mdg outsource

Who we are :

We’ve evolved our approach to social responsibility beyond our already strong employee engagement, environmental stewardship and community involvement practices to precisely address our role in the services.

Invested in Our People
Our professionals are our brand. Our goal is to provide our talented, diverse workforce the opportunities they need to contribute and succeed. Our workforce strategy requires commitment, investment, accountability, planning and execution, and a sharp focus on talent management imperatives that are integral to business growth, such as:
– Ensuring alignment between our corporate strategy and our people strategy;
– Engaging in strategic workforce planning;
– Investing in our people’s development;
– Maintaining a diverse workforce and an inclusive culture;
– Using robust performance management tools; and
– Measuring progress in our talent pipeline.

Employee engagement: we believe that employee engagement is pivotal to our continued growth and business success. It helps us deliver superior service to our clients, leads to increased service productivity, and aids our retention and recruiting efforts. Our focus on employee engagement is centered on three core attributes in our workforce.

Engaged: We want all members of our global staff to take pride in our group and be committed to their work.
Enabled: All employees should have the tools and resources needed to perform their duties successfully and efficiently.

Energized: Each of our employees should feel that their work environment enables productivity and provides for their physical, social and emotional well-being.

Diversity and Inclusion: We conducts business and delivers services across geographic and jurisdictional borders. Our employees must be able to work effectively on cross-cultural teams and move seamlessly across borders to meet client needs. A diverse workforce generates more ideas and delivers more robust solutions, leading to greater success for our company. Our vision for global diversity and inclusion is to promote a respectful environment that leverages diversity and recognizes and advances top talent through a culture of meritocracy. We are focused on advancing diversity in our leadership ranks, across the workforce and through our suppliers of professional services.

Invested in Market Integrity
Market integrity is one of three areas of concentrated focus for our company. We earn clients' trust every day by upholding the highest standards of integrity in our practices and services. We are proud to contribute to the health of the global markets through the resiliency and effectiveness of our operations.
Our efforts to support market integrity and earn clients’ trust fall under four main areas:
-Ethics and Transparency,
-Operational Reliability and Effectiveness,
-Responsible Investments and
-Strong Governance.

FIVE KEY PRINCIPLES OF OUR CODE OF CONDUCT:
-Respecting others;
-Avoiding conflicts of interest;
-Conducting business;
-Working with governments;
-Protecting assets.

Ethics and Compliance Training: All new employees receive comprehensive training courses in the following- Code of Conduct; Bribery and Corruption; Ethical Conduct or Ethical Leadership; (depending on employee’s role); Global Anti-money Laundering and Suspicious Activity Reporting; Information Protection and Classification Standards.

Employee Resources: Help Line; Hot Line; Incident Reporting System; Director’s Mailbox, Correspondence.

Strong governance: Governance is the foundation of our worldwide business success. Good governance enables us to maintain a strong balance sheet, manage risk, keep the trust of clients and stakeholders, and uphold the values that make us who we are.

Our Long-term Goal: Meet evolving stakeholder needs and expectations by enhancing and sustaining practices for substantive stakeholder engagement, corporate social responsibility and responsible political engagement.
We engaged with interested shareholders and surveyed institutions to help understand client needs in the growing area of Socially Responsible Investing (SRI).
As part of our Pathways Program, we collaborated with leading public and nonprofit agencies to enhance education, job training and career development opportunities for teens. The program is a significant avenue for engagement with employees, government officials and communities where we work.

IDENTIFIED KEY STAKEHOLDERS AND INTERACTION:

SHAREHOLDERS Interaction-
– Annual and quarterly reports
– Webcasts and conference calls
– Financial Services conferences
– Proxy voting
– Annual meeting

Clients Interaction-
– Direct meetings
– Conference advisory boards
– Client conferences
– Client satisfaction survey
– External surveys

Employees Interaction-
– Direct meetings with managers
– Performance management and development programs
– Town halls and Employee Resource Groups
– Engagement survey

Communities Interaction-
– Direct meetings with local leaders
– Board membership
– Financial support (grants, sponsorships)
– Employee volunteering and fundraising

Regulators Interaction-
– Ongoing advisory dialogue
– Advocacy of policy priorities

RESPONSIBLE INVESTMENTS
Our Long-term Goal: Be highly focused on the client’s interests by providing substantive programs to support clients’ environmental, social and governance (ESG) needs, and be mindful of ESG risks and impact when lending and investing company funds.

Investment Management and Social Responsibility: In our Investment Management work, we take a bottom-up approach to ESG investing and product offerings. We provide investment teams with the information and tools to analyze ESG factors alongside other investment criteria, and allow our boutique investment managers to structure attractive product offerings for the markets they serve. This approach allows us to act in the best interest of the client from a fiduciary perspective while offering a variety of SRI options.

Invested in Our World
As an employer and a community asset, we make our local communities better places to live and work, and contribute to solutions for the world's most pressing issues. Approach to our community commitment is based on innovation and long-term thinking. We strive to make a measurable impact through our strategic philanthropy, employee community involvement, human rights advocacy, diverse supplier development and environmental stewardship.

Strategic Philanthropy: Through our global Community Partnership program, we partner with nonprofits to improve the social and economic conditions where we do business and where our employees live and work. To make a positive difference in our communities around the world, Community Partnership combines charitable donations, sponsorships and the dedicated involvement of our employees.

Our Philosophy: We are prioritizing partnership programs that provide assistance for the most disadvantaged in our communities by delivering basic needs and workforce development. Our efforts provide food, clothing, energy and housing assistance and foster long-term self-sufficiency through job training, education, mentoring and skills development.
Vulnerable Youth: Global workforce development initiative that provides education, job training and career development opportunities to help vulnerable youth make the transition into adulthood. We targeted disengaged young people and youth living street.

Individuals with Disabilities: charities that support basic needs and provide workforce development opportunities for individuals with disabilities so that they can achieve self-sufficiency.

Basic Needs: We supported Community Servings, medically tailored meals to individuals and families living with critical and chronic illnesses.

DISASTER RELIEF
Employee Community Involvement: Our dedicated and engaged employees maximize the impact of our Community Partnership program. We encourage and inspire employees throughout the world to give back to their communities through individual donations, team-oriented volunteering and fundraising, and individual community service. As incentives, we offer company matching donations, paid time off for volunteering and employee recognition. Senior executives and managers, including members of our global Executive and Operating committees, also give their time and talents.
Our annual Community Partnership Campaign encourages employees around the world to get involved in their communities and raises awareness about program offerings and ongoing initiatives such as Powering Potential.

Human Rights Advocacy: We strive to create an environment of respect for all individuals. We do not tolerate corruption, discrimination, harassment, or forced or child labor in any form. We are committed to an inclusive, safe and ethical workplace as demonstrated within our Code of Conduct, Equal Employment Opportunity Statements and our other human resources policies. Our human resources policies require compliance with local laws concerning employment and individuals’ rights in every country in which we operate. We work with our communities and our suppliers to encourage cultural, economic and social development. We believe that, through our actions, we can be a constructive influence for human rights.
Responsibility in Our Supply Chain: incorporating environmental, social and governance (ESG) considerations into supplier management processes; developing supplier contracts that set guidelines; implementing an assessment program esigned to identify and manage risks in vendor relationships; advancing responsible practices in areas with a direct ESG impact, such as corporate travel; – fostering a diverse supplier base through the Supplier Development Program.

Employee Education And Awareness: Sustainability Ambassadors are employee volunteers, representing our businesses and business partner groups, who are responsible for internally championing all aspects of our sustainability program and galvanizing action to advance environmental awareness at their sites.

It is a cross-party organisation that works on behalf of all of its member authorities regardless of political persuasion. To manage this level of demand and to support growth we need councils to be able to unlock the potential for devolution to join-up services locally, target limited resources to their maximum impact and to come up with more effective ways of delivering outcomes for residents. Devolution is therefore not an end in itself but a necessary step in the direction we need to reform our public services in ways that really can bring together various public agencies at the local level to deliver integrated and preventative services that can help avoid the high costs of failure.

Set up using Capital Ambition funds, Ventures brings innovative private sector ideas to the public sector. The aim is to deliver significant benefits for residents through reducing costs and improving the effectiveness and efficiency of services. Ventures fosters innovation in public service delivery by bringing the public and private sectors together. Innovative private sector projects are rigorously assessed by Ventures to ensure that they are suitable for public sector implementation and can achieve benefits. Ventures then works with local authorities to identify opportunities for using these projects to achieve savings, increase investment and achieve better outcomes. Ventures programme works closely with local authorities, companies and investors to harness private sector innovation and identify opportunities and ways for local authorities to use these ideas to improve public services.

Companies and Investors: Ventures helps companies and investors succeed by coordinating access to the whole range of public services, managing collaboration and ensuring there are benefits to be achieved for the local authorities and residents.

Our funding priorities: Projects we fund equip individuals with the personal and occupational skills they needs to access and compete effectively in the labour market.
Innovative outreach to groups - such as recruiting women at the school gates, using community venues, GPs etc; providing integrated packages of support that can be personalised to reflect an individual’s needs - job search, skills for life, support for mental health problems, training, mentoring, work placements, support to create new businesses/ social enterprises.

Human Resources: Councils provides this network to give Human Resources an opportunity to share ideas and information. The network also discusses national and regional issues.

Aims: Share Intelligence on matters of strategic importance to local government future leadership. Space and support to share knowledge, experiences and ideas so members can learn from each other and identify opportunities for mutual benefit. External input that supports new ways of thinking whilst acting as a catalyst for identifying shared solutions, strategies or products etc. that contribute to the continued gains in efficiency and improvements across the workforce agenda.

Workforce Planning Network: Councils provides this network to develop best practice ability to systematically collect and collate workforce data.

Objectives: To produce practical outputs which will assist in improving people management information. To investigate the feasibility of establishing minimum common datasets to undertake an audit survey on data collection focusing on systems, resources, processes, and use of data to produce a standardised report/ template for people management information working towards increasing the standardisation of definitions, for the different external surveys that exist, and a common basic dataset. The initial project will be the standardisation of occupational classifications/ codings. To undertake projects on data collection issues such as absence reporting to drive best practice in workforce planning.

1. General information: The Network Programme for Public Administration gives support to civil servants and other staff with similar functions to carry out activities in countries, as appropriate.

2. Objective: The programme is established to promote and strengthen cooperation, exchange of knowledge and networks between public administration structures on all administrative levels in the countries. It aims to facilitate the harmonisation of more efficient working methods of the public sector. The overall goal is to increase the global competitive power of the region.

3. Purposes of the programme: Promotion of knowledge transfer for mutual benefit within different sector areas on all administrative levels. Promotion of network cooperation in politically prioritised areas. Promotion of experience exchange on best practices in respect of public administration and facilitation of harmonisation of standards
promotion of ministerial cooperation. Promotion of capacity building within local and regional authorities. Support of long term activities.

4. Applicants (eligibility): English is the language of application, reporting and the work language of all programme documents.

5. Annual round of applications: Each year there will be several rounds of applications.

6. Eligible forms of activity; Internships. On the job-training. Network activity, such as seminars and workshops with the aim to strengthen cooperation within the priority areas of the programme.

7. Duration of activity: The range of duration is generally minimum three and maximum ten working days. In special cases, e.g. internships and on the job-training, a maximum of twenty working days. Programme activities split into two occasions must take place within a period of six months.

8. Eligible costs: Travel expenses (economy class). In-kind contributions, such as salary.

09. Criteria for support: The activity promotes gender equality. Cross-sectoral activities are given priority in the selection process. Group applications are prioritised over individuals.

10. Outcome of the application: All applicants will be informed about the outcome of the selection process. All programme participants are to report on and evaluate their experiences.

11. Practical information for applicants: The applicant should fill in the on-line electronic application form "Individual applicant". The following documents should be enclosed as scanned files attached to the application- A letter of recommendation from the employer
a confirmation regarding co-financing. All documents should be in English.

12. Our standards for handling complaints:
1. We treat all complaints seriously, whether they are made by telephone, by letter, by fax, or by email.
2. We will treat complainants with courtesy and fairness at all times.
3. We will aim to meet the timescales set down within our procedures and if, for any reason, we require further time we will tell the complainant the reason why and let them know when we will be able to reply in full.
4. We will not treat a complainant less favourably than anyone else because of their:
sex or marital status (including family status, responsibility for dependants and gender)
disability, religious or political beliefs (including trade union affiliation), other unjustifiable factors (for example, language difficulties or age).
5. If a complainant requires assistance in making their complaint, we will provide appropriate help, which may include putting people in touch with a suitable agency which can assist them in making their complaint.
6. All complaints received will be dealt with confidentially and in accordance with the requirements of the Data Protection Act. When making your complaint please give us as many details as possible. This might include details about- what you think we have done wrong or not done. How you have been affected. What you would like us to do to put things right. Any relevant dates, the names of staff you have dealt with, information you have been given. Copies of any letters or other documents to support your complaint.
Even if you cannot, or choose not to, provide all of these details we will still investigate your complaint as fully as possible but any information you can provide will be of assistance.