MegaFon

MegaFon provided its customers free access to several of its services as part of the company’s response to the COVID-19 pandemic. The company also includes features in its services to accommodate users with disabilities.

No evidence was found of the company’s leading practices in this area.

No evidence was found of the company’s leading practices in this area.

MegaFon supports open source standards and collaborates with universities on topics such as 5G technology.

No evidence was found that MegaFon undertakes initiatives that contribute to digital opportunities for women and girls. The company can strengthen its support for people with disabilities beyond focusing on just its customers. For example, the company can disclose how many of its own employees have disabilities and how it creates an inclusive workplace for employees with disabilities. The company should also disclose how the economic value it generates is distributed among its stakeholders.

No evidence was found that MegaFon undertakes initiatives that contribute to the development of digital skills or to increasing school connectivity. There are opportunities for the company to contribute in these areas.

The company should demonstrate how it assigns oversight and accountability for cybersecurity. It should make clear how it monitors, rectifies and reports on security incidents, and how it mitigates digital risks for children.

MegaFon can demonstrate how it supports tech innovation ecosystems. It should also demonstrate how it collaborates with other organisations on sustainable development research and how it supports inclusive and ethical research and development (R&D).

MegaFon states in its annual report that it is committed to respecting human rights. However, it does not include the same commitment in a publicly available policy statement. Furthermore, the company also has no publicly available policy statement on its commitment to the ILO core labour rights. It also does not publish a requirement that its business relationships should commit to respecting the ILO core labour rights. MegaFon does not disclose a process to identify, assess and take action on the salient human rights risks associated with its own operations and with its business relationships. However, it does have a grievance mechanism accessible to both workers and external stakeholders to raise human rights concerns and complaints

MegaFon provides a breakdown of employees in different employee categories by age and gender. However, it does not disclose against any other indicators of diversity per employee category. Beyond this, the company does not disclose any policies or commitments related to providing and promoting decent work.

MegaFon has a policy prohibiting bribery and corruption, and it includes anti-bribery and anti-corruption clauses in contracts with its business relationships. Furthermore, the company has a grievance mechanism for stakeholders to raise concerns and complaints related to the topic. The company does not disclose any relevant information in relation to tax, such as a global tax strategy or income tax payments in individual tax jurisdictions. MegaFon does not disclose its overarching approach to lobbying and political engagement in a publicly available policy statement. However, it does state that it does not make political contributions.

The below datasheet disaggregates scores within the three core social measurement areas and by specific indicators.