Impact Reporting

– Operations Assessment

REPORTING: Operations Assessment | Outcomes Assessment Need help? reporting@rallyassets.com

OVERVIEW

Fund Manager / Product Issuer Name(Required)

For example, ABC Capital Partners

Fund / Product Name(Required)

For example, ABC Fund

IMPACT MEASUREMENT STRATEGIES

Select all that apply.

We have documented the logic and continuous feedback between our investment decisions and impact thesis, such as a Theory of Change.

100% of our investments are contributing to our impact thesis.

We use SDGs (or another globally recognized framework) to match the relevance of our investments to the impact areas.

We assess the alignment our investments to UNDRIP.

For each of our investments we have developed a set of outputs and outcomes.

We measure the progress towards outputs and outcomes compared to a baseline at least annually.

We disclose the progress towards outputs and outcomes at least annually to our investors.

We are adhering to an industry standard such as IRIS+ for metric selection and disclosure.

We provide opportunities for our staff to enhance their knowledge and experience about SDGs (or another globally recognized framework).

Some of the compensation and benefits such as annual bonus are linked to impact performance.

In the last five years, we have rejected an investment decision purely due to impact risks even if financial return expectations were met.

We are a signatory to the UN PRI.

We engage with our stakeholders while developing our impact thesis.

We use an impact software to collect, store and manage our impact data.

We have other impact measurement practices not listed above.

If not already shared, please provide details of the Theory of Change.

Please specify if you are using a framework different than SDGs.

Impact Measurement Strategies - Please share details if you have other practices.

DIVERSITY

Do you conduct self-identification diversity surveys?(Required)

Yes

Is your fund/product based in Canada?(Required)

Yes

Is your fund/product a signatory of the 50 – 30 Challenge?(Required)

The 50 – 30 Challenge is an initiative between the Government of Canada, Canadian businesses and diversity organizations. For further details: https://ised-isde.canada.ca/site/ised/en/50-30-challenge-your-diversity-advantage

Yes

Total number of people on your senior management team:(Required)

Senior management, % share of who self-identify as:(Required)

	Yes	No
Do women or non-binary people constitute 50% or more of the senior management team?
Do equity-deserving groups* constitute 30% or more of the senior management team?

*50-30 Challenge identifies the following groups as equity deserving: Racialized, Black, and/or People of colour ("Visible Minorities"), People with disabilities (including invisible and episodic disabilities), 2SLGBTQ+ and/or gender and sexually diverse individuals, and Aboriginal and/or Indigenous Peoples.

Total number of people on your Board of Directors:(Required)

Board of Directors, % share of who self-identify as:(Required)

	Yes	No	No BoD or similar governing body
Do women or non-binary people constitute 50% or more of the Board of Directors?
Do equity deserving groups* constitute 30% or more of the the Board of Directors?

Total number of people employed by your organisation:(Required)

(full-time or part-time, including senior management, excluding contractors)

Total workforce, % share of who self-identify as:(Required)

	Yes	No
Do women or non-binary people constitute 50% or more of the total workforce?
Do equity-deserving groups* constitute 30% or more of the total workforce?

POSITIVE EMPLOYMENT ENVIRONMENT and EQUALITY

Select all that apply.

We have a written gender equality policy in place.

We have a system to monitor compliance with the gender equality policy.

We have a written anti-discrimination policy in place.

We have a system to monitor compliance with the anti-discrimination policy.

We have a written anti-racism policy in place.

We have a system to monitor compliance with the anti-racism policy.

We provide training to combat discrimination, racism and sexual harassment.

We design accessible hiring practices to attract diverse talent including but not limited to women, LGBTQ2S+ and BIPOC.

We provide employee ownership opportunities.

We monitor and report on the wage policies of our investments.

We provide an anonymous space to our employees to share their views on the employment environment and senior management.

We monitor the salary benchmark of our staff compared to the industry standards at least annually.

We disclose a third-party salary benchmark to our employees at least annually.

We provide policies such as flexible working hours and remote working to accommodate individual circumstances.

We provide parental leave support to our employees in addition to the regulatory requirements.

There any other practices not listed above which are in place to create and support a positive employment environment.

If not already shared, please provide a link for your gender equality policy.

If not already shared, please provide a link for your anti-discrimination policy.

If not already shared, please provide a link for your anti-racism policy.

Positive Employment Environment and Equality - Please share details if you have other practices.

ENVIRONMENTAL and SOCIAL CONSIDERATIONS

Select all that apply.

We have an environmental or sustainability policy.

We have a recognized third-party ESG or social impact certification or commitment such as Certified B Corporation, 1% for the Planet.

We provide reporting on the negative environmental and social impact of our operations such as an ESG report at least annually.

We have an emission scenario roadmap to ensure our investments are aligned with the goal of keeping global warming below 1.5 °C.

We report on the GHG emissions of our own operations.

We monitor the environmental and social risk mitigation procedures of our investees.

We request regular reporting such as an ESG report about the progress our investees have made in their environmental and social risk mitigation efforts at least annually.

We have a formal procedure to consider the social and environmental impact of our suppliers in the selection process.

In the past five years, we have rejected a supplier due to social and environmental concerns even if they met the other requirements.

Other practices not listed above which concern the environmental and social risks of operations and investment decisions.

If not already shared, please provide a link for your environmental or social policy.

Please specify the third-party ESG or social impact certification(s) or commitment(s).

Please select the scope of your GHG accounting.

Scope 1

Scope 2

Scope 3

Environmental and Social Considerations - Please share details if you have other practices.

INDIGENOUS RECONCILIATION PRACTICES

We’re interested in hearing of the ways you are considering and acting on Indigenous reconciliation, within your own practices and as part of your investment processes. Here in Canada, for example, Indigenous reconciliation for many has been greatly influenced by the work of the Truth and Reconciliation commission; efforts in other countries have different context and initiatives.

Select all that apply.

We have a land acknowledgment.

We consider Indigenous Peoples as rights holders in our projects in Canada.

We consider Indigenous Peoples as rights holders in any region (outside of Canada) we invest in.

We actively seek to support Indigenous entrepreneurs through our investments.

We provide trainings and capacity building activities to Indigenous entrepreneurs.

We monitor and report on the community engagement processes of our investments/activities related to Indigenous Peoples.

We participate in initiatives supporting rights of Indigenous Peoples.

We provide staff training to improve knowledge in areas concerning the role of businesses in reconciliation with Indigenous Peoples.

We encourage our staff to complete OCAP (Ownership, Control, Access, Possession) trainings.

We have developed/in the process of developing data governance practices respecting OCAP.

We provide days off work that are significant for Indigenous Peoples but are not statutory holidays (For example, the National Day for Truth and Reconciliation is not a statutory holiday in Ontario).

There are other practices not listed above which are contributing to Indigenous reconciliation.

Indigenous Reconciliation Practices - Please share details if you have other practices.

OTHER INFORMATION

Email(Required)

Comments

Please provide your comments or any additional information you would like to share.

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