The main guideline in the work of Baker Tilly is professionalism, which means professional services and business.

We clearly understand that professionalism in the company’s operation is achieved by company employees.

It is the quality of their daily work that reflects on the overall rating of the company in the market and its financial indications.

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To our stakeholders:

I am pleased to confirm that Baker Tilly reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labor, Environment and Anti-Corruption. Baker Tilly recognizes the importance of the United Nations Global Compact and is firmly committed to its principles and we have been participant since March 2011. It is our pleasure to present 2021 Communication on Progress Report prepared according to the UN Global Compact guidelines, which covers our activities on a daily basis work to advance the ten UN Global Compact Principles in the areas of human rights, labor, environment and anti-corruption.
Our services of audit, assurance, taxation, advisory and consulting services are directly concerned with a realization of the principles above. Members of our Management Board are responsible for the social, economic and environmental sustainability of activities under their charge and also our Supervisory Board receives regular updates on sustainability issues. The main guideline in the work of Baker Tilly is professionalism, which means professional services and business. We clearly understand that professionalism in the company’s operation is achieved by company employees. It is the quality of their daily work that reflects on the overall rating of the company in the market and its financial indications. Therefore, we strive to make every employee feel as comfortable as possible at work. To this end, the company developed the Employee Handbook, which unites all of the main general corporate rules of the company in the sphere of dealing with personnel, which became a worthy guide in supporting career development at the Baker Tilly and commitment to the UN Global Compact principles.
Baker Tilly audits and business advisory in dealing with staff is based on the full involvement of every employee in both business processes and corporate life. Through these services we can count on the success and competence of the employees of Baker Tilly. Certainly, our services imply also the arrangement of the appropriate working conditions and respective remuneration of our employees. Working for Baker Tilly not only means everyday participation in business processes and communication with clients for the promotion of health business practices, but also periodic training and learning, celebrations, sports competitions and other corporate events, in which every employee takes an active part.

We will endeavor to ensure the integration of the Principles of the UN Global Compact in all aspects of our operations. We believe that joining this initiative has given us an added incentive to continue our development in socially responsible business and we will keep investing additional effort in promoting the Global Compact Principles through our operations.
Sincerely yours,

Madhav Bhandari
Partner

Human Rights

Baker Tilly promotes a positive culture and the continuous improvement of working conditions with respect to human rights. We support and respect the protection of internationally proclaimed human rights within the staff, including directors, executives, management, supervisors and staff, whether directly employed or contracted. Baker Tilly shall continue to encourage all suppliers and contractors to comply with the same standards.

Assessment, policy and goals

Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.
At Baker Tilly, we are fully aware and compliant with the International Standards on Quality Control (ISQC1) for audit firms. Human resource policies are well researched into and this information is passed onto the staff. We also believe that it is essential that our audit procedures are performed in compliance with this standard.

Implementation

Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

The partner in charge of Human Resource affairs is responsible for all staff matters at Baker Tilly. Staff appraisals are done regularly and we recently introduced the 360 degrees approach to staff appraisals. In the case of any abuse or the fear of an occurrence of abuse, this is treated with utmost urgency. In case of an incident, the abuse can be reported to HR partner and immediate investigation is undertaken.
We have an ‘open door policy’ which allows staff members access to the partners and/or top level management personnel l to report any such incidences.

Measurement of outcomes

Description of how the company monitors and evaluates performance.
Human Resource personnel must document all instances occurred within the year. Partners and managers will then review the occurrences. Remedial action is reached upon wherein it entails strengthening of the HR system and implemented.
We have also out-sourced HR professional services on a need basis where we seek new ways to better the HR system within the firm and also seek advise on new developments in the HR arena.

Labour

Baker Tilly is committed to responsible business practices with absolute regard for conventions of the ILO, UN and national law related with Labor. We uphold the commitment not only for our core business but also for our suppliers and vendors as well.

Assessment, policy and goals

Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.
Baker Tilly greatly encourages the inter-mingling of all staff members and allows them to freely associate with each other. Child labour and forced labour is completely prohibited with the firm. We are in compliance with the Employment Act of Kenya which has specific guidelines on labour issues. These are also in line with the UN mandate. Partners and top management personnel meet regularly to discuss labour issues.

Implementation

Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.
Baker Tilly pay scale and salaries is in line with the seniority of the staff. This means similar staff with similar job descriptions will earn the same salary range. Furthermore, staff members are well aware that issues arising thereof can be channeled to the HR partner if the line manger are not responsive.
Partners invest annually as per the budget to ensure that staff have comfortable work spaces with necessary work equipment such as laptops, computers, internet connections etc. The firm has 4 cleaners to ensure clean and hygienic work conditions. We have always looked into upgrading the office space and 2016 has seen major renovations taking place.
The firm safeguards against discrimination of all types and complies with the Employment act.

Measurement of outcomes

Description of how the company monitors and evaluates performance.
Labour issues are always reported to the partner by management . The partner in turn approves of any change that has arisen .
Salary increments are looked into annually and kept consistent with other similar firms.
Gender bias is totally non-acceptable and all our advertisements specify this fact very clearly.
In late 2015, the management introduced a new system of self appraisal for performance management. This has taken off well.

Environment

Baker Tilly takes a zero-tolerance approach to bribery and corruption and we are committed to conducting our business in an honest and ethical manner. The company has adopted this policy to communicate the message of zero-tolerance and assist those working for us to uphold it.

Assessment, policy and goals

Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption. Baker Tilly basically supports a no-tolerance policy for any form of corruption. We train staff to declare any instance of conflict of interest or issues bordering in and around corrupt practices. Staff are given the appropriate training to be able to handle any possible instances of corruption. It is a firm policy to safe guard staff against corrupt practices at all times and under all circumstances.

Implementation

Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents. Baker Tilly staff is trained and workshops are held on how to handle corruption cases. The managing partner is alerted immediately and takes full responsibility of any such cases of fraud or anti corruption.

Measurement of outcomes

Description of how the company monitors and evaluates anti-corruption performance. We have created a draft of the anti corruption policy.

Anti-Corruption

Baker Tilly takes a zero-tolerance approach to bribery and corruption and we are committed to conducting our business in an honest and ethical manner. The company has adopted this policy to communicate the message of zero-tolerance and assist those working for us to uphold it.

Assessment, policy and goals
Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption. Baker Tilly basically supports a no-tolerance policy for any form of corruption. We train staff to declare any instance of conflict of interest or issues bordering in and around corrupt practices. Staff are given the appropriate training to be able to handle any possible instances of corruption. It is a firm policy to safe guard staff against corrupt practices at all times and under all circumstances.

Implementation
Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents. Baker Tilly staff is trained and workshops are held on how to handle corruption cases. The managing partner is alerted immediately and takes full responsibility of any such cases of fraud or anti corruption.

Measurement of outcomes
Description of how the company monitors and evaluates anti-corruption performance. We have created a draft of the anti corruption policy.

Download the Policy