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Transcript of Derechos Humanos Policy Guide
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8/6/2019 Derechos Humanos Policy Guide
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A Guide or Business
Hw tdp aHma rght
Pcy
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Ackwgmt
Author: Lucy Amis
Research assistance: Anita Househam
Design: Tannaz Fassihi
Printing:ISBN:
ut nat Gba Cmpact ofc a ofc th utnat Hgh Cmm Hma rght, 2011
The Global Compact Oce and the Oce o the United Nations High Commissioner or Hu-
man Rights (OHCHR) make no representation concerning, and do not guarantee, the source,
originality, accuracy, completeness or reliability o any statement, inormation, data, nding,
interpretation, advice or opinion contained within the publication.
This publication is intended strictly as a learning document. The company examples used
represent a possible good practice approach on the particular identied topic. The inclusion o
any particular example does not in any way constitute an endorsement by the United Nations
Global Compact and/or OHCHR o the company concerned or its corporate responsibility
perormance overall.
The designations employed and the presentation o the material in this publication do not
imply the expression o any opinion whatsoever on the part o the Secretariat o the United
Nations concerning the legal status o any country, territory, city or area, or o its authorities,
or concerning the delimitation o its rontiers or boundaries.
ut nat Gba CmpactTThe United Nations Global Compact is a strategic policy initiative or businesses that are
committed to aligning their operations and strategies with ten universally accepted principles
in the areas o human rights, labour, environment and anti-corruption (www.unglobalcompact.
org/AboutTheGC/TheTenPrinciples/index.html).
By doing so, business, as a primary agent driving globalization, can help ensure that markets,
commerce, technology and nance advance in ways that benet economies and societies
everywhere.The United Nations Global Compact has two objectives:
1. Mainstream the ten principles in business activities around the world;
2. Catalyse actions in support o broader United Nations goals, including the Millennium
Development Goals (MDGs).
www.gbacmpact.g
Th ofc th ut nat HghCmm Hma rght
The Oce o the United Nations High Commissioner or Human Rights (OHCHR) is a key
branch o the United Nations human rights structure. The High Commissioner is respon-
sible to the United Nations Secretary-General or encouraging the international community
and States to uphold universal human rights standards. OHCHR seeks to work with an ever
wider range o actors, including the private sector, to promote respect or and commitment
to human rights as widely as possible. OHCHR serves as secretariat or the United Nations
intergovernmental body on human rights, the Human Rights Council. OHCHR has supported
the human rights component o the United Nations Global Compact since it was launched in
2000.
www.hch.g
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Gie in s
Wh espect hn ights?
Allcompanieshavearesponsibilitytorespecthumanrights,whichmeanstoavoidinfring-
ingonthehumanrightsofothers.
Togaincommercialbenetsassociatedwithgoodhumanrightspractice,e.g.,attracting
investment,procurement,top-qualityrecruitsandsecuringthesociallicencetooperate.
ToliveuptothecompanyscommitmenttotheUnitedNationsGlobalCompact(ifitisa
participant).
Wh evelop hn ights polic? Toprovideabasisforembeddingtheresponsibilitytorespecthumanrightsthroughall
businessfunctions.
Torespondtorelevantstakeholderexpectations.
Toidentifypolicygapsandinitiateaprocessthatalertsthecompanytonewareasof
humanrightsrisk. Toelaborateonthecompanyscommitmenttosupporthumanrights.
Tobuildincreasedtrustwithexternalstakeholdersandtostarttounderstandandaddress
theirconcerns.
Tofosterthedevelopmentofin-houselearning,managementcapacityandleadershipon
humanrightsissues.
Todemonstrateinternationalgoodbusinesspractice.
Getting stte - the pocess ehin the polic Developingahumanrightspolicycanbeadynamic,thoughnotalwaysapredictableprocess.
Donotexpectperfectionatrst.Manyrmsupdatetheirpoliciesastheygainexperience.
Assignseniormanagementresponsibilitytodrivetheprocess.
Involveallbusinessoperationsinpolicydevelopment,implementationandreviews.
Mapexistingcompanypoliciestoidentifyhumanrightscoverageandgaps.
Involvecross-functionalpersonnel(humanresources,legal,procurement,security,etc.)inthe
processtobuildunderstanding,know-howandasenseofcommonpurpose.
Consultinternalandexternalstakeholderstoidentifyandrespondtotheirexpectations.
Wht e the ke ingeients o hn ights polic?
Allpolicieswhetherstand-aloneorintegratedshouldataminimumcomprise:
Anexplicitcommitmenttorespectallhumanrightswhichreferstointernationalhuman
rightsstandards,includingtheUniversalDeclarationofHumanRights.
Provisionsonlabour/workplacerights.
Provisionsonnon-labourrights.Thesewillreecthumanrightsprioritiesandarelikely
tobeparticulartothecompanysindustry/areasofoperation.
Net steps - Pth to ipleenttion Assessingthecompanyshumanrightsimpactsandriskareas,includingcountryanalyses,
newoperationassessmentsandstakeholderconsultation.
Integratinghumanrightsthroughoutthecompany,lookingattraining,communication,
managementsystems,etc.
Trackingandcommunicatingonperformance,includingbyidentifyingprogressmeasure-
mentindicators.
Providingfororcooperatinginremedyinganadversehumanrightssituationthatacompany
hascausedorcontributedtothroughlegitimateprocesses.
Establishingorparticipatingineffectiveoperational-levelgrievancemechanismsfor
individualsandcommunitiesthatmaybeadverselyaffectedbythecompanysactivities.
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1. Oveview - wht is hn ights polic?
Ahumanrightspolicycantakemanyformsandhasnouniformdenition.Ataminimum,itisapublicstatementadoptedbythecompanyshighestgoverningauthoritycommittingthe
companytorespectinternationalhumanrightsstandardsandtodosobyhavingpoliciesand
processesinplacetoidentify,preventormitigatehumanrightsrisks,andremediateanyad -
verseimpactithascausedorcontributedto.Itshouldexplicitlyusethewordshumanrights.
Manyhumanrightspoliciesalsoelaborateonthecompanyscommitmenttosupporthuman
rights.1Humanrightspoliciescanbefoundwithincompanystatementsofbusinessprinciples,
codesofconductorothervalues-relatedliterature,ortaketheformofstand-alonestatements
oncompanywebsitesorinotherpubliccorporateresponsibilitydocumentation.2
Adoptingahumanrightspolicyisaprecursortoacompanyshumanrightsduediligence
towardsmeetingitsresponsibilitytorespecthumanrights.Itsendsaclearsignaltointernal
andexternalstakeholdersthatthecompanyisstrivingtoembedhumanrightsintoitsopera-
tionalpoliciesandproceduresandtounderstandthehumanrightsimpactsofthebusiness,
bothpositiveandnegative.Italsosignalsacommitmenttotakerespectforhumanrightssuf-cientlyseriouslytoallocatemanagementtimeandresourcestodevelopingandimplementing
apolicy,includingbyconsultingexternally.
A Guide for Business: How to Develop a Human Rights Policy seekstooutlinewhycompanies
shouldrespecthumanrights,theprincipalreasonsforadoptingahumanrightspolicy,itskey
ingredientsandthebest-practiceprocesstodevelopone.
1.GlobalCompactPrincipleOneaskscompaniestorespectandsupporthumanrights.
2.Forexample,CNOOCincludedastatementonhowitviewshumanrightsissuesinitsoverseasoperationsinits2009CorporateSocial
Responsibilityreport,availablefromwww.cnoocltd.com/le/GetAttachment.pdf(accessed15April2011).
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2. Wh espect hn ights?
suMMArY All companies have a responsibility to respect human rights, which
means to avoid inringing on the human rights o others.
To gain commercial benets associated with good human rights
practice, e.g., attracting investment, procurement, top-quality
recruits and securing the social licence to operate
To live up to the companys commitment to the United Nations
Global Compact (i it is a participant).
Vles: nivesl esponsiilit
Companieshavearesponsibilitytorespectinternationalhumanrightsstandards,whichmeansnottoinfringeonpeoplesrightsandtoaddressadversehumanrightsimpactsthattheycause
orcontributeto.3
ThisuniversalresponsibilityisarticulatedintheProtect,RespectandRemedyframework,
welcomedbytheUnitedNationsHumanRightsCouncilin2008.In2011,GuidingPrinciples
addressedtobothGovernmentsandbusinessonhowtoimplementtheframework,including
theresponsibilityofbusinesstorespecthumanrights,wereendorsedbytheHumanRights
Council.TheendorsementestablishedtheGuidingPrinciplesastheauthoritativeglobalrefer-
encepointforbusinessandhumanrights.Theframework,whichhaswidespreadsupportfrom
businessandcivilsociety,impliesthatcompaniesmusthaveahumanrightspolicytoembed
humanrightswithintheiroperationalpoliciesandprocedures.ReportoftheSpecialRepresen-
tativeoftheSecretary-Generalontheissueofhumanrightsandtransnationalcorporationsand
otherbusinessenterprises,JohnRuggie,GuidingPrinciplesonBusinessandHumanRights:
ImplementingtheUnitedNationsProtect,RespectandRemedyFramework(A/HRC/17/31)
ThisresponsibilitytorespecthumanrightsisincorporatedinPrincipleOneoftheUnited
NationsGlobalCompact.
Coecil
Manyrmsbelievethatshowingrespectforhumanrightsgivesthemacompetitiveadvantage
overcompetitorsthatoverlookthearea.Exercisinghumanrightsduediligencecanhelpcom-
paniesattractinvestment.Investmentthatfavoursgoodenvironmental,socialandcorporate
governanceisexpanding5andbeingmainstreamed,withassetmanagerslikeBlackRock,AXA
InvestmentManager,CalvertandHSBCallnowofferingfundswithsuchcriteria,somecover-
inghumanrights.IndicesliketheFTSE4GoodandDowJonesSustainabilityIndexhavestrict
humanrightsentrycriteria.6AndsomenationalStatepensionfundsandmajorpublicsector
fundsalsoscreenonlabourandhumanrights,e.g.,theUnitedStatesteachersandresearchers
pensionfundTIAA-CREF(US$314billion)andtheNorwegianGovernmentPensionFund(US$
380billion).
3.AccordingtotheReportoftheSpecialRepresentativeoftheSecretary-Generalontheissueofhumanrightsandtransnationalcorporations
andotherbusinessenterprises,JohnRuggie,Protect,respectandremedy:aframeworkforbusinessandhumanrights,doingnoharmisnot
merelyapassiveresponsibilityforrmsbutmayentailpositivestepsforexample,aworkplaceanti-discriminationpolicymightrequirethe
companytoadoptspecicrecruitmentandtrainingprogrammes(A/HRC/8/5).
4.SeeA/HRC/17/31.
5.Over500institutionalinvestorshavealsosigneduptotheUnitedNations-backedPrinciplesforResponsibleInvestmentandtogetherac-
countformorethanUS$20trillionworthofassetsundermanagementin36countries.
6.FTSE4Goodinsistsoncompaniesinhigh-risksectorshavingahumanrightspolicy.
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Goodhumanrightspracticecanhelpattractnewbusiness,includingpublicsectorprocure-
ment.Forexample,suppliersoftheGovernmentoftheNetherlandsareexpectedtocomply
withspecichumanrightscriteria.7Anecdotalevidencesuggeststhatagrowingnumberof
smallercompaniesinthevalueorsupplychainsofglobalrmsarethemselvesdevelopinganexplicithumanrightspositioninordertoattractbusiness,becausetheyknowthatsomemulti-
nationalsdemandsuchstandardsoftheirsuppliersandbusinesspartners.8Inrecruitment,too,
surveysshowthatcorporateethicsisanincreasinglyimportantarea;manyapplicantsnowask
hiringmanagershowcompanyvalues,includingonhumanrights,aretranslatedintoday-to-
dayactivities.9Securingandmaintainingasociallicencetooperateisanotherincentive.Sup-
portforhumanrightscanalsobeasourceofinnovationfortheintroductionofnewproduct
linesoradjustmenttoexistingones.
LeglTheresponsibilitytorespecthumanrightsisnotalegaldutyimposedoncompaniesbytreaty,
butitisnotalaw-freezoneeither.Theprovisionsofmanyinternationalhumanrightstreaties
areembeddedindomesticlaw(e.g.,safety,health,anti-discrimination),andmanyGovern -
mentshaveadoptedtheRomeStatuteoftheInternationalCriminalCourt,whichdepend-
ingontheprovisionsoftheirowncriminalcodemaymeanthattheyareempoweredtoprosecutecompaniesforcertaininternationalhumanrightsviolations.Inaddition,because
theresponsibilitytorespecthumanrightshasbecomeaninternationalstandardofconduct
endorsednotonlybytheUnitedNationsbutalsobybusinessassociations,NGOsandGovern-
ments,failuretoliveuptothatstandardandinfringinghumanrightscanleadtocallsforlegal
liability,oratleastallegationsthatmightbeconsideredbynon-judicialgrievancemechanisms,
suchasbyanationalcontactpointoftheOrganizationforEconomicCo-operationandDevel-
opment(OECD).10
7Seewww.senternovem.nl/sustainableprocurement/criteria_development/index.asp(accessed15April2011).
8.GE,forexample,expectsitssupplierstorespecthumanandlabourrights,andworkstoimplementandauditthepracticesinitssupply
chain.WhileourexperienceisthatmostsuppliersseektomeetGEsexpectations,weterminatedapproximately160suppliersin2006for
poorperformanceinthisprogramme.Seewww.ge.com/les_citizenship/pdf/GE_2007_citizen_07rep.pdf(accessed15April2011).
9.AglobalsurveybyNewYork-basedconsultingrmDBMfoundthat82percentofhumanresourcesandcareerexpertscitecorporate
leadershipethicstobeimportanttojobseekerstoday.Globally,corporationsarebeingheldtothehigheststandardsbycurrentandfuture
employees.Seehttp://ndarticles.com/p/articles/mi_m3495/is_11_47/ai_94161915/?tag=content;col1(accessed15April2011).10.SeeJohnF.ShermanandAmyLehr,Humanrightsduediligence:Isittoorisky?,AWorkingPaperoftheCorporateSocialResponsibility
Institute,No.55(Cambridge,Massachusetts,HarvardUniversity,February2010).Availablefromwww.hks.harvard.edu/m-rcbg/CSRI/pub_main.
html.
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3. Wh evelop hn ights polic?
suMMArY To provide a basis or embedding the responsibility to respect
through all business unctions.
To respond to relevant stakeholder expectations.
To identiy policy gaps and initiate a process that alerts the
company to new areas o human rights risk.
To elaborate on the companys commitment to support human
rights.
To build increased trust with external stakeholders and to start
to understand and address their concerns.
To oster the development o in-house learning, management
capacity and leadership on human rights issues.
To demonstrate international good business practice.
To povie sis o eeing the esponsiilit to espect thoghll siness nctionsInordertoensurethatthecompanysresponsibilitytorespecthumanrightsisembedded
throughallbusinessfunctions,itshouldexpressitscommitmenttodosobydevelopinga
humanrightspolicy.Suchapolicyistherststepinshowingthatthecompanyunderstands
itsuniversalresponsibilitytorespecthumanrights.Itprovidesthebasisforpubliclyafrming
companyvaluesandembeddingtheresponsibilityintocompanyoperationsandthewayit
doesbusiness.
To espon to stkehole epecttionsAsindicatedabove,thereisanemerginginternationalconsensusaboutwhatstepscompanies
shouldtaketodemonstratetheircommitmenttorespectinghumanrights,mostnotablyrep-
resentedbytheProtect,RespectandRemedyframeworkandtheGuidingPrinciples.Having
ahumanrightspolicyisexplicitlyrequiredbytheframeworkandtheGuidingPrinciples,11
andincreasinglyexpectedbyrelevantstakeholders,includinginvestors,businesspartnersand
Governments.
To ienti polic gps n let the copn to new es o iskAcompanycanbothcauseandcontributetoadversehumanrightsimpactsthroughitsown
activities.Itsexistingpoliciesmaynotaddressbothdimensions.
Acompanymaynotrealizeitspotentialtoimpactparticularhumanrightswithoutrst
identifyingwhathumanrightsmeantothebusiness.Developingapolicycanbethecatalyst.
Moreandmorermsworldwidereportthatdevelopingandimplementingahumanrights
policyhashelpedthemseehumanrightsrisksandbecomebetterequippedtodealwith
humanrightsissuesthatarise.
Existingpoliciesmaybenetfromahumanrightsapproach.Forexample,environmental
policiescanfocussolelyontechnicalsolutionstoperceivedtechnicalproblemsandmissthe
potentialimpactoncommunitiesandpeoplesrights.Ahumanrightsapproachcanalso
strengthenthealignmentofexistingcompanypoliciesbydemonstratingtheiralignment
withuniversalvalues.
11.TheGuidingprinciplesonbusinessandhumanrights:implementingtheUnitedNationsprotect,respectandremedyframework
containclearrecommendationsontheparametersofacompanyshumanrightspolicycommitment(A/HRC/17/31,guidingprinciple16).
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12.LaurenGulaandYeJin,Cadburyandhumanrights:ndingthebestapproach,inEmbeddingHumanRightsinBusinessPracticesIII
(UnitedNationsGlobalCompact,2009).13.See,fordetails,www.unglobalcompact.org/issues/human_rights/CEO_Statement.html(accessed15April2011).
To il tst with stkeholes n ess thei concens
Adoptingahumanrightspolicyimpliesacommitmentbythecompanytoahumanrights
approach,throughengagingwithstakeholders,havingappropriatetransparency,andahuman
rightsfocus.Suchanapproachisrarelyrequiredbyexistingpolicies.Policiesthatfocusonlyontheimpactonthecompanymaybeinconsistentwithahumanrightsapproach,andmissrisks.
Makingpeoplepartoftheprocessbyengagingwithstakeholderscanhelpcompaniesbuild
trust,increasinglyimportantsincethe2008nancialcollapse.Ahumanrightspolicyshowsa
commitmenttobeingaresponsiblecorporatecitizenandprovidesinterestedstakeholderswith
anaccessiblemeansofgaugingcompanyperformance.Manycompaniesalsondthatexternal
stakeholdersbecomemorewillingtoengageconstructivelywiththemwhentheyhavea
humanrightspolicyandhumanrightsapproachinplace,andwillusuallytalkwiththe
companybeforeconsideringadversarialaction,e.g.,aboycottorlitigation.
To tigge in-hose hn ights lening, ngeentcpcit n leeshipTheveryprocessofdevelopingahumanrightspolicycanhavepositivemanagerialspin-offs.
Manyrmssaythatdevelopingthepolicyhelped:
Raiseawarenessandunderstandingofthecompanyshumanrightsimpactacross
departments;
Buildleadershipcommitmentaroundhumanrightssothattherewaspoliticalsupport
insidethecompanyforresourcestobeassignedtopolicyimplementation;and
Generatein-housemanagerialcapacity,insightsforfutureprioritiesandenthusiasm
aroundthetopic.
Ahumanrightspolicyalsoprovidesmanagerswithapublicstatementtoframeresponsesto
humanrightsquestions.
Cadbury epote tht the inspitionl lngge se thoghot the ocent
helpe otivte eploees n stkeholes to show thei sppot o the new vision. 12
To eonstte goo siness pctice
Itisanemerginggoodinternationalbusinesspracticetohaveahumanrightspolicyorposi-
tionstatement.Over50percentofFTSE100Indexlistedcompanieshavesuchapolicy.By
March2011,theBusiness&HumanRightsResourceCentrehadidentiedsome270companies
worldwidewithanexplicithumanrightspolicyposition.Itsndings,whichrecordonlypub-
liclyavailablepoliciesthatexplicitlyusethetermhumanrights,reectagrowingtrendamong
businessesfromallcontinentsmakingapubliccommitmenttorespectandsupporthuman
rights.Thistrendisalsoevidentinthepledgesignedbymorethan250globalCEOstomark
thesixtiethanniversaryoftheUniversalDeclarationofHumanRightsinDecember2008.13
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no More reAsons noT To HAve A PoliCYCompanies are seeing that by having a human rights policy they can start to better
identiy risks and opportunities, and start to build in-house management capacity and
demonstrate to stakeholders a sincere commitment to respect and support human
rights. A BSR/GlobeScan poll o business leaders rom 15 countries in late 2009 ound
that: Climate change and human rights are the most signicant priorities or business
sustainability eorts in the year ahead.14 Yet the number o rms with explicit human
rights policies still represents only a raction o the more than 7000 companies in over
130 countries that, as signatories to the United Nations Global Compact, have pledged
to adhere to general principles on human rights and labour standards, or o the wider
business community beyond.
Why have relatively ew rms globally backed up their pledges on human rights with a
policy or other due diligence measures? Historical obstacles can partly explain it. Back
in 2007, human rights remained, in the words o the Special Representative o the Sec-
retary-General on business and human rights, mysterious or business and companies
did not ully know what was expected o them. Workplace issues aside, human rights
were seen as the exclusive domain o States and no universally agreed ramework
existed on the expectations o business.
However, an agreed international business and human rights ramework now exists
the United Nations Protect, Respect, Remedy ramework and the Guiding Principles
on business and human rights or its implementation applying to companies as well
as States. In addition, there is a growing body o management guidance tools that help
demystiy human rights or business and map practical action. The business and human
rights discourse has also become global and accessible to companies o all sizes andsectors; daily updates on the Business and Human Rights Resource Centres website15
now appear in many languages, based on research rom every continent. In short, there
are ewer and ewer reasons not to develop a human rights policy.
14. Details o the BSR/Globescan State o Sustainable Business Poll survey can be ound at: www.globescan.com/news_archives/
bsr09 (accessed 15 April 2011).
15. www.business-humanrights.org.
KEy rEadINGS:
A Guide to Integrating Human Rights into Business Management,BusinessLeadersInitiativeon
HumanRights,theUNGlobalCompactandtheOfceoftheUNHighCommissionerfor
HumanRights,SecondEdition2010.Human Rights - It is Your Business: A Business Case for Corporate Engagement, International
BusinessLeadersForum,2005.
Protect, Respect and Remedy: A Framework for Business and Human Rights,UNSpecialRepresentative
onBusinessandHumanRights,UNDocumentA/HRC/8/57April2008.
A Human Rights Management Framework (Poster), BusinessLeadersInitiativeonHumanRights,
InternationalBusinessLeadersForum,theUNGlobalCompactandtheOfceoftheUNHigh
CommissionerforHumanRights,2010.
How to Do Business With Respect for Human Rights: A Guidance Tool for Companies, 2010,
Global Compact Network Netherlands, Business & Human Rights Initiative.
UNGlobalCompactGuidance:http://www.unglobalcompact.org/Issues/human_rights/Tools_
and_Guidance_Materials.html
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4. Getting stte
suMMArY
Developing a human rights policy can be a dynamic, though not al-
ways a predictable process. Do not expect perection at rst. Many
rms update their policies as they gain experience.
Assign senior management the responsibility to drive the process.
Involve all business operations in policy development, implementa-
tion and reviews.
Map existing company policies to identiy human rights coverage
and gaps.
Involve cross-unctional personnel (human resources, legal,
procurement, security, etc.) in the process to build understanding,
know-how and a sense o common purpose.
Consult internal and relevant external stakeholders to identiy and
respond to their expectations.
Thedevelopmentofahumanrightspolicycanbeadynamicprocess.Itmaystartwiththe
releaseofashortstatementofintentsometimesonlyafewparagraphsthatisrevisedand
becomesmoresophisticatedasthecompanygetstogripswiththeissues.Whenrstdevelop-
ingahumanrightspolicy,managersshouldnotfeelunderpressuretoachieveperfection.
Manybestpracticeexamplestodaytookshapeoverseveralyearsandhaveundergonereview.
barCLayS developed its rst hman rights policy in 2004 nder the sponsorship of the
Gop Vice-Chin. [It] ws signe o the copns Gop bn n repttion
Coittee.16 The policy was revised in 2006 and again in 2008. Policies and practices
e pte to tke ccont o new isses ise n gowing weness n iliit
within the siness o the hn ights ipcts o o ecisions. Policies e eeshe
to keep the live n topicl n ense the e conicte egll.17
Cadburypblished its rst Hman Rights and Ethical Trade Policy in 2000, bt to
ense ll o its copote policies wee ligne with its eisting hn ights elte
policies, s well s incesing glol epecttions n ting nestning o
how siness cn contite positivel to the eliztion o hn ights 18 in 2008 it
released an overarching hman rights policy docment Cadbrys Approach to Hman
rights.
Eachofthestepsinthissectionisimportant,butthepreciseordercanvary.Somecompanies
reportthattheydidnotinitiallyhaveseniormanagementbuy-inandthattheimpetusfora
policycamefrombelow,withthemappinganalysisandstakeholderfeedbackbeinginstru-
mentalinwinningseniormanagementsupportandhavingresourcesassignedforpolicy
implementation.
Nosinglesequencewillsuiteverycompany.Thetimingofthepolicysreleaseislargelya
matterofchoice.Somecompanieswillreleaseaninitialshortstatementtoraisein-house
16.TheCommitteewascomprisedofseniormanagementfromthedifferentBarclaysbusinessesandcentralfunctions.
17.PhilippaBirtwell,HeadofPublicPolicyResearch,Barclays.
18.GulaandJin,Cadburyandhumanrights:ndingthebestapproach.
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awarenessorinresponsetostakeholderpressure,evenbeforetheotherstepsarecomplete;
theymaythenfollowuptheinitialstatementwithalongerpolicydocument.Othersrelease
theirhumanrightspolicystatementonlywhentheyarereadytointegrateitintotheirmanage-
mentsystems.
Therecanbeoverlapbetweenthestepsneededtodraftapolicy,toassessthecompanys
humanrightsimpactandtointegratethembothinthecompanysmanagementsystems.Even
duringtherstphaseofdevelopingapolicy,somermshavefoundithelpfultodosome
basicmappingofthecompanyskeyhumanrightsrisksandlikelypriorities;thiswillneed
tobetakentoanotherlevelduringthephaseofassessingimpacts.Similarly,thestakeholder
consultationneededtoinformahumanrightspolicywillbespecictothattask;stakeholder
consultationforanimpactassessmentwillbeofadifferentmagnitude.
Ke Steps
Assign SeniorManagement Responsibility
Consult with stakeholders onthe human rights policy
Put in place a cross-unctional team
Communicate the policy internally and
externally and stipulate expectations
Conduct a preliminary gapanalysis/policy mapping
Refect human rights policy inoperational policies and procedures
assign senio ngeent esponsiilit. Thedecisiontodraftapolicyisoftenmadebythe
chiefexecutiveorbyoneormoreseniorexecutives.Whoeverinstigatestheproject,amember
ofseniormanagementwilltypicallyneedtobeappointedtoleadtheprocess,signoffonthe
nalpolicyandassignresourcesneededforitsimplementation.
Involve ll siness opetions. Manyrmsputinplaceacross-functionalteam,committee
ortaskforcetohelpsteerthepolicythroughthecompany.Whetherdrivenbyateamornot,
thecompanyneedstocapturein-houseknowledgefromacrossvariousbusinessunitsand
functions,considervaryinglegaljurisdictions,draftthepolicyandlatercommunicateitinter-
nallyandoverseetrainingandreportingneeds.Inmanycases,ateamorcommitteewillretain
responsibilityforthepolicyandanyrevisionsinthemediumtolongterm.
Makingbasicpolicydecisionswithintheoverlappingframeworksofacompanysexisting
standardsandcommercialmanagementsystems,whilebearinginmindvaryingstakeholder
expectations,canbedemanding.Thereisastrongcasetokeeptheprocesslargelyin-house
ratherthanoutsourcingit,toensurethatanylessonslearnedstaywithinthecompanyand
helpbuildcapacityovertime.
Conct sic polic gp nlsis/pping eecise todeterminewhichoftheinternation-
allyrecognizedhumanrightsarealreadycoveredbythecompanysexistingpoliciesandiden-
tifyanyrelevantonesthataremissing.Thiswillhelpcompaniesidentifyanypriorityissues.
Mostcompaniesndthatlongstandingcorporatepoliciesandcodesofconductalreadyaddress
humanrightsbutthattheydonotusehumanrightslanguage,e.g.,policiesondiversity,non-
discrimination,bullyingorharassment,healthandsafety,minimum-ageprovisionorworking
hours.
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Draftingahumanrightspolicywillnotnecessarilyhighlightentirelynewissuesforthebusi-
ness,butcanhelpexpressandlinktogetherexistingpositionsinadifferentway,orshinea
lightonissuesthatmightotherwisegetoverlooked.
TheGuidingPrinciplesstatethatcompanieshavearesponsibilitytorespectallhumanrights,
notjustaselectfew,andahumanrightspolicyneedstoreectthisfact.Operationally,while
rmsneedtobealerttoallpotentialhumanrightsrisks,inpractice,somerightswillbemore
relevantthanothersinparticularindustriesandcircumstancesandwillbethefocusofheight-
enedcompanyattention.However,situationsmaychange,sobroaderperiodicassessments
arenecessarytoensurethatnosignicantissueisoverlooked.19Inaddition,companiesalso
needtotakeintoaccounttheimportantprincipleofinternationalhumanrightslawthathu-
manrightsareinterdependentandindivisible,andthattheycannotchoosetoignorenegative
impactsonsomehumanrights,whilerespectingothers.
rESOurCE TIP: When developing a policy, tools like Human Rights Translated: A Business Reference Guide can
help managers become familiar with the full spectrum of human rights and identify which may have to be priori-
tized given the companys unique geographical footprint, relationships, industry and operating context.
Conslt with intenl n etenl stkeholes.Inadditiontoensuringthatthepolicy
isinformedbyrelevantinternaland/orexternalexpertise,thecompanyshouldidentifykey
stakeholders.Thisistohelpensurethatthepolicyistforpurposeandaddressesexpecta-
tionsandconcernsofpotentiallyaffectedgroupsandotherrelevantstakeholders.Forexample,
workersandtheirrepresentativeorganizationsareimportantstakeholdersforlabour-related
humanrights;andengagementwiththemisgenerallyreferredtoassocialdialogue.Relevant
stakeholderscanalsoincludeindustrypeersthathavealreadyadoptedapolicy,thosebehind
sector-basedmulti-stakeholderinitiativeswhohaveexperienceofadvisingcompaniesina
similarpositionandbusinessassociations.Companiesshouldalsoconsiderinvolvingsocially
responsibleinvestors,clients,civilsocietyexperts,consumers,campaigngroups,academics
andcommunitygroups.Involvingpotentialcriticsintheprocesswillgivearealitycheck.Some
rmsshareanearlydraftofthepolicywithstakeholderstoelicitfeedback.Someofthestake-
holdersthatprovideinputintothepolicywillbecomeusefulalliesduringlaterduediligence
phases.
Conicte the polic intenll n etenll n stiplte epecttions.Nopolicy
canbeeffectiveunlessitiscommunicatedtoallrelevantstakeholders.Thepolicyshouldbe
publiclyavailable.Itneedstobedisseminatedtoallemployeestoraiseawarenessandcoupled
withnecessarytrainingforrelevantpersonnel.Itshouldalsobecommunicatedactivelyto
otherparties,inparticularbusinesspartnersandaffectedstakeholders.Thepolicyshould
simultaneouslymakeclearwhatexpectationsthecompanyhasofitsemployees,business
units,suppliers,subcontractors,franchisees,vendors,businesspartnersandotherrelevant
partiesdirectlylinkedtoitsoperations,productsorservices.
Reect the hman rights policy in operational policies and procedres. Companiesshould
carefullyconsiderhowotherpoliciesandpracticestheyhaveinplacerelatetotheexpressed
commitmenttorespecthumanrights.Lackofcoherenceisacommonrisk;areaswhere
discrepanciesmayariseincludeprocurementandlobbying.Ifthehumanrightspolicyisnot
effectivelydisseminated,reectedinotherpoliciesandprocedures,andembeddedinmanage-
mentacrossallfunctions,neglectcanquicklybecomerealityevenwithallthebestintentions
inplace.Thisissuealsorelatestothebroaderquestionofhowtoimplementthecompanys
commitmenttohumanrights,whichisaddressedinthenalsectionofthisGuide.
19.Businessandhumanrights:furtherstepstowardtheoperationalizationoftheprotect,respectandremedyframeworkReportofthe
SpecialRepresentativeoftheSecretary-Generalontheissueofhumanrightsandtransnationalcorporationsandotherbusinessenterprises,
JohnRuggie(A/HRC/14/27).
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KEy rEadINGS
A Guide to Integrating Human Rights into Business Management,BLIHR,UnitedNationsGlobal
CompactandOHCHR,2nded.,2010.
Human Rights Translated: A Business Reference Guide,CastanCentre,InternationalBusinessLead-ersForum,UnitedNationsGlobalCompactandOHCHR,2008.
How to Do Business with Respect for Human Rights: A Guidance Tool for Companies, GlobalCompact
NetworkNetherlands,Business&HumanRightsInitiative,2010.
Cadburyandhumanrights:ndingthebestapproach,byLaurenGulaandYeJinin
Embedding Human Rights in Business Practices III,UnitedNationsGlobalCompact,2009.
Protect,RespectandRemedy:aFrameworkforBusinessandHumanRightsReportofthe
SpecialRepresentativeoftheSecretary-Generalontheissueofhumanrightsandtransna-
tionalcorporationsandotherbusinessenterprises,JohnRuggie(A/HRC/8/5).
Businessandhumanrights:Towardsoperationalizingtheprotect,respectandremedy
frameworkReportoftheSpecialRepresentativeoftheSecretary-Generalontheissueof
humanrightsandtransnationalcorporationsandotherbusinessenterprises(A/HRC/11/13).
BusinessandHumanRights:Furtherstepstowardtheoperationalizationoftheprotect,
respectandremedyframeworkReportoftheSpecialRepresentativeoftheSecretary-
Generalontheissueofhumanrightsandtransnationalcorporationsandotherbusinessenterprises(A/HRC/14/27)
SocialDialogueatEnterpriseLevel:SuccessfulExperiences,ILO,Geneva,2004.Available
fromwww.ilo.org/public/libdoc/ilo/2005/105B09_252_engl.pdf(accessed15April2011)
UnitedNationsGlobalCompactGuidance:www.unglobalcompact.org/Issues/human_rights/
Tools_and_Guidance_Materials.html(accessed15April2011)
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5. Wht e the ke ingeients o goohn ights polic?
suMMArY
All policies whether stand-alone or integrated should at a
minimum comprise:
An explicit commitment to respect all human rights which reers
to international human rights standards, including the Universal
Declaration o Human Rights.
Provisions on labour/workplace rights.
Provisions on non-labour rights. These will refect human rights
priorities and are likely to be particular to the companys industry/
areas o operations.
Fewhumanrightspoliciesarethesame.Intheabsenceofregulatoryguidelines,manyrms
simplydowhattsbestwithinthecompanysexistingpolicycommitmentsandinternalpro-
cesses.Commonconventionshoweverdoexist,manyofwhichwereidentiedbytheSpecial
Representativeonbusinessandhumanrightsandhisteamduringtherstmandate(2005-08),20
andmanygoodpracticepolicyexamplescanbefoundinthepolicybankavailableviatheBusi-
ness&HumanRightsResourceCentreswebsite(www.business-humanrights.org).
a stn-lone vess n integte hn ights polic?Humanrightspoliciesgenerallyfallintotwocategories:stand-alonestatementsandpolicies
thatareintegratedwithinthecompanyswiderstandardsliterature,e.g.,employeecodesof
conduct;ethicalsourcingstandards;environment,healthandsafetyguidelines;andsocial/
communityinvestmentcommitments.Recently,thereappearstobeagradualtrendtowards
theintegratedmodel(particularlyamongcompaniesthathaverevisedtheirpolicyapproachat
leastonce),buttherearereasonableargumentsinfavourofeitherstrategyandmanagerswill
needtodetermineforthemselveswhichisbettersuitedtotheircompany.
An advantage cited for free-standing procedures is that the relevant issues get the attention and profes-
sionalization they deserve. But a disadvantage may be that it is not connected to the rest of the company. In
contrast, folding human rights due diligence into ongoing processes may put human rights on par with other
key issues when managers evaluate potential projects, but the unique attributes of human rights may thereby
get diminished. Special Representative, April 200921
Stand-aloneorfree-standingpolicieshaveanadvantageinexternalcommunication,making
iteasierforinterestedstakeholderstoaccessinformationtheyrequire.Stand-alonestatements
arecommonlyemployedbycompaniesthataredevelopingahumanrightspolicyfortherst
timeandallowthecompanytosetoutitsintentionswhileitgoesaboutbuildingtherequisite
in-houseknowledgeandcapacitytoassessandmanageitshumanrightsimpacts.
Forcompanieswithwell-establishedcodesofconductonemploymentorethicalsourcing
guidelines,etc.,theintegratedapproachmaybeeasiertodeliverandavoidamultiplicityof
standardsthatcouldgenerateinternalconfusion.Integratedpoliciescansuggestthathuman
rightsconsiderationsaremoredeeplyengrainedwithinthecompanysoverallthinking,which
canappealtoexternalstakeholders.Neitherapproachisrightnorwrong.
20.SeeBusinessrecognitionofhumanrights:Globalpatterns,regionalandsectoralvariations,addendumtotheReportoftheSpecialRep-
resentativeoftheSecretary-Generalontheissueofhumanrightsandtransnationalcorporationsandotherbusinessenterprises(A/HRC/4/35/
Add.4).
21.A/HRC/11/13.
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Acompromiseoption,whichdrawsonbothmodels,istoproduceareadilyaccessiblepublic
humanrightsstatementthatcross-referencesestablishedcodesandpolicies,highlighting
wherethehumanrights-relatedelementscanbefoundwithinexistingmanagementstan-dards.Thisallowsforeffectivecommunicationandcansitwellwithcurrentsystems.Itmay,
however,requirenewpolicyelementstobedrawnuptoaddresshumanrightsissuesthathad
previouslygoneunaddressed.
LaNGuaGE TIP: to gain buy-in within the company it is important to use practical, clear and concise
language to explain the context and issues. Since much human rights language was originally designed for
States, it can initially seem alien to business readers, so a company may need to make a few adaptations;
stakeholder consultation can help ensure that both in-house and external stakeholders are comfortable with
theendproduct.Somermsndthattheinspirationallanguageassociatedwithhumanrightscanactually
be helpful in generating internal support.
Hman rightsrefertobasicstandardsoftreatmenttowhichallpeopleareentitled.Itisa
broadconcept,witheconomic,social,cultural,politicalandcivildimensions.ForFord,this
meansensuringthatourproducts,nomatterwheretheyaremade,aremanufacturedunderconditionsthatdemonstraterespectforthepeoplewhomakethem.Italsomeansrespecting
therightsofpeoplelivinginthecommunitiesaroundourfacilities,andthoseofoursuppliers,
whomaybeaffectedbytheseoperations.Ford Motor Company
STEP 1: a coitent to espect intentionl hn ights stnsAhumanrightspolicywillneedtoincludeastatementofcommitmenttorespectinternational
humanrightsstandardsthatmakesexplicituseofthewordshumanrights.Somestakeholders
viewpoliciesthatfailtousethewordshumanrightslessfavourably.22Agoodhumanrights
policyshouldataminimumreferto:
TheUniversalDeclarationofHumanRights;
TheInternationalCovenantonCivilandPoliticalRights;
TheInternationalCovenantonEconomic,SocialandCulturalRights;and
TheInternationalLabourOrganizations(ILO)DeclarationonFundamental
PrinciplesandRightsatWork. 23
[TheUniversalDeclarationofHumanRightsandthetwoCovenantsarecommonlyreferred
tocollectivelyastheInternationalBillofHumanRights.]
Basichumanrightsarealsofurtherarticulatedinotherinternationalhumanrightsinstru-
ments,whichelaborateontherightsofindividualsbelongingtoparticularlyvulnerable
groups.24
PrOCESS TIP:In some countries the language of human rights is considered sensitive. Where managers
encounterthistheymayndithelpfultoexplaintocolleaguesthatall192GovernmentsoftheUnited
NationshaveendorsedtheUnitedNationsGlobalCompactanditstenprinciples,includingitshumanrights
and labour principles.25
reeence to othe elevnt stns n volnt inititivesSomecompaniesadditionallyrefertootherrelevantstandardsandvoluntaryinitiatives,many
ofwhichhaveprinciplesorcodesthataddressauniquesetofhumanrightschallenges,
22.TheBusiness&HumanRightsResourceCentreswebsitelinksonlytostatementsbycompaniesthatexplicitlyrefertohumanrightsinits
policybank,seewww.business-humanrights.org/Documents/Policies.
23.ILOconsidersitseightcoreconventionstobefundamentalandtheyformthebasisoftheILO1998DeclarationofFundamentalPrin-
ciplesandRightsatWork.TheseeightconventionsunderpinthefourUnitedNationsGlobalCompactLabourPrinciples,seeA/HRC/14/27and
www.unglobalcompact.org/labour.
24.http://www2.ohchr.org/english/law/index.htm#core(accessed15April2011).
25.SeeGeneralAssemblyresolution64/223(para.14).
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forinstance:
TheUnitedNationsGlobalCompact;
OECDGuidelinesforMultinationalEnterprises; ILOTripartiteDeclarationofPrinciplesconcerningMultinational
EnterprisesandSocialPolicy;26
TheEthicalTradingInitiative;
TheFairLabourAssociation;
TheGlobalNetworkInitiative;
TheKimberleyProcess;
TheVoluntaryPrinciplesonSecurityandHumanRights(ExtractiveSector).
ExamPLES Of COrPOraTE POLICy STaTEmENTS:
Genel stteents o hn ights coitent
ABB is committed to developing an organizational culture which implements a policy of support for internation-
ally recognized human rights and seeks to avoid complicity in human rights abuses. We support the principles
containedwithintheUniversalDeclarationofHumanRights,theOECDGuidelinesforMultinationalEnterprises
andtheILOCoreConventionsonLabourStandards.abb
Respectandprotectthefundamentalhumanrights,asstatedintheUniversalDeclaration[of]HumanRightsof
theUN,aswellasthedignityoftheindividualsworkinginitsoperations.Coelco
[TheMitsubishiCorporation]embracesandcomplieswithinternationalconventionsonhumanrights.These
conventionsincludetheUniversalDeclarationofHumanRights,FundamentalILOConventionsandVoluntary
Principles on Security and Human Rights. mitsishi
[.]Werespectinternationalhumanrightsprinciplesaimedatpromotingandprotectinghumanrights,
includingtheUnitedNationsDeclarationofHumanRightsandtheInternationalLabo[u]rOrganizations
DeclarationonFundamentalPrinciplesandRightsatWork,andweactivelyparticipateintheUnitedNations
Global Compact. The Coc-Col Copn
Coitents to sppot hn ightsSomecompaniesalsoelaborateonthecompanyscommitmenttosupporthumanrights,i.e.,
tomakeapositivecontributiontohumanrights.Thisisencouraged.Note,however,thatthe
responsibilitytorespectisabaselineexpectation,andacompanycannotcompensateforhu-
manrightsharmbyperforminggooddeedselsewhere. 27Sosuchcommitmentsshouldcomple-
ment,andnotpurporttosubstitutefor,provisionsimplementingthecompanysresponsibility
torespectinternationalhumanrights.
ExamPLES Of COrPOraTE POLICy STaTEmENTS:
Wedoencouragethecreationofeducation,trainingorapprenticeshipprogram[me]stiedtoformaleduca-
tion of young people.alco
We encourage our employees to fully utilize their potential by offering ample training and education opportu-
nities. be
an oveview o the steps tken to evelop the policOftenaccompanyingthehumanrightspolicyorpositionstatementisanoutlinebythecompany
ofthepolicysscopeandthestepsithastakentodevelopthepolicy/positionstatement.Overviews
ofthiskinddonotusuallygointomuchdetailbutsimplysummarizesomeoftheprocessesthe
companyhasundertakentodevelopthepolicy,forexample,ifitappointedacross-functional
team,ifanypolicymappingexercisewascarriedoutorhowitconsultedstakeholders.
26.Availablefromwww.ilo.org/empent/Whatwedo/Publications/lang--en/docName--WCMS_094386/index.htm(accessed15April2011).
27.Clearly,companiesmayundertakeadditionalcommitmentsvoluntarilyorasamatterofphilanthropy.[]Theseareworthyendeavours
thatmaycontributetotheenjoymentofhumanrights.Butwhatitisdesirableforcompaniestodoshouldnotbeconfusedwithwhatis
required[],namelytorespecthumanrightsthroughoutitsoperationsandrelationships(A/HRC/11/13).
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ExamPLES Of COrPOraTE POLICy STaTEmENTS:
Senio ngeent leeship n coss-nctionl tsk oces
TheimportanceascribedtohumanrightsbyEniisalsodemonstratedbythefactthattheCEO
has adhered to the initiative promoted by the High Commissioner for Human Rights as well as by theGlobalCompactdocumentdraftedatthetimeofthesixtiethanniversaryoftheUniversalDeclarationof
Human Rights. Eni
[Yahoo!]haslaunchedaBusiness&HumanRightsProgram[me].Thisprogram[me]bringstogetheracore
team of professionals across the company, including Public Policy, Law Enforcement, Ethics & Compliance,
InternationalLegal,PublicAffairs,Privacy,Paranoids[sic],IT,Yahoo!ForGood,andtheOperationsteams,
among others, to integrate human rights decision-making into all of our business operations.yhoo!
Hman rights mapping exercises
This commitment follows an expert third-party review of our business to understand the extent to which ANZ
policies and practices are meeting the requirements of these standards, with a particular focus on human
rights. The review assessed ANZs performance against guidelines set out in global human rights instru-
ments[].ItfoundthatANZcompliedwith,andinmanycasesexceeds,mostcriteriainAustraliaandNew
Zealand[].Thereviewalsofoundmoreworkwasrequiredtounderstandandmitigatehumanrightsrisksin our supply chain, our lending decisions in our institutional business and our operations and partnerships
inAsia,PacicandIndia.[].aNZ bnk
Stkehole conslttion
We listen to the views of our stakeholders. For customers, shareholders, employees and suppliers we have
formalwaysofdoingthis[including]specicmechanisms[]toencourageopenfeedback.Wehaveengaged
ouremployees[]throughourrepresentationcommittees,knownasBusinessInvolvementGroupsandcar-
riedoutananonymoussurveytogaugetheirviews.[]Duringthelastyear,wecarriedoutdetailedresearch
withourcustomers.[]WealsohadregulardiscussionswithGovernment,regulators,communitypartners,
tradeassociationsaswellasenvironmental,humanrightsandanimalwelfaregroups[].CSR[corporate
socialresponsibility]isconstantlyevolvingasexpectationschangeandnewissuesemerge.Thismeansthat
whilstourapproachtoCSRisunderpinnedbyacoresetofvalues,italsohastobeadaptableandexible.
mks & Spence
Othe isses elte to scope tht the polic ess
ExamPLES Of COrPOraTE POLICy STaTEmENTS:
Setting onies n hn ights pioities
OneofthemostsignicantandmultifacetedchallengesfacingAngloGoldAshantiisthatofartisanaland
small-scalemining(ASM).ItisamaterialissueatthecompanysoperationsinGhana,Guinea,[theUnited
Republicof]TanzaniaandtoalesserextentMaliaswellastheexplorationsitesinColombiaandthe
DemocraticRepublicof[the]Congo.angloGol ashnti
A particular challenge for any business of our size and scale is drawing the boundaries of responsibility.
We do not believe that it is appropriate for AstraZeneca to promote proactively individual rights and
freedomsmorewidelyinsocietythandescribedabove,butwebelievethatwecan,anddo,inuenceothers
throughleadingbyexample.[]TheRighttoHealthdebateinsomequartersallocatesaccountabilitiesto
both Governments and pharmaceutical companies. We believe that in this context, it is Governments who are
accountableforprovidingarobusthealth-careinfrastructurefortheirpopulations[].AstraZenecanever-
thelessrecognizesthatwehaveaparttoplay[].astZenec
We believe our main responsibilities lie in a number of critical areas: employee rights, the right to access
nanceforvulnerableanddisadvantagedmembersofthecommunityandtheriskofhumanrightsviolations
within our supply chain. The Westpc Gop
Legl jisiction isses
We are committed to comply with effective law. This also applies if, in some countries, the resources or the
This Statement draws together the policies, principles and standards to be adopted by all parts of the
Barclays Group.... Where local legislation imposes more rigorous requirements, Group operations in those
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countries must ensure that they comply with such requirements while having regard to the content of
this Statement. bcls
We are committed to comply with effective law. This also applies if, in some countries, the resources or thepolitical will to implement and enforce applicable law are lacking...
Asaresponsibleemployer,weintheBASFGroupstrictlyupholdtheILOcorelabo[u]rstandardsaslong
as this is not explicitly prohibited by applicable law.
Iftheimplementationofinternationalconventionsisrestrictedbynationallaw,wedevelopinnovative
approaches to adhere in our actions to the principles underlying the internationally recognized standards.
For example, we have developed suitable solutions for a dialogue in locations where the employees right
to elect employee representatives is restricted. In these cases we discuss with employee representatives topics
ofcommoninterestattheregionallevel[].baSf
appling the polic:
[W]erecogni[z]ethatachievingthesestandardspresentsuniquechallengesindifferentpartsoftheworld.Going
forward together with our suppliers, our intention is to drive towards the adoption of these, or comparable
standards by our suppliers for their own operations, and those of their suppliers in turn. digeo
WithOurDirectBusinessPartners:IncorporatingappropriateprinciplesofTheSpirit&TheLetterintocon-
tracts with suppliers, business partners and distributors. Monitoring adherence by key suppliers in emerging
marketstoenvironmental,healthandsafetystandards,prohibitionsagainstforcedandchildlabo[u]r,andlocal
wage and hour laws. Evaluating human rights issues involving our direct business partnersparticularly in
emerging marketsand considering practical responses within the relevant context. Advancing application of
theILODeclarationthroughengagementandcollaboration.GE
[]WeseektoestablishrelationshipswithentitiesthatsharethesameprinciplesandvaluesasVale.Wealso
promote human rights awareness and respect along our value chain, including the adoption of legal contractual
clauses. In the event of disrespect to human rights, duly proven by government authorities and mechanisms
provided by legislation, we notify the supplier/partner or the customer so they may adopt corrective measures
and, in cases in which such measures are not taken, we then are entitled to rescind the respective commercial
relationship.Vle
STEP 2: Povisions on hn ights o wokes
Humanrightspolicies/positionstatementsincludeprovisionsonemploymentorworkplace
rights.Forbiggercompaniestheseissuesmayalreadybecoveredunderexistingemployee
codesofconduct;thepolicy-mappingexercisereferredtointheGettingStartedsectionabove
shouldhelpidentifyanygaps.
Thelevelofdetailacompanygoesintowillvary.Someofferashortsentenceonkeylabour
rightsissuesthatoutlinetheircommitment.Othersreferstakeholderstocompanyliterature,
suchascodesofconduct,whereadditionaldetailistobefound.Somecompaniespublicly
disclosemorethanothers.
Moredetailedprovisionsmaybeneededforsomerightsifthermoperatesincountrieswhere
aparticularrightisknowntobeatspecialrisk,oriftheindustryfacesauniquerightschal-
lenge.Forexample,retailrmswithoperationswherechildlabourisprevalentmayhavemore
detailedchildlabourprovisionsthanrmsforwhomtheriskofchildlabourislow.
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Keyhumanrights-relatedareasregularlycoveredinhumanrights
policydocumentationinclude:
Non-discrimination Equality
Childlabour/minimumageworkers/worstformsofchildlabour
Forced/bonded/compulsorylabour
Freedomofassociation/collectivebargaining
Healthandsafety
Workingconditions-includingworkinghours
Fairwages/compensation
Noharshordegradingtreatment/harassment
Accessibilityforpersonswithdisabilities
Maternityprotection
Righttostrike
rESOurCE TIP:TheILOTripartiteDeclarationofPrinciplesconcerningMultinationalEnterprisesandSo-
cial Policy provides guidance to companies on human rights at work and is a valuable resource for companiesdevelopingahumanrightspolicy.ILOhasdevelopedaresourceplatformspecicallyforbusiness:www.ilo.
org/[email protected].
ExamPLES Of COrPOraTE POLICy STaTEmENTS:
Non-isciintion
TheFortuneGlobal500surveyandreportonbusinessrecognitionofhumanrights28intoover
300companiesconductedbytheUnitedNationsSpecialRepresentativeduringhisrstmandate
bothfoundthatover90percentofcompaniesalreadyhadpoliciesaddressingdiscrimination.
We respect each individuals human rights and will not discriminate on the basis of race, colour, religion,
creed, sex, age, social status, family origin, physical or mental disability or sexual orientation, nor will we
commit other violations of human rights. Such discrimination will not be tolerated. We will be resolute in
upholding human rights in everything we do and will not tolerate such discrimination in others. Ignorance
and inaction do not constitute excuses for discrimination. fjits
We provide equality of opportunity and treatment for the purposes of eliminating discrimination based on
race, colour, gender, sexual orientation, gender identity, religion, political opinion, nationality, social origin
and status, indigenous status, disability, age or other status of individuals unrelated to the individuals ability
to perform work. Ntionl Gi
Chil lo
AsperChileanlawandconventionsratiedbyChile,childrenunder18arenotallowedtoworkinoperations
or jobs requiring excessive force, nor in activities that may be hazardous to their health or safety. Those under
21yearsrequirepre-employmentmedicalexaminationstoworkinundergroundmines.[]Codelcoadheres
totheprinciplesestablishedintheConventionontheRightsoftheChildoftheUnitedNations,andinConven-
tion138oftheILO.Coelco
Childlabourisnotused.Thereisnorecruitmentofchildlabour.Ifanyincidenceofchildlabourisidentied
in the suppliers industry and region, the supplier shall initiate, or participate in, a programme to transfer
any children involved in child labour into quality education until they are no longer children.
No one under eighteen years old is employed at night or in hazardous work or conditions.
InthisCode,childmeansanyoneunderfteenyearsofage,unlessnationalorlocallawstipulatesahigher
mandatory school leaving or minimum working age, in which case the higher age shall apply; and child la-
bourmeansanyworkbyachildoryoungperson,unlessitisconsideredacceptableundertheILOMinimum
AgeConvention1973(C138).Pentln Gop plc
28.A/HRC/4/35/Add.4.
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foce/one lo
Freelychosenemployment:Ensurenoforced,bondedorinvoluntaryprisonlabo[u]risusedintheproduction
of HP products or services. Ensure that the overall terms of employment are voluntary. HP
Business partners must not use forced labour, whether in the form of prison labour, indentured labour, bond-
ed labour or otherwise. No employee may be compelled to work through force or intimidation of any form, or
as a means of political coercion or as punishment for holding or expressing political views.ais
feeo o ssocition/collective gining
The Company respects our employees right to join, form or not to join a labour union without fear of
reprisal, intimidation or harassment. Where employees are represented by a legally recognized union, we are
committed to establishing a constructive dialogue with their freely chosen representatives. The Company is
committed to bargaining in good faith with such representatives. Coc-Col Copn
We are committed to an open and constructive dialogue with our employees and, if applicable, with their rep-
resentatives.Ouremployeesarefreetojoinorganizationsoftheirchoicethatrepresentthemconsistentwith
local organizing laws. These organizations may if recognized as the appropriate agent engage in collective
bargaining according to the applicable legal regulations. Employees who act as representatives are neitherdisadvantaged nor favoured in any way. In locations where employees have decided not to appoint represen-
tatives, we promote direct and open communication between employees and management.ais
Allworkersshallhavetherighttoformandjointradeunions.(ILOConvention87)WhereUNIafliates
represent the workers employed in companies owned by Telefnica and its subsidiaries the company shall
recogni[z]etherightofunionstorepresentsaidworkersin:
(a)Collectivebargaining.(ILOConvention98)Ontheirpartunionswillagreetonegotiateingoodfaith,are
awareofthenecessitytondthebestpracticeswhichguaranteethedevelopmentofthecompaniesand
their viability, which eventually is the best guarantee of the employment of the workers.
(b) Any procedures settlement of disputes.
(c) Negotiations and consultations in all matters affecting jobs and training.
(d) Where no trade union exists, the company shall adopt a neutral view and shall not prevent workers
fromorgani[z]ing.Itshallalsorespecttherightoftradeunionstoorgani[z]eemployees.
uNI-Telenic Coe o conct
Health and safety
Balfour Beatty regards high standards of safety and health as a cornerstone of a successful business. You have
a clear duty to take every reasonable precaution to maintain a safe and healthy working environment in
order to avoid the possibility of injuring yourself or putting at risk those with whom you work and members
of the public. Strict adherence to the Groups Health & Safety Policy is expected of every employee.blo
bett
We believe that all injuries and occupational illnesses, as well as safety and environmental incidents are
preventable,andourgoalforallofthemiszero.Wewillpromoteoff-the-jobsafetyforouremployees.Our
commitment is set forth in the DuPont Safety, Health, and Environmental Commitment.dPont
Woking conitions, incling hos
We will treat all employees fairly and honestly regardless of where they work. All staff will have a written
contract of employment, with agreed terms and conditions, including notice periods on both sides. All staff are
entitled to reasonable rest breaks, access to toilets, rest facilities and portable water at their place of work, and
holiday leave in accordance with the legislation of the country where they work. All employees are provided
with appropriate job skills training. Tesco
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BasedontheEthicalTradingInitiativeBaseCode[]workinghourscomplywithnationallawsandbench-
mark industry standards, whichever affords greater protection; in any event, workers are not on a regular
basisrequiredtoworkinexcessof48hoursperweekandareprovidedwithatleastonedayoffforevery
7-dayperiodonaverage.Overtimeisvoluntary,doesnotexceed12hoursperweek,isnot[to]bedemandedon a regular basis and is always being compensated at a premium rate. monsoon accessoize
fi wges/copenstion
Togiveworkersremunerationwhichsatisestheirbasicneedsandthoseofthemembersoftheirfamilywho
are directly dependent on them. Ceo
Wewillonlydobusinesswithvendorswhopayemployees,asaoor,atleasttheminimumwagerequiredby
local law or the prevailing industry wage - when available, whichever is higher, and who provide all legally
mandatedbenets.Employeesshallbecompensatedforovertimehoursattherateestablishedbylawinthe
country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their
regular hourly compensation rate. Phillips-Van Hesen
No harsh or inhman treatment/Harassment
The IKEA supplier shall not engage in or support the use of corporal punishment, threats of violence or otherforms of mental or physical coercion. The IKEA supplier shall not make use of public warning and punish-
mentsystems.[]TheIKEAsuppliershallnotengage,supportorallowanyformofharassmentorabusein
theworkplace.[]Harassmentcanbeanyoffensiveact,commentordisplaythathumiliates,insultsorcauses
embarrassment,oranyactofintimidationorthreat[].IKEa
Employees of a Tata company shall be treated with dignity and in accordance with the Tata policy of main-
taining a work environment free of all forms of harassment, whether physical, verbal or psychological.
Tt Gop
[TheCompanyis]opposedtoviolentbehavio[u]r,sexualharassmentorpowerharassment. CNOOC Lt
KEy rEadINGS TheILOTripartiteDeclarationofPrinciplesconcerningMultinationalEnterprisesandSocial
Policy
TheLabourPrinciplesoftheUnitedNationsGlobalCompact:AGuideforBusiness,ILO-UnitedNations
GlobalCompact,2008(reprint2010)
RulesoftheGame.AbriefintroductiontoInternationalLabourStandards,ILO,Department
ofInternationalLabourStandards,Geneva,2009(rev.ed.)
ILOHelpdeskforBusinessoninternationallabourstandards(www.ilo.org/business)
GuidingPrinciplesonBusinessandHumanRights:ImplementingtheUnitedNationsPro-
tect,RespectandRemedyFramework(A/HRC/17/31)
STEP 3: Povisions on non-lo elte ights issesEachcompanywillneedtodetermineforitselfwhichgivenhumanrightsmayneedtobe
prioritizedwhetherbecausetheyposeuniquechallengestothecompanysindustryandits
relationshipsorbecausethecompanydoesbusinessinoneormorehigh-risklocationsand
whetherthesemeritaspecicpolicyprovision.Atthesametime,itisimportanttonotethat
eveniftheparticularoperatingconditionsofacompanymeanthatsomerightsareatgreater
risksthanothers,theresponsibilitytorespectappliestoallinternationallyrecognizedhuman
rights.Thus,whilenotallhumanrightsissuesmaymeritspecicpolicyprovisionsatagiven
pointintime,thepolicyshouldneverthelessstressthecompanyscommitmenttorespectall
humanrights.Toraiseawarenessinternallythathumanrightsrisksmaychangeassituations
evolve,thepolicyshouldalsostipulatethatitwillbesubjecttoreviewifproveninadequate
throughthecompanysongoinghumanrightsduediligenceprocess.
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Companiesdonotalwaysusehumanrightslanguagetodescribepolicyprovisionsthataddress
non-labourrightsissues,forexamplecompanysecurityarrangementsmayimpactontherights
tolifeandsecurityofpersons,butwillnormallybelistedbythecompanyasapolicyonsecu-
rityarrangements,ratherthanapolicyontherighttolife.
rESOurCE TIP: The publication Human Rights Translated: A Business Reference Guide is also a
recommended resource.
ExamPLES Of COrPOraTE POLICy STaTEmENTS:
Secit
It is the policy of Cerrejn to maintain its relationship with Private Security Companies and the legally
constituted State Security Forces, within the highest standards or practices and with the greatest transparency
possible,thusdevelopingcorporatebehaviourinaccordancewiththeVoluntaryPrinciples;forthisreasonit
trainsthemandkeepsthemabreastofmattersofHumanRights[...].Ceejn
We only allow armed security when required by law or when considered that there is no other way to manage
securityrisks.Allarmedguardsmustmeetourstandards,basedonUNguidelinesandconventionsontheuse
offorceandtheVoluntaryPrinciplesonSecurityandHumanRights.Armedguardsmustrsttrytoresolvea security incident without using force. If this fails then they should only use the minimum force needed and
offer help to anyone including offenders injured as a result. Shell
Inigenos Peoples/Titionl/Ln ights
[We]haveregardtotheprinciplesofILOConventionNo.169onIndigenousandTribalPeoples,wherever
our operations may impact the human rights of indigenous peoples. bG Gop
TheCompanyrecogni[z]esandrespectstheimportanceofindigenouspeoplesculture,heritageandtradi-
tionalrightsandsupportstheidentication,recording,managementandprotectionofindigenouscultural
heritage sites. BHP Billiton
Clinicl tils
We put safeguards in place to ensure that the human rights of people taking part in our clinical research
are protected. This includes the informed consent process and procedures to protect patient privacy. We are
especially careful to protect the rights of any children involved in our clinical trials. GSK
Engaging with Government Ofcials/Advocacy
Yahoo!hasbeenandwillcontinueworkingtosecurethereleaseofcertainpoliticaldissidentsthrough
ongoingdiscussionswithhigh-ranking[UnitedStates]andChineseofcials,congressionalleaders,human
rights groups, and the State Department.yhoo!
We reserve the right to express to Governments our position concerning our operations, employees and
shareholders and our belief in the importance of respecting human rights. Totl
mignt wokes
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Migrant workers shall have exactly the same entitlements as local employees. Any commissions and other fees
in connection with employment of migrant workers must be covered by the employer. The employer must not
requiretheemployeetosubmithis/heridenticationdocuments.Depositsarenotallowed.Workersemployed
through an agent or contractor are the responsibility of H&Ms supplier and other business partners, and arethus covered by this Code. H&M
Sel eploittion o chilen
Marriottcondemnsallformsofexploitationofchildren.TheCompanydoesnotrecruitchildlabo[u]r,and
supportstheeliminationofexploitativechildlabo[u]r.Marriottalsosupportslawsdulyenactedtoprevent
and punish the crime of sexual exploitation of children. Marriott will work to raise awareness concerning
such exploitation, and will cooperate with law enforcement authorities to address any such instances of
exploitation of which the Company becomes aware.
Marriotthasalonghistoryofsupportingprogram[me]sandpartnershipsthathelpat-riskyoungpeopleand
theirfamiliesprepareforandndmeaningfulemployment[and]program[me]sthathelpchildrenbreakout
of the cycle of poverty that makes them and their families vulnerable. miott
KEy rEadINGS GuidingPrinciplesonBusinessandHumanRights:ImplementingtheUnitedNations
Protect,RespectandRemedyFramework(A/HRC/17/31)
Business&HumanRightsResourceCentrewebsite:www.business-humanrights.org/
Documents/Policies
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Developingahumanrightspolicyisonlytherststepforacompanytoknowandshowthatitrespectshumanrights.Embeddingitthroughouttherelevantprocessesandproceduresofthe
companyisnecessarytoensureitseffectiveimplementation.
Aproperlyembeddedhumanrightspolicywillguidethehumanrightsduediligenceprocess
thatisnecessaryforacompanytoknowandshowthatitrespectshumanrights.Ahuman
rightsduediligenceprocesscomprisesthefollowingelements:
(a)Anassessmentofthecompanyshumanrightsimpacts;
(b)Integrationoftheassessmentsndingsacrossrelevantinternalfunctionsandprocesses
inordertoensurethatactualorpotentialadversehumanrightsimpactsareeffectively
preventedandmitigated;
(c)Trackingtheeffectivenessoftheresponsetoactualorpotentialadversehumanrights
impacts;
(d)Beingpreparedtocommunicatehowhumanrightsimpactsareaddressed;and(e)Providingfororcooperatingintheremediationofnegativehumanrightsimpacts
thecompanyhascausedorcontributedto.
Duediligencestepssuchasthesewillusuallyalsoyieldinformationabouttheopportunities
acompanymayhavetosupporthumanrights.
Theseandtheothermanagementactionsbusinesscantaketorespectandsupporthuman
rightsarereectedintheposter:AHumanRightsManagementFramework.Thekeyreadings
boxesinthisGuideagotherpublicationsthatcanhelp.
Thekeyistoensurethatthehumanrightspolicybecomesmorethanjustapieceofpaperthat
noonelooksat.Havingapolicyanddoingnothingtoimplementitcanpotentiallybeworse
thanhavingnopolicyatall.Failingtoact,oractinginadequately,incontradictionwitha
policy,canopenacompanytocriticismfromawidevarietyofsources,notjusthumanrights
NGOsbutalsothosewholookattheintegrityofitscorporategovernance.Implementationis
thereforecritical.
Ke points to consie when oving towsipleenttion o the hn ights polic
assessing ipcts
Undertakingahumanrightsbaselinestudyforthebusiness,includingcountry-riskanalyses.
Undertakingahumanrightsimpactassessmentatthepre-feasibilitystageofanymajor
projectwiththepotentialtonegativelyimpacthumanrights,fornewoperations,andonan
ongoingbasis,ashumanrightsrisksmaychangeovertime.Someoperatingcontexts,such
asconict-affectedareas,willrequireadditionalattention.Aspartoftheirhumanrightsap-
proach,companiesneedtoconsultpotentiallyaffectedgroupsandotherstakeholdersin
ameaningfulway.
Integting hn ights thoghot the copn
Integratingandactingonthendingsoftheimpactassessment.
Engaginginongoingstakeholderconsultationtobuildrelationshipsacrossthe
companyandwithexternalgroups.
Reviewingcompanytrainingtoincludehumanrightscriteriaasappropriateand
identifyingtargetgroupsthatmayneedadditionallearningsupport.
Embeddinghumanrightsintomanagementsystems,includingresponsibilitiesin
jobdescriptionsandperformanceappraisals.
Integratinghumanrightsintothecompanysinternalandexternalcommunications,e.g.,
6. Next Steps - Path to Implementation
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IntranetorWeb2.0systems,toensurerelevantstakeholdersunderstandthepolicyand
businessimplicationsofnotadheringtoitorfailingtoactonimpactassessmentndings.
Tcking peonce Identifyingindicatorsformeasuringhumanrightsperformance,developingandimplement-
ingsystemsforacquiringqualitativeandquantitativedata,drawingonbothinternaland
externalfeedback,includingfromaffectedstakeholders,andreviewingthendingstoin-
formfuturestrategy.
Conicting on how ipcts e esse
Communicatingoncommitments,targetsandperformance(throughtheGlobalCompact
CommunicationonProgressforUnitedNationsGlobalCompactparticipants).Thecommuni-
cationshouldbeofaformandfrequencythatreecttheenterpriseshumanrightsimpacts
andthatareaccessibletoitsintendedaudiences.
Thecommunicationshouldprovideinformationthatissufcienttoevaluatetheadequacy
ofanenterprisesresponsetotheparticularhumanrightsimpact.
reeition Ifacompanyndsthatithascausedorcontributedtonegativehumanrightsimpacts,itis
expectedthatitengagesactivelyinremediation.
Thecompanyshouldprovidefororcooperateintheremediationofsuchimpactsthrough
legitimatemechanisms.
Establishingorparticipatinginoperational-levelgrievancemechanismscanbeaneffective
meansofprovidingaccesstoremedyforindividualsandcommunitiesthatmaybeadversely
impactedbythecompanysactivitiesifthesemechanismsmeetcertaincriteria.29
KEy rEadINGS GuidingPrinciplesonBusinessandHumanrights:ImplementingtheUnitedNations
Protect,RespectandRemedyFramework(A/HRC/17/31).
A Guide to Integrating Human Rights into Business Management,BLIHR,UnitedNations
GlobalCompactandOHCHR,2nded.,2010.
A Human Rights Management Framework (Poster), BLIHR,InternationalBusinessLeadersForum,
UnitedNationsGlobalCompactandOHCHR,2010.
Human Rights Compliance Assessment,DanishInstituteforHumanRights(online).
Guide to Human Rights Impact Assessment and Management, InternationalBusinessLeadersForum,
InternationalFinanceCorporationandUnitedNationsGlobalCompact,http://guidetohria.
org/guide.
Human Rights and Business Dilemmas Forum:http://human-rights.unglobalcompact.org.
UnitedNationsGlobalCompactGuidance:www.unglobalcompact.org/Issues/human_rights/
Tools_and_Guidance_Materials.html.
29.SeeA/HRC/17/31,guidingprinciples29-31.
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HuMAn riGHTs PoliCies or sMAll And
MediuM-sized enTerPrises
The universal baseline expectation that companies should respect human rights
applies to all companies regardless o size. Many o the legal pressures and some,
though not all, o the commercial drivers or respecting human rights apply equally to
big and small companies. For companies to show respect or human rights requires
due diligence, o which a human rights policy is only the rst step. How companies go
about this in practice will depend considerably on the resources available, as well as
the level o the companys risk o negatively impacting human rights.
It is not unusual or multinational companies to have ormal policies and procedures
to ensure that non-nancial issues like human rights are properly addressed company-
wide, including across unctions and business units, whereas such policies are rare or
non-existent among small to medium-sized enterprises (SMEs). Human rights, how-
ever, are a new consideration even or many large companies and in the absenceo a uniorm denition or regulation governing human rights policies, SMEs and
multinationals alike can draw upon examples in this Guide to help develop a policy or
position statement that is best suited to their own circumstances.
SMEs are reminded that many larger rms human rights policies oten started as
statements a ew paragraphs long; this may be the best model. In developing a human
rights policy specic to their needs and situation, SMEs could check that their human
rights policy/position statement shows that they have:
Givenoverallresponsibilityforthepolicytoaseniorgureinthecompany;
Takenstepstounderstandthehumanrightsissuesthatmightberelevant
(human rights ocus);
Involvedcolleaguesfromalldepartmentsorteams;and
Talkedwithandlistenedtotheirstakeholders,possiblyincludingthosethatmaybeaected by company activities.
And that the human rights policy or statement at a minimum has a sentence that is:
Anexplicitcommitmentbythecompanytorespectinghumanrightsthatrefersto
international human rights standards (including the Universal Declaration o Human
Rights).
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HuMAN RIGHTS
Businessesshouldsupportandrespecttheprotectionof
internationallyproclaimedhumanrights;andmakesurethattheyarenotcomplicitinhumanrightsabuses.
LabOur
Businessesshouldupholdthefreedomofassociationandthe
effectiverecognitionoftherighttocollectivebargaining;theeliminationofallformsofforcedandcompulsorylabour;theeffectiveabolitionofchildlabour;and
theeliminationofdiscriminationinrespectofemploymentandoccupation.
ENVIrONmENT
Businessesshouldsupportaprecautionaryapproachto
environmentalchallenges;undertakeinitiativestopromotegreaterenvironmental
responsibility;andencouragethedevelopmentanddiffusionof
environmentallyfriendlytechnologies.
aNTI-COrruPTION
Businessesshouldworkagainstcorruptioninallitsforms,includingextortionandbribery.
Principle1
Principle2
Principle3
Principle4Principle5
Principle6
Principle7
Principle8
Principle9
Principle10
TheTenPrinciplesoftheUnitedNationsGlobalCompact