

	Yes	No	Choose to not disclose	Not applicable (Please provide additional information)
Freedom of association and the effective recognition of the right to collective bargaining
Forced labour
Child labour
Non-discrimination in respect of employment and occupation
Occupational safety and health
Working conditions (wages, working hours)

13. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the labour rights principles, including any challenges faced and actions taken towards prevention and/or remediation.

The inclusion policy is a significant part of the corporate culture within Impressive Tunisia where we work on developing and improving the internal adaptation and acceptance of others. In this context, we emphasize the importance of racial, ethnic, socio-cultural or religious diversity in our company. Regardless of our differences, there is nothing more important than the universal values of humanity that unite us to give our best. Impressive Tunisia applies an inclusion policy in all the processes of its business and particularly in the recruitment process to make sure our differences are a source of wealth instead of being a source of conflict. Inclusion is far from being a simple slogan, it is rather a basis on which all our company interactions are based and a daily practice of all the employees who need to find their place and to be respected and heard in their differences. This is why we developed an alert system that makes it possible to detect any discriminatory practice and anticipate possible violations of the company standards and inclusion policy in order to preserve a safe and fulfilling workplace for all employees. We also provide our professional partners, suppliers and our employees with all the necessary assistance and adaptation systems as needed to ensure autonomy and support. Impressive Tunisia encourages the exposure of any incompliancy with the standards and we condemn any discriminatory behavior through various means of communication available to our employees.

Environment

Commitment

1. Does the company have a formal policy on the following environmental topics?

	No, and we have no plans to develop a policy	No, but we plan to in the next two years	Yes, included within a broader policy	Yes, articulated as a stand-alone policy	Not applicable (Please provide additional information)
Climate Action
2022
Water
2022
Oceans
2022
Forests / Biodiversity / Land Use
2022
Air Pollution
2022
Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)
2022
Energy & Resource Use
2022

Optional comment

the 3 axes of DD ( social, etique and enviromenet) are included in the conduct code and in our Sustainable development policy and Responsible purchasing policy

1.1. For each environmental policy, is it:

	Aligned with international environmental standards?	Publicly available?	Approved at most senior level of the company?	Applied to the company’s own operations?	Applied to the company’s supply chain and/or other business relationships?	Developed involving environmental expertise from inside and outside the company?	Other (Please provide additional information)
Climate Action
Water
Oceans
Forests / Biodiversity / Land Use
Air Pollution
Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)
Energy & Resource Use

Optional comment

Our commitment is to invest according to a global vision of sustainable development and to conduct business in accordance with the ISO 200121 standards. Indeed, the strategy of Impressive Tunisia is entirely inspired by the good practices and aims to stand out in an increasingly competitive context. Thanks to a general strategic vision of sustainable development, we are able to apply our corporate values and to promote them. Our vision of sustainable development meets all aspects of the business environment and comply with the international requirements in the socio-economic and environmental sphere. Indeed, the social issue is very important to us in a way we ensure full compliance with international Human Rights conventions. Our sustainable development policy involves basic rules that fully express our determination to create an environment promoting tolerance and rejecting all kinds of discrimination against minorities. Policies are to be applied in respect of the socio-cultural specificities of our environment. Our policy and economic vision are included in this strategic vision of sustainable development. They also meet the commitments of Impressive Tunisia agency toward the environmental issue. Raising this critical question includes requirements we are pleased to satisfy in order to limit the environmental impact thanks to a reliable risk assessment that accompanies all our projects. We are determined to reinforce a positive impact through awareness raising and sustainable development culture promotion.

Prevention

2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following environmental issues?

	No engagement on this topic	To better understand the risks/ impacts in question	To discuss potential ways to prevent or mitigate the risks/ impacts in question	To agree on a way to prevent/ mitigate the risks/ impacts in question	To assess progress in preventing/ mitigating the risks/ impacts in question	To collaborate in the prevention/ mitigation of the risks/ impacts in question	Other (Please provide additional information)
Climate Action
Water
Oceans
Forests / Biodiversity / Land Use
Air Pollution
Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)
Energy & Resource Use

3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with these environmental topics?

	Provided internal training/ capacity building for the direct workforce	Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)	Conducting an audit process and/or corrective action plan	Collective Action with peers or other stakeholders to address the issue	Collaboration with governmental or regulatory bodies	Other (Please provide additional information)	No action within reporting period
Climate Action
Water
Oceans
Forests / Biodiversity / Land Use
we collaborate with ONG ; After having traveled the four corners of Tunisia, the reforestation action of Soli Green and Tounes Clean Up continues and invites its volunteers to Ghar El Meleh, Sunday January 9th at 9 am. Sponsored by Impressive Tunisia (brand event of Kyranis Travel), an agency that cares about the environment and contributes to Tunisia’s development, this campaign has taken place every weekend since 2019. The latest action paved the way to the plantation of 7,000 trees in Sejnane. Whether it’s raining or snowing, hundreds of enthusiastic volunteers are coming together to achieve the goal of planting 12 million trees throughout Tunisia, in order to reforest the burnt forests, to develop biodiversity and to act against climate change.
Air Pollution
Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)
Energy & Resource Use

4. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following environmental topics?

	No monitoring of progress	Review issues on ad-hoc basis	Set annual targets/ goals, track progress over time (internal programs only)	Set annual targets/ goals, track progress over time (internal and external programs)	Other (Please provide additional information)
Climate Action
Water
Oceans
Forests / Biodiversity / Land Use
Air Pollution
Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)
Energy & Resource Use

5. In the course of the reporting period, has the company been involved in providing or enabling remedy for any actual impacts associated with the following environmental issue(s)?

	Yes	No	Choose to not disclose	Not applicable (Please provide additional information)
Climate Action
Water
Oceans
Forests / Biodiversity / Land Use
Air Pollution
Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)
Energy & Resource Use

Climate Action

6. What were the company’s gross global greenhouse gas emissions for the reporting period?

Scope 1 Emissions

Full

None

Emissions (tCO2e)

Scope 2 Emissions

Full

None

Emissions (tCO2e)

Scope 3 Emissions

Full

Partial

None

Emissions (tCO2e)

Optional comment

i don't understand very well, but for our activity, as we are a travela gency , the unique source of CO2 is the emission of flights. when we discuss itinenary with our guest we show them the emission of CO2 to help them to choose the best way with minour emission

7. What percentage of the company's revenue was invested in R&D of low-carbon products/services during this reporting period?

Percent of revenue (%)

Unknown

Not applicable (Please provide additional information)

8. Has the organization acted to support climate change adaptation and resilience?

We have taken action to increase organization-wide resilience to climate change

We have taken action to increase resilience in our supply chains

We have taken action to increase resilience in the communities in which we operate

We have provided funding for climate change adaptation and resilience initiatives and projects

We have not taken actions to build climate change resilience in the reporting period

Other (Please provide additional information)

Unknown

Energy / Resource Use

9. Please report the company's renewable energy consumption as a percentage of total energy consumption in the reporting period.

% of total energy consumption

Unknown

Technology

10. What percent of the company's revenue came from environmentally friendly products / services during this reporting period?

Percent of total revenue (%)

Unknown

Not applicable (Please provide additional information)

Sector-specific: Water

12. Please provide details regarding the company's water withdrawal and consumption (own operations) during the reporting period.

Water withdrawal (volume of water in megaliters):

	Mega-liters	Unknown	Not applicable (Please provide additional information)
Total
Groundwater:
Surface water:
Rainwater:
Wastewater:
Percentage of water withdrawn in regions with high or extremely high water stress (%)

Water consumption (volume of water in megaliters):

	Mega-liters	Unknown	Not applicable (Please provide additional information)
Total
Groundwater:
Surface water:
Rainwater:
Wastewater:
Percentage of water consumed in regions with high or extremely high water stress (%)

13. Please provide details about the company’s water intensity of products in regions with high or extremely high water stress.

Water intensity of products (cubic meter/$):

Unknown

Not applicable (Please provide additional information)

Overall Environment

21. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the environment principles, including any challenges faced and actions taken towards prevention and/or remediation.

Our commitment is to invest according to a global vision of sustainable development and to conduct business in accordance with the ISO 20121 standards. Indeed, the strategy of Impressive Tunisia is entirely inspired by the good practices and aims to stand out in an increasingly competitive context. Thanks to a general strategic vision of sustainable development, we are able to apply our corporate values and to promote them. Our vision of sustainable development meets all aspects of the business environment and comply with the international requirements in the socio-economic and environmental sphere. Indeed, the social issue is very important to us in a way we ensure full compliance with international Human Rights conventions. Our sustainable development policy involves basic rules that fully express our determination to create an environment promoting tolerance and rejecting all kinds of discrimination against minorities. Policies are to be applied in respect of the socio-cultural specificities of our environment. Our policy and economic vision are included in this strategic vision of sustainable development. They also meet the commitments of Impressive Tunisia agency toward the environmental issue. Raising this critical question includes requirements we are pleased to satisfy in order to limit the environmental impact thanks to a reliable risk assessment that accompanies all our projects. We are determined to reinforce a positive impact through awareness raising and sustainable development culture promotion.

Anti-corruption

Commitment

1. Does the company have an anti-corruption compliance programme?

No, it is not an immediate business priority

No, but we plan to in the next two years

Yes

2022

Optional comment

Impressive Tunisia is an event management agency that places considerable importance on transparency in its activities and is committed to invest all possible resources to fight corruption. Fully aware of the negative impact of corruption on economics, professional life or even on a social level, we recognize the great importance of the anti-corruption policy within the company. We are committed to turning the anti-fraud and bribery policy into a daily fight by establishing reliable mechanisms that help examining and investigating Complaints and suspicions of possible violations. Our standards and code of conduct are particularly designed for promoting the anti-corruption acts. They are strictly applied within Impressive Tunisia event agency and associated with anti-corruption standards. Our standards are continually adjusted to promote all aspects of good governance. Our anti-corruption policy involves the generalization of a transparency philosophy within the company. Raising anti-corruption awareness among managers and employees is a priority for our event’s agency. Thanks to a professional team, Impressive Tunisia is also implementing reliable mechanisms for the protection of whistleblowers. We take all suspicions and attempts of direct or indirect fraud seriously. Our agency encourages employees to expose all activities deemed illegal and to take part in this anti-corruption strategy. This commitment is clear within the corporate culture through a zero-tolerance approach to equal opportunity violations that apply to both stakeholders and employees.

2. Does your company have policies and recommendations for employees on how to act in case of doubt and/or in situations that may represent a conflict of interest, e.g. with regard to gifts and hospitality, donations, sponsorship, or interactions with public officials?

No, and we have no plans to develop a policy

No, but we plan to in the next two years

Yes, included within a broader policy

Yes, articulated as a stand-alone policy

Optional comment

Ethics is not just a legal issue. It plays a key role in our values. We aspire to develop a common culture between the Impressive Tunisia team, and those of our partners. We make the following e-mail address available to our internal and external stakeholders : ethique@impressivetunisia.com in order to ensure the disclosure of any corruption attempts.. The transparency of our procedures and our commitment to the respect for privacy are the main assets of our organization.

Prevention

3. Who receives training on anti-corruption and integrity?

3.1. How often is such training provided?

	One time only	Every year	Every two or more years	We do not collect this data
All employees
Select employees
Contractors
Direct suppliers of the organization
Other – such as partners, clients, etc.
Indirect suppliers of the organization

4. Does the company monitor its anti-corruption compliance programme?

No, we do not monitor the anti-corruption compliance programme

Review issues on ad-hoc basis

Yes, through internal employee self-evaluations

Yes, through automated controls monitoring

Yes, through external independent monitoring

Yes, through other mechanisms

analyse des

Response and Reporting

5. Please report the company's total number and nature of incidents of corruption during the reporting year.

	Number of incident(s)	Unknown	Choose to not disclose
Confirmed during the current year, but related to previous years	0
none
Confirmed during the current year, and related to this year	0
none

6. Within the reporting period, what measures has the company taken to address suspected incidents of corruption independently or in response to a dispute or investigation by a government regulator?

Initial case assessment

Internal investigation

Review by risk / ethics committee

Review by board of directors

External audit / review

Other (please provide additional information)

Not applicable/no incidents in the reporting period

7. Does your company engage in Collective Action against corruption?

No, it is not an immediate business priority

No, but we plan to in the next two years

Yes (please explain)

Fully aware of the negative impact of corruption on economics, professional life or even on a social level, we recognize the great importance of the anti-corruption policy within the company. We are committed to turning the anti-fraud and bribery policy into a daily fight by establishing reliable mechanisms that help examining and investigating Complaints and suspicions of possible violations. Our standards and code of conduct are particularly designed for promoting the anti-corruption acts. They are strictly applied within Impressive Tunisia event agency and associated with anti-corruption standards. Our standards are continually adjusted to promote all aspects of good governance. Our anti-corruption policy involves the generalization of a transparency philosophy within the company. Raising anti-corruption awareness among managers and employees is a priority for our event’s agency. Thanks to a professional team, Impressive Tunisia is also implementing reliable mechanisms for the protection of whistleblowers. We take all suspicions and attempts of direct or indirect fraud seriously. Our agency encourages employees to expose all activities deemed illegal and to take part in this anti-corruption strategy. This commitment is clear within the corporate culture through a zero-tolerance approach to equal opportunity violations that apply to both stakeholders and employees.

8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the anti-corruption principle, including any challenges faced and actions taken towards prevention and/or remediation.