The document discusses the 10 principles of the UN Global Compact related to human rights, labor, environment and anti-corruption. It covers principles around supporting human rights, not being complicit in human rights abuses, freedom of association, collective bargaining, forced labor, child labor, discrimination, environmental responsibility, environmentally friendly technologies, and anti-corruption. For each principle, it provides details on what the principle means and examples of actions companies can take to uphold the principle.

2. INTRODUCTION TO MANAGEMENT
PRESENTATION

3. TOPIC:
UN PRINCIPLES
(SUPPORT AND RESPECT THE PROTECTION
OF INTERNATIONAL HUMAN RIGHTS WITH
THEIR FAIR OF INFLUENCE)

4. UN PRINCIPLES
• Total there are 10 principles and The Ten Principles of the United Nations Global
Compact are derived from: the Universal Declaration of Human Rights,
the International Labour Organization’s Declaration on Fundamental Principles and
Rights at Work, the Rio Declaration on Environment and Development, and
the United Nations Convention Against Corruption.
• Human Rights
• Labor
• Environment
• Anti-Corruption

5. HUMAN RIGHTS: PRINCIPLE 1
Businesses should support and respect the protection of internationally
proclaimed human rights
• Respecting human rights means a business should use due diligence
to avoid infringing human rights (“do no harm”) and should address
adverse human rights impacts with which they are involved. In
addition, beyond respecting human rights, business is encouraged to
take action to support human rights.

6. PRINCIPLE 1
There are at least four ways business can support or promote human
rights:
• Through their core business activities in support of UN goals and
issues
• Strategic social investment and philanthropy
• Advocacy and public policy engagement
• Partnership and collective action

7. HUMAN RIGHTS: PRINCIPLE 2
Make sure that they are not complicit in human rights abuses.
• Complicity means being implicated in a human rights abuse that
another company, government, individual or other group is causing.
The risk of complicity in a human rights abuse may be particularly
high in areas with weak governance and/or where human rights abuse
is widespread. However, the risk of complicity exists in every sector
and every country.

8. PRINCIPLE 2
Complicity is generally made up of 2 elements:
• An act or omission (failure to act) by a company, or individual
representing a company, that “helps” (facilitates, legitimizes, assists,
encourages, etc.) another, in some way, to carry out a human rights
abuse.
• The knowledge by the company that its act or omission could provide
such help

9. PRINCIPLE 2
• Accusations of complicity can arise in a number of contexts:
• Direct complicity — when a company provides goods or services that it
knows will be used to carry out the abuse
• Beneficial complicity — when a company benefits from human rights
abuses even if it did not positively assist or cause them
• Silent complicity — when the company is silent or inactive in the face
of systematic or continuous human rights abuse. (This is the most
controversial type of complicity and is least likely to result in legal
liability)

10. LABOR: PRINCIPLE 3
Businesses should uphold the freedom of association and the effective
recognition of the right to collective bargaining
• Freedom of association implies respect for the right of all employers
and all workers to freely and voluntarily establish and join groups for
the promotion and defence of their occupational interests.
• Both workers and employers have the right to set up, join and run
their own organizations without interference from the State or any
other entity.

11. PRINCIPLE 3
WHAT CAN COMPANIES DO?
In the workplace
• Respect the right of all workers to form and join a trade union of their choice
without fear of intimidation or reprisal, in accordance with national law
• Provide workers’ representatives with appropriate facilities to assist in the
development of effective collective agreement
At the bargaining table
• Recognize representative organizations for the purpose of collective bargaining;
• Provide information needed for meaningful bargaining

12. LABOR: PRINCIPLE 4
The elimination of all forms of forced and compulsory Labour
Forced or compulsory labour is any work or service that is exacted from
any person under the menace of any penalty, and for which that person
has not offered himself or herself voluntarily.

13. PRINCIPLE 4
Employers need to be aware that forced Labour can take a number of
forms:
• Slavery (i.e. by birth/ descent into “slave” or bonded status)
• Child labour in particularly abusive conditions where the child has no
choice about whether to work
• Physical abduction or kidnapping
• Sale of a person into the ownership of another

14. PRINCIPLE 4
WHAT CAN COMPANIES DO ?
In the workplace
• Have a clear policy not to use, be complicit in, or benefit from forced labour.
• Where adherence to forced labour provisions of national laws and regulations is
insufficient, take account of international standards.
• Ensure that all company officials have a full understanding of what forced labour is
In the community of operation
• Support and help design education, vocational training, and counseling programmes
for children removed from situations of forced labour.
• Help develop skills training and income-generating alternatives, including micro-
credit financing programes, for adults removed from situations of forced labour.

15. LABOR: PRINCIPLE 5
The effective abolition of child labor
The term “child labour” should not be confused with “youth
employment” or “student work.”
Child labour is a form of exploitation that is a violation of a human
right and it is recognized and defined by international instruments.

16. PRINCIPLE 5
Minimum Age for Admission to Employment or Work

17. LABOR: PRINCIPLE 6
The elimination of discrimination in respect of employment and occupation.
Discrimination in employment and occupation means treating people differently or
less favourably because of characteristics that are not related to their merit or the
inherent requirements of the job.
Discrimination can arise in a variety of work-related activities.

18. PRINCIPLE 6
it can occur with respect to the terms and conditions of the employment, such as:
• Recruitment
• Remuneration
• Hours of work and rest/paid holidays
• Maternity protection
• Security of tenure
• Job assignments
• Performance assessment and advancement
• Training and opportunities
• Job prospects
• Social security
• Occupational safety and health

19. ENVIRONMENT: PRINCIPLE 7
Businesses should support a precautionary approach to environmental
challenges
Principle 15 of the 1992 Rio Declaration states that “where there are
threats of serious or irreversible damage, lack of full scientific certainty
shall not be used as a reason for postponing cost-effective measures to
prevent environmental degradation”.

20. PRINCIPLE 7
WHAT CAN COMPANIES DO ?
Steps that a company could take in the application of this approach
include the following:
• Develop a code of conduct or practice for its operations and products
that confirms commitment to care for health and the environment
• Develop a company guideline on the consistent application of the
approach throughout the company
• Create a managerial committee or steering group that oversees the
company application of precaution, in particular risk management in
sensitive issue areas

21. ENVIRONMENT: PRINCIPLE 8
Undertake initiatives to promote greater environmental responsibility
"Business and industry should increase self-regulation, guided by
appropriate codes, charters and initiatives integrated into all elements
of business planning and decision-making, and fostering openness and
dialogue with employees and the public."

22. PRINCIPLE 8
WHAT CAN COMPANIES DO ?
Steps that the company could take to promote environmental responsibility would be the
following:
• Define company vision, policies and strategies to include sustainable development —
economic prosperity, environmental quality and social equity.
• Develop sustainability targets and indicators (economic, environmental, social).
• Establish a sustainable production and consumption programme with clear performance
objectives to take the organisation beyond compliance in the long-term.
• Work with product designers and suppliers to improve environmental performance and
extend responsibility throughout the value chain.

23. ENVIRONMENT: PRINCIPLE 9
Encourage the development and diffusion of environmentally friendly
technologies.
Environmentally sound technologies, as defined in Agenda 21 of the Rio
Declaration,
should protect the environment
are less polluting
use all resources in a more sustainable manner,
recycle more of their wastes and products and handle residual wastes in a
more acceptable manner than the technologies for which they were
substitutes.

24. PRINCIPLE 9
The key benefits of environmentally friendly technologies include:
• Implementing environmentally friendly technologies helps a company
reduce the use of raw materials leading to increased efficiency;
• Technology innovation creates new business opportunities and helps
increase the overall competitiveness of the company; and
• Technologies that use materials more efficiently and cleanly can be
applied to most companies with long-term economic and
environmental benefits.

25. ANTI-CORRUPTION: PRINCIPLE 10
Businesses should work against corruption in all its forms, including extortion
and bribery.
The tenth principle against corruption was adopted in 2004 and commits UN
Global Compact participants not only to avoid bribery,
extortion and other forms of corruption,
but also to proactively develop policies and concrete programmes to address
corruption internally and within their supply chains.
Companies are also challenged to work collectively and join civil society, the
United Nations and governments to realize a more transparent global
economy.

26. PRINCIPLE 10
WHAT CAN COMPANIES DO ?
• Internal: As a first and basic step, introduce anti-corruption policies
and programes within their organizations and their business
operations;
• External: Report on the work against corruption in the annual
Communication on Progress; and share experiences and best practices
through the submission of examples and case stories