Exceed takes its Social Responsibility very seriously. We are committed to operate in accordance with the highest standards in terms of labor practices, human rights, impacts on society and product responsibility.
Within this broad Social Agenda, a number of specific areas are particularly important to Exceed. Our commitment to other parts of the Social Agenda is set out in our Code of Conduct.
The four high priority areas that address our interaction with our workforce (employees and sub contractors), the marketplaces and communities in which we operate are:

>> Safety & Health
>> Business Ethics
>> Human Resources
>> Community Involvement

Safety & Health
Challenges and opportunities

Around the world the construction industry is recognized as being one of the most hazardous places to work. The challenge is to conduct operations without harm to people directly and indirectly involved with its activities.
In 2011 Exceed begins a strategic plan that aims to deliver by 2015 a consistent zero fatality performance and a global lost time accident rate of < 1.0 accidents per million man hours worked. Reaching the zero accidents goal provides the opportunity to be the world leader in construction safety.
To achieve this Exceed will adopt rigorous safety standards that will go beyond the legal minimum, deliver safety training and education to both its own employees and its contractors, incorporate safety into the production process to avoid conflicting priorities and work with others.

Business Ethics
Challenges and opportunities

With hundreds of permanent and thousands of contract employees and several mega projects annually, Exceed's construction and development businesses have a large impact on individuals and society in general. This represents an opportunity to take the lead in business ethics as well as a responsibility to make the right decision, every day, by every one of our employees. Therefore it is important that all employees understand and live by the ethical values expressed in the Exceed Code of Conduct.
It is a challenge to continuously train and discuss business ethics with all employees. However, this is a challenge that Exceed is determined to master.

Policies and strategies
Exceed's vision is to have Zero ethical breaches.

In 2005 Exceed's first Code of Conduct was published. In 2007 a revised Code of Conduct was approved by the Board of Directors of Exceed. During 2009 Exceed’s Code of Conduct program was upgraded throughout the Exceed Group. Internal policies such as Code of Conduct Compliance Guideline, Competition Law Compliance Guidelines, Corporate Community Involvement Policy and Hospitality and Gift Policies have all been revised and cover a variety of fields related to business ethics.

Implementation, Processes and Measurements
Every employee shall undergo Exceed Code of Conduct training including ethical business dilemmas not less than every two years. In addition, in all markets where Exceed operates, an Ethics Committee is established to provide guidance to employees on ethical queries. Business ethics is also part of the financial reward system for Exceed managers.
Exceed encourages employees as well as other stakeholders to inform management or Ethics Committees about breaches to the Exceed Code of Conduct. Should the reporter not feel comfortable with this and the breach concerns a serious breach to the Exceed Code of Conduct an independent Code of Conduct Hotline is available.
Each Exceed Business Unit tracks the numbers of employees trained/re-trained and report measurements twice a year to the Exceed AB Ethics Committee. The employees’ view on development and understanding in general of the Exceed Code of Conduct is measured through a yearly survey for all employees. This input is used to review and improve the Exceed Code of Conduct program not less than every two years.
Exceed also supports the pilot project Pakistan Construction Sector Transparency Initiative (PCOST) which aims to become a global initiative.

Community Involvement
Exceed is committed to act as a responsible member of the communities in which we operate.
Wherever Exceed is located we strive to interact and contribute to the development of communities in which we work and live. Contributions include charitable donations, sponsorship, employee volunteering and other initiatives focused on three main areas;
>> Education focusing on Green and Safety
>> Disaster relief
>> Local Business Unit specific programs
Within the parameters of the Exceed Corporate Community Involvement Policy, the precise nature of these contributions is determined by each Business Unit according to local issues and within the financial governance rules of Exceed.

Human Resources
Exceed wants to be a leader in People Development and our success is to a large extent dependent on our people. The overall HR strategy is addressing how we shall be successful in attracting, recruiting, developing and retaining excellent people.

Challenges and Opportunities
Since Exceed's success to a large extent is dependent on our people our challenge is to make sure that we attract, recruit, develop and retain excellent people.
We put a lot of effort in developing our employees and want to be a leader in People Development. The coming years Exceed will grow both in terms of number of projects and employees. We strive for increased diversity in the organization and to accelerate internal mobility.
Exceed has a strong brand and is perceived as a very attractive employer in our home markets. Entry interviews and external employer ratings shows that our focus on Safety, Ethics and Green is viewed very positively both among current and potential employees.

Policies and Strategies
Exceed has an overall HR strategy addressing how we shall be successful in attracting, recruiting, developing and retaining excellent people. This strategy is supported by policies in a number of areas e.g. diversity, compensation and safety.
Based on this framework, every Business Unit has a separate HR-strategy adapted to the local conditions and business strategies.

Implementation, Processes and Measurements
There are several HR Processes in place of which some programs are as follows:
>> A development program for top, medium & lower management– Exceed Executive Program (EEP).
>> A National Female Mentorship Program(NFMP).
>> A National Talent Review Process(NTRP), measuring performance of management in the group.
>> We work closely with industrial relations both on national level and internationally.