Scope 1 Emissions
2022 Communication on Progress
An Post
Published date
June 29, 2022
No. of questions
58
Supplemental files
CEO Statement
Signed
Governance
Policies and Responsibilities
1. Does the Board / highest governance body or most senior executive of the company:
2. Does the company have a publicly stated commitment regarding the following sustainability topics?
3. Does the company have in place a code of conduct regarding each of the following sustainability topics?
4. Has the company appointed an individual or group responsible for each of the following sustainability topics?
5. Does the company have a formal structure(s) (such as a cross-functional committee) to address each of the following sustainability topics?
Optional commentEvery quarter the Sustainability Forum, led by the Chief Transformation Officer, meets to ensure our policies, practices and initiatives align with our values, strategy and stakeholder expectations. The Forum is attended by employees from across the company.Prevention
6. Does the company have a process or processes to assess risk?
6.1. During the assessment of risk, which business relationships are reviewed?
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?
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?
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.
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?
Lessons
10. How does the company capture lessons regarding each of the following sustainability topics?
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:
13. Do you produce sustainability reporting according to:
Data Assurance
14. Is the information disclosed in this questionnaire assured by a third-party?
Human Rights
Materiality / Saliency
1. Which of the following has the company identified as material human rights issues connected with its operations and/or value chain, whether based on their salience (i.e., the most severe potential negative impacts on people) or another basis?
Response
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.
An Post is against the excesses of the gig economy. We are committed to providing all of our employees with fulfilling, secure careers with opportunities for professional development. In 2021, we maintained our commitment to no zero-hour contracts. In 2021, we were the first major company in Ireland to eliminate the gender pay gap. This shows what can be done when you make big moves to promote equal opportunities and visible change.We also took a number of actions in 2021 to bring us closer to achieving our commitment of gender balance across all management grades by 2030: • Continued the use of software to remove gender bias from all our role profiles. • Continued to ensure that shortlists for our management roles are gender balanced. • Established the Advance Mentoring programme for managers, with female managers prioritised in year 1. 15 mentees and 15 mentors took part in this programme. • Promoted flexible working initiatives, such as term time leave. Term time leave enables employees to take leave over the summer months. • Launched the Aspire Female Talent Acceleration Programme which aims to support women progressing their careers in An Post. Currently 4.4% of our employees have disclosed a disability to An Post. This exceeds the 3% employment target for persons with disabilities that is specified by the Disability Act 2005. To help support us with our ambitions to recruit and employ more people with disabilities, in 2021 we continued our partnerships with the Trinity Centre for Person’s with Intellectual Disabilities (TCPID). We also joined the Open Doors ‘Employers for Change’ service. We actively support the LGBTQ+ community in An Post. In 2021, we established Bród@anpost, an LGBTQ+ employee group made up of dedicated employees and allies who can connect in a safe space to help move the LGBTQ+ agenda forward. Staying healthy - in both body and mind - was particularly important as the pandemic continued throughout 2021. It is why we focused on putting in place new supports to ensure that we do as much as possible to foster a happy and healthy organisation. It is also why we postponed achieving the Ibec KeepWell Mark until after the pandemic. We held regular webinars and support sessions on financial wellbeing, mental health, resilience and healthy eating. In addition, we focused on supporting our line managers in assisting our employees with any health concerns. To complement our Occupational Health services, we introduced an Employee Assistance Programme. This confidential digital platform provides access to advice, information and support on health, financial, wellbeing, and social issues. It is available 24/7, 365 days a year to all employees. The platform also helps employees keep active by providing opportunities to engage in a digital gym. In 2021, we held two big walking challenges across the organisation to promote an active lifestyle. During the ‘Big Step Challenge’ in April 2021 we walked 41,486km which was enough to walk around the world and do a victory lap of Ireland. In December 2021, we walked (virtually) to the North Pole over five days to deliver children’s letters to Santa on time! Vehicles pose great risks to our drivers and the communities that they serve. To keep everyone safe, we train all our drivers in braking, fire safety, speeding, preventing rollaway incidents and vehicle maintenance. Through our training programmes, we are continuously improving our road safety record. As a result, we saw a 21% improvement in our Road Traffic Accident Rate, falling from 0.57 in 2020 to 0.45 per 1 million km in 2021.We work hard to reduce employee injuries year-on-year, by managing all our activities in a safe and effective manner. However, in 2021 there was a slight increase in our Lost Time Accidents. This had an impact on our total lost time injury rate which increased from 3.15 in 2020 to 4.13 hours total lost time per 200,000 hours worked in 2021. We continuously work with our employees and unions to improve health and safety standards. As many An Post employees work outdoors, in 2021 we partnered with the HSE and the Irish Cancer Society to distribute sun cream to our postal operatives and spread awareness about the sun’s harmful radiation. We also carried out successful pilot schemes on new footwear and rain jackets which will ensure that our employees are always comfortable at work.Labour
Commitment
1. Does the company have a policy commitment in relation to the following labour rights principles?
1.1. For each labour rights policy, is it:
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?
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?
4. Who receives training for the following labour rights issues?
5. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following labour rights issues?
Performance
6. What is the percentage of employees covered under collective bargaining agreements?
7. What is the percentage of employees in a trade union or other workers' organization?
8. In the course of the reporting period, what was the percentage of women in:
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?
Optional commentOur Gender Pay Gap was -0.16% in 202110. In the course of the reporting period, how frequently were workers injured (injuries per hour worked)?
Optional comment0.0000205811. In the course of the reporting period, what was the company’s incident rate?
Optional commentTotal Lost Time Injury Rate (per 200,000 hours worked)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?
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.
• To help support us with our ambitions to recruit and employ more people with disabilities, and to meet the incremental government target increase, to 6% employment for persons with disabilities by 2024, we continued our partnerships with the Open Doors Initiative and the Trinity Centre for Person’s with Intellectual Disabilities (TCPID), and in 2021 we became members of Employers for Change • We actively support the LGBTQ+ community in An Post. In 2021 we established an LGBTQ+ Employee Group which is made up of passionate employees and allies who can connect in a safe space to help move the LGBTQ+ agenda forward • We regularly hold webinars and support sessions on financial wellbeing, mental health, resilience, and healthy eating. In addition, we focus on supporting our line managers in supporting employees with any health concerns • We support employees in their education goals. An Post provide access to external 12-week professional development programmes, financially support employees through our Education Support Scheme and have maintained our Graduate Programme • We highlight our employee’s hard work and effort through our Values in Practice recognition awards • A Joint Conciliation Council (JCCC) with Company and full union representation, meets monthly. The Company utilises the Partnership process within the JCCC to consult and inform on all change prior to implementation • To enhance the positive parts of our culture and move us towards the culture we’d like to have, we have launched our ‘Shaping Our World’ initiative which has identified behaviours we believe will help promote the culture we’d like to see in An Post • We have partnered with the HSE and the Irish Cancer Society to distribute sun cream and to spread awareness about harmful radiation from the sun. We also carried out successful pilot schemes on new footwear and rain jackets which will ensure that our employees are always comfortable at work • Health and wellbeing programmes are offered to all staff regardless of role and position. A variety of staff health and wellbeing initiatives are offered to all staff including flu vaccine, occupational health services, public health initiatives ‘male minder’ & active work walking challenge. Medicals are offered to senior management • To complement our Occupational Health services, we introduced an Employee Assistance Programme. This confidential digital platform provides access to advice, information, and support on health, financial, wellbeing, and social issues and is available 24/7, 365 days a year to all employees • The Staff Health and Safety Policy is accessible to all managers and booklets are distributed by hand to staff in all areas of the business • An Post provides employment contracts on a ‘no zero hours contracts’ basis for all its employees • An Post is released our Domestic Abuse & Coercive Control policy in 2021 • In 2021, An Post launched the An Post Mentoring Programme for women to identify opportunities and focus their skills for advancement, along with the Female Talent Acceleration Programme that identifies and supports women in advancing their careers • An Post are launching a new Human Resources system which will support and ensure learning and development is accessible to all employees • An Post achieved the Business in the Community Business Working Responsibly Mark in 2021 which is an evidence-based accreditation that has excelled further our standards and continued to emphasise employee wellbeing, safety and health being at the forefront of our purposeEnvironment
Commitment
1. Does the company have a formal policy on the following environmental topics?
1.1. For each environmental policy, is it:
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?
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?
4. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following environmental topics?
4.1. For each environmental topic in which the company sets timebound goals / targets, what kind of targets has the company set?
4.2. For each environmental topic in which the company sets timebound goals / targets, how is progress against target / goal tracked?
Optional commentTargets are reviewed at least quarterly as part of our Sustainability Forum which is led by the Chief Transformation Officer. The Forum meet to ensure our policies, practices and initiatives align with our values, strategy and stakeholder expectations. The Forum is attended by employees from across the company.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)?
Climate Action
6. What were the company’s gross global greenhouse gas emissions for the reporting period?
Scope 2 Emissions
Scope 3 Emissions
7. What percentage of the company's revenue was invested in R&D of low-carbon products/services during this reporting period?
8. Has the organization acted to support climate change adaptation and resilience?
Energy / Resource Use
9. Please report the company's renewable energy consumption as a percentage of total energy consumption in the reporting period.
Technology
10. What percent of the company's revenue came from environmentally friendly products / services during this reporting period?
Sector-specific Questions
11. Which sector(s) does the company operate in? If diversified, choose top 3 by revenue.
Optional commentLogisticsSector-specific: Waste
18. Please report the company's total weight of waste generated in metric tonnes during the reporting period.
19. Please report the percentage of the company's waste that was hazardous waste (i.e., hazardous waste ratio) during the reporting period.
20. Please report the company's estimated metric tonnes of single-use plastic consumed wherever material along the value chain during the reporting period.
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.
• An Post sell 100% recyclable pre-paid gift boxes and bags which are made from recyclable materials. By using carbon balanced paper for our prepaid boxes, we have reduced 32,340kg of carbon dioxide in the production of our packaging. This has resulted in us saving 2,638m2 of critically threatened tropical forest • In Q3 2021, we began the transition of the An Post Money cards suite from PVC cards to 82% Poly Lactic Acid (PLA) Cards. PLA is a sustainable plastic substitute sourced from Field Corn that is biodegradable and safe for incinerations. We continue to purchase 100% green electricity from our electricity supplier, which is certified as being from renewable sources • Our Eco-Driver training programme focuses on fuel efficiency and safety and special attention is given to highlighting where energy losses occur and how our drivers can take appropriate actions to avoid them • In 2021 we launched an employee engagement campaign to provide more regular, accessible and interactive information about sustainability issues and to motivate and inspire employees to take positive actions. Themes included: eco-transport, diversity and inclusion, renewable energy, climate action, and biodiversity. The campaign was designed to be accessible to all employees by multi-channel delivery and reinforced that sustainability is a core part of our business purpose and strategy • An Post’s Green Hub aims to make sustainable living solutions commonplace by providing services to improve a consumer’s energy efficiency in the home or by upgrading their car to an electric vehicle • We are committed to making a positive impact on our communities by creating everyday opportunities to make sustainable living commonplace across the country for all citizens. In 2021 we: - Joined Ireland’s largest pollination project and supported Gaisce - the President’s Award Challenge 35th Anniversary of ‘Bulbs for Bees’. We delivered more than 1,000 packs of bulbs to schools, youth and adult organisations across the country for all generations to get involved with. We also planted the bulbs on our own premises. The Spring bulbs were carefully chosen to attract bees for pollination and we delivered - Participated in the judging panel of ECO-UNESCO’s Young Environmentalist Award which recognises local environmental projects and raises awareness in schools and communities - Donated ‘Re-Cycled’ delivery bikes as part of our contribution to the circular economy as we increasingly move towards electric vehicles. Our robust cargo bikes were refurbished and then donated to homeless charities and other organisations. This have been particularly important during the COVID-19 pandemic as they have helped outreach workers bring services to clients • Our circular economy strategy includes initiatives to upcycle redundant An Post uniforms and repurpose decommissioned Electric Vehicle batteries to store electricity from solar panels • We have installed a biodigester at our Dublin Mails Centre Canteen to reduce food waste. This machine breaks down unused food from our canteen and turns it into a nutrient-rich digestate which will be used as a soil fertiliser on our sites as part of our Biodiversity Strategy • Our ‘Act Now on Climate Change’ stamps marked Ireland’s commitment to the United Nations Sustainable Development Goals (SDGs) and its ‘For People, For Planet’ campaign. They also reflected our purpose to act for the common good and our status as a national SDG champion for protecting the planet. • We are also in the process of investigating EV home garaging through the installation of charging points at employees’ homes. This trial if successful will allow us will provide us with the possibility of further expanding our electrical vehicle fleet particularly, where the installation of chargers is not feasible at an An Post premises or if space is constrained • We are the 1st postal service in the world to attain zero emission delivery status in all major cities – Dublin, Waterford, Cork, Limerick, Galway, Kilkenny • An Post have 1011 EVs and 155 e-trikes, Ireland’s first 7.5 tonne electric truck and the largest private EV charging network in Ireland • Despite limitations on the number of people in vehicles due to COVID-19, 62% of our drivers have now undertaken Eco-Driver training. This training has resulted in a 5.7% increase in fleet efficiency in 2021 • We have upgraded 78% of our buildings to energy efficient lighting. Our upgrade to energy efficient lighting has contributed to a reduction of over 220,000 kWh when compared to our pre-COVID usage • Our investment in solar panels, insulation, and smart energy management systems which balance demand for energy across our premises has resulted in a 38% increase in kWh efficiency since 2009 and saving of over €1 million in electricity costs in 2021 • In 2021 the SEAI independently verified that we delivered an energy efficiency saving of 33.4% by the end of 2020, therefore meeting our commitments to the government and achieving the Public Sector target of 33% energy efficiency improvement by 2020 • We have taken steps to improve our energy and environmental performance in our property portfolio. In the last year we reduced the electrical energy we used in our properties by 1MW and since we started our sustainability journey we have reduced the electrical energy used in our properties from 24kWh to 16MWh a reduction of 32% in real terms and 38% in kWh/m2 as we have expanded our Property portfolio. Our efforts so far have led to a 38% increase in kWh efficiency and saving of over €1.4 million in electricity costs since 2009 • We now have 142 heating controls installed which allow managers to adjust and monitor heating times and temperatures, reducing energy • Over the past two years, we have developed our water management system to better understand where we use this vital resource most. To help monitor our usage and detect and resolve leaks quickly, in 2021 we installed an additional 12 smart water meters across our sites. This is part of our objective to reduce annual water usage by 5% per annum and to date, 34 of our sites are now monitored • To further reduce our water use, we continued to use our new vehicle steam washing system to eliminate the use of chemicals and reduce wastewater. These two initiatives reduced water usage by over 46,000m3 (25%) in 2021 compared to 2020.Anti-corruption
Commitment
1. Does the company have an anti-corruption compliance programme?
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?
Prevention
3. Who receives training on anti-corruption and integrity?
4. Does the company monitor its anti-corruption compliance programme?
Response and Reporting
5. Please report the company's total number and nature of incidents of corruption during the reporting year.
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?
7. Does your company engage in Collective Action against corruption?
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.
The key procedures that the directors have established with a view to providing effective internal control are: • A clear focus on business objectives as determined by the Board after consideration of the statutory responsibilities and risk profile of the Group’s businesses • A defined organisational structure with a clear lines of responsibility, delegation of authority and segregation of duties designed to foster a beneficial control environment • A risk management process which considers the strategy and development of the business in the context of the annual budget process when financial plans and performance targets are set and reviewed by the Board in light of the Group’s overall objectives • A reporting and control system which ensures that individual businesses report to the board on an ongoing basis on their progress in achieving objectives. • The preparation and issue of financial reports, including the consolidated annual accounts is managed by the Group Finance department • An internal audit function which monitors compliance with policies and the effectiveness of internal control within the Group’s businesses • A Board level committee, the Audit and Risk Committee, which approves internal and external audit plans and deals with significant control issues raised by the internal and external auditors. • In relation to the company’s corporate governance policy and procedures, the board of Directors has an oversight role in setting and annually reviewing the company’s responsible business practices and performance • The Company’s diversity principles and policies apply to the nomination and composition of the company’s board of directors/supervisory board • An Post’s Mission, Vision and six core Values are communicated internally and externally, align with SDG commitments and guide us in our day to day work and our business decision. Our Company Values require staff to “respect each other and take personal responsibility” and to “care for the environment and to engage in the community” • Awareness is raised as to how the Company lives by these values in everyday activities and operations (e.g. via code of practice, code of ethics, code of conduct) • The Company’s executive has appointed a person to have executive responsibility on all corporate responsibility and sustainability issues • The An Post Board has a review role in relation to the following areas: - Corporate responsibility policy - Corporate responsibility performance - Breach of legislation - Compliance - Anti-competitive behaviour - Bribery & corruption - Operational risks - Reputational risks