1. The document discusses reasons for developing a human rights policy, including identifying gaps, building trust with stakeholders, triggering internal actions to meet commitments, and developing management capacity on human rights issues. 2. It provides guidance on defining the content of a policy commitment, developing the actual policy commitment document, communicating the policy commitment, and aligning internal operations with the commitment. 3. The overall aim of creating a human rights policy is to set expectations for how staff and partners should act, protect the company's brand, and gain commercial benefits like increased profits and investment.

1. Developing Human Rights Policy
လူ႔အခြင့္အေရးဆိုုင္ရာမူဝါဒ ေရးဆြဲျခင္း
Hnin Wut Yee
Research & CSO Outreach Manager,
Myanmar Centre for Responsible Business
Workshop on Developing a Human Rights Policy
5th September

2.  Avoid infringing: on the human rights of others
သူတစ္ပါး၏လူ႔အခြင္႔အေရးကိုု ခ်ိဳးေဖာက္မႈမွ ေရွာင္ရွားရန္
 Avoid Costs: such as those related to legal risk and business disruption
ဥပေဒအရ အေရးယူခံရဖြယ္ရိွျခင္းႏွင္႔ လုုပ္ငန္းေႏွာင့္ေႏွး ဆံုုးရံႈးမႈမ်ားမွ ေရွာင္ရွားရန္
 Protect your brand: from things such as public pressure, being linked with serious abuses
such as slavery
သင္၏ကုုန္ပစၥည္းအမွတ္တံဆိပ္အားကာကြယ္ရန္
 Act beyound legal obligation
စည္းမ်ဥ္းစည္းကမ္းမ်ားထက္သာလြန္ေအာင္လုုပ္ေဆာင္ျခင္း
 Gain commercial benefits (e.g., increase profitability, attracting investment, procurement,
top-quality recruits and securing the social license to operate)
ကုုန္သြယ္မႈႏွင္႔ပတ္သက္ေသာအက်ိဳးအျမတ္မ်ား ရရိွရန္
 To live up to the company’s commitment to the United Nations Global Compact
UNGC အားေထာက္ခံမႈႏွင္႔ အညီေနထိုုင္ျခင္း
Why are human rights important for business?
လူ႔အခြင္႔အေရးကဘာေၾကာင္႔ စီးပြားေရးလုုပ္ငန္းအတြက္
အေရးႀကီးသလဲ

3.  Set the “tone at the top” needed to continually drive respect for human rights into the core
values and culture of the business;
 စီးပြားေရးလုုပ္ငန္းမ်ား၏ အေျခခံစည္းမ်ဥ္းစည္းကမ္းမ်ားႏွင္႔ လုုပ္နည္းလုုပ္ဟန္မ်ားတြင္
လူ႔အခြင္႔အေရးကိုုေလးစားလိုုက္နာျခင္း ကိုု စဥ္ဆက္မျပတ္ တြန္းအားေပးရန္ လိုုအပ္သည္႔္ ကုုမၺဏီထိပ္ပိုုင္း
(CEO, Senior Management) တိုု႔၏ကတိကဝတ္ျပဳမႈ
 Indicates that top management considers respect for human rights as a minimum standard for
conducting business with legitimacy;
 ကုုမၺဏီမွ အႀကီးအကဲမ်ားမွ စီးပြားေရးလုုပ္ငန္းမ်ားလုုပ္ေဆာင္ရာတြင္ လူ႔အခြင္႔အေရးအား
အေျခခံလိုုအပ္ခ်က္အျဖစ္ထည္႔သြင္းစဥ္းစားျခင္း
 Sets out their expectations of how staff and business partners should act, as well as what others
can expect of the company;
 စီးပြားေရးမိတ္ဖက္မ်ားနွင္႔ ဝန္ထမ္းမ်ားမွ မည္သိုု႔က်င္႔သံုုးရမည္ကိုု တိက်စြာရွင္းလင္း ေဖာ္ျပျခင္း လုုိက္နာေအာင္
ေဆာင္ရြက္ျခင္း၊ အလားတူ အျခားသူမ်ားက ကုုမၺဏီထံမွဘာကိုု ေမွ်ာ္လင္႔ႏိုုင္သည္ကိုု ေဖာ္ျပျခင္း
Why develop a human rights policy?
လူ႔အခြင့္ေရးႏွင္႔ ပတ္သက္သည္႔ မူဝါဒခ်မွတ္ရန္ ဘာေၾကာင္႔
အေရးႀကီးသလဲ

4. Why develop a human rights policy?
လူ႔အခြင့္ေရးႏွင္႔ ပတ္သက္သည္႔ မူဝါဒခ်မွတ္ရန္ ဘာေၾကာင္႔ အေရးႀကီးသလဲ
 Identify policy gaps and initiate a process that alerts the company to new areas of human
rights risk;
 ကုုမၺဏီ၏လုုပ္ေဆာင္မႈမ်ားမွ ျဖစ္ေပၚလာႏိုုင္ေသာ လူ႔အခြင္႔အေရးခ်ိဳးေဖာက္မႈအား ေဖာ္ထုတ္သတ္မွတ္ရန္
ႏွင္႔ မူဝါဒတြင္ လိုုအပ္ခ်က္မ်ားကိုု သတိျပဳမိေစရန္
 Building trust with external stakeholders and address their concerns;
 ျပင္ပမွပါဝင္ပတ္သက္သူမ်ားႏွင့္ ယံုုၾကည္မႈ တည္ေဆာက္ရန္ ႏွင္႔ ထိုုသူတိုု႔၏ စိုုးရိမ္မႈမ်ားကိုု ေလွ်ာ႔ခ်ရန္
 Trigger a range of other internal actions that are necessary to meet the commitment in
practice;
 လူ႔အခြင္႔အေရးကတိကဝတ္ကို အေကာင္အထည္ေဖာ္ရန္လိုုအပ္သည္႔ လုုပ္ငန္းတြင္းလုုပ္ေဆာင္မႈ
အမ်ိဳးမ်ိဳးကိုု အစပ်ိဳးေဖာ္ေဆာင္ရန္
 Developing in-house learning, management capacity and leadership on human rights issues;
 လူ႔အခြင္႔အေရးႏွင္႔ ပတ္သက္ေသာ လုုပ္ငန္းတြင္း သင္ယူမႈ၊ အုုပ္ခ်ဳပ္မႈစြမ္းေဆာင္ရည္ႏွင္႔
ေခါင္းေဆာင္မႈအား စြမ္းေဆာင္ရည္ျမွင္႔တင္ျခင္း

5. 1
• Defining the Content of a Policy Commitment
• ထည္႔သြင္းမည္႔အေၾကာင္းအရာမ်ားအားအဓိပၺါယ္ဖြင္႔ဆိုု္ျခင္း
2
• Developing the Policy Commitment
• မူဝါဒကတိကဝတ္ကိုုေရးဆြဲခ်မွတ္ျခင္း
3
• Communicating the Policy Commitment
• မူဝါဒမ်ားကိုုဆက္သြယ္အသိေပးျခင္း
4
• Aligning Internally with the Policy Commitment
• လုုပ္ငန္းတြင္းမူဝါဒမ်ားႏွင္႔ ကိုုက္ညီေအာင္လုုပ္ျခင္း
5
• Applying the Commitment to Business Relationships
• စီးပြားေရးႏွင္႔ပတ္သက္ေသာဆက္ဆံေရးမ်ားတြင္ပါက်င္႔သံုုးျခင္း
The components of Human Right Policy
လူ႔အခြင္႔အေရးမူဝါဒတြင္ ပါဝင္ေသာ အခ်က္မ်ား

6. A general commitment
to respect all
“internationally
recognised human
rights” throughout the
company’s operations.
Clear explanation on
how it applies to the
company's staff (internal
employees and supply
chain workers), business
partners
Review to reflect any
significant changes in
the company's human
rights risks
Key Points for Implementation
ႏိုုင္ငံတကာမွလက္ခံ
က်င္႔သံုုးေသာစံႏႈန္းမ်ား
အားကုုမၺဏီလုုပ္ငန္းစဥ္
တစ္ခုုလံုုးကေလးစားလိုုက္နာရန္
ေယဘူယ်ကတိကဝတ္ျပဳမႈ
စီးပြားေရးမိတ္ဖတ္မ်ား
ႏွင္႔ ဝန္ထမ္းအားမည္သို႔
လိုုက္နာက်င္႔သံုုးသင္႔ေၾကာင္း
ကိုုရွင္းလင္းစြာေဖာ္ျပျခင္း
ကုုမၺဏီ၏ လူ႔အခြင္႔အေရးခ်ိဳးေဖာက္
ဖြယ္ရာအေျခအေနမ်ားမွသိသာေသာ
မည္သည္႔ေျပာင္းလဲမႈမ်ားကိုုမဆိုု
ျပန္လည္သံုုးသပ္ျခင္း
Defining the Content of a Policy Commitment
ထည္႔သြင္းမည္႔အေၾကာင္းအရာမ်ားအားအဓိပၺါယ္ဖြင္႔ဆိုု္ျခင္း

7.  Stand-alone or integrated policies - တစ္ခုုခ်င္း (သိုု႔) ေပါင္းစပ္ထားေသာ မူဝါဒမ်ား
 e.g. employee codes of conduct; ethical sourcing standards; environment, health and safety
guidelines; social and community investment commitments
 Who, or which department - ဘယ္သူ (သိုု႔) ဘယ္ဌာန
 should have ownership over the policy and help drive the embedding process.
(Senior management leadership and cross-functional task forces)
ဝါရင့္စီမံခန္႔ခြဲမႈဆိုုင္ရာေခါင္းေဆာင္မ်ားႏွင္ လုုပ္ငန္းတစ္ခုုလံုုးႏွင္႔ဆိုုင္သည္ အလုုပ္အဖြဲ႔
The importance ascribed to human rights by Eni…is also demonstrated by the fact that CEO… has adhered
to the initiative promoted by the High Commissioner for Human Rights as well as by the Global Compact
docment drafted at the time of the sixtieth anniversary of the Universal Declaration of Human Rights. Eni
(Yahoo!) has launched a Business & Human Rights Program(me). Thais program(me) brings together a
core team of professionals across the company, including Public Policy, law Enforcement, Ethics $
Compliance, International Legal, Public Affairs, Privacy, Paranoids(sic), IT, Yahoo! For Good, and the
Operations teams, among others, to integrate human rights decision-making into all of our business
operations.
Defining the Content of a Policy Commitment
ထည္႔သြင္းမည္႔အေၾကာင္းအရာမ်ားအားအဓိပၺါယ္ဖြင္႔ဆိုု္ျခင္း
Possible Approaches - ျဖစ္ႏိုုင္သည္႔ခ်ဥ္းကပ္မႈ

8. Key elements of a policy - မူဝါဒတစ္ခုု၏ အဓိကအစိတ္အပိုုင္းမ်ား
Define Scope of Commitment - ကတိကဝတ္ျပဳမႈ၏နယ္ပယ္ကိုု အဓိပၺါယ္ဖြင့္ဆိုုျခင္း
“In Implementing this policy, we focus our efforts on issues and relationships in which we have
greater degrees of control and influence…employees (labour rights)…suppliers (using human rights
impact assessments)…..customers (privacy, anti-discrimination, children’s rights)….” H&M
References to international principles or initiatives - ႏိုုင္ငံတကာစည္းမ်ဥ္းမ်ားကိုု ရည္ညႊန္းျခင္း
(….) We respect international human rights principles aimed at promoting and protecting human
rights including the United Nations Declaration of Human Rights and the International Labo(u)r
Organization’s Declaration on Fundamental Principles and Rights at Work, and we actively participate
in the United Nations Global Compact. The Coca-Cola Company
We have regard to the principles of ILO Convention No.169 on the Indigenous and Tribal Peoples,
wherever our operations may impact the human rights of Indigenous peoples. BG Group
Defining the Content of a Policy Commitment
ထည္႔သြင္းမည္႔အေၾကာင္းအရာမ်ားအားအဓိပၺါယ္ဖြင္႔ဆိုု္ျခင္း

9.  The International Bill of Human Rights; ႏိုုင္ငံတကာလူ႔အခြင့္အေရးစာတမ္းမ်ား
 ILO’s Declaration on Fundamental Principles and Rights at work; ILO ၏ လုုပ္ငန္းခြင္ဆိုုင္ရာအခြင့္အေရးႏွင့္
အေျခခံစည္းမ်ဥ္းမ်ား
 (freedom of association and collective bargaining, forced labour, child labour and non-discrimination)
လြတ္လပ္စြာအသင္းအပင္းဖြဲ႔စည္းခြင့္၊ အဓၶမခုုိင္းေစမႈ၊ ကေလးအလုုပ္သမား ႏွင္႔ ခြဲျခားဆက္ဆံမႈမရိွျခင္း
( A good translation of these rights: Human Rights Translated: A Business Reference Guide)
 International standards that apply to marginalised groups; ေဘးဖယ္ခံထားရေသာ အုုပ္စုုမ်ား အတြက္
ႏိုုင္ငံတကာစံႏႈန္းမ်ား
 (eg. Women, children, racial or ethnic minorities)
 Convention on the Elimination of All Forms of Discrimination against Women (CEDAW); အမ်ိဳးသမီးမ်ားကိုု
ခြဲျခားဆက္ဆံမႈအားလံုုးမွ ဖယ္ရွားျခင္းဆိုုင္ရာစာခ်ဳပ္၊
 Convention on the Rights of Persons with Disabilities (CRPD); မသန္စြမ္းသူမ်ား၏အခြင့္အေရး
 UN Declaration on the Rights of Indigenous People; ဌာေနတိုုင္းရင္းသားအခြင့္အေရးဆိုုင္ရာ ကုုလသမဂၢ
ေၾကျငာခ်က္
Resources on “Internationally Recognised Human Rights”
ႏိုုင္ငံတကာမွ လက္ခံေသာ လူ႔အခြင့္အေရးမ်ားကိုု မွီျငမ္းခ်က္ အညႊန္းမ်ား

10. Involving different parts of the company (what it should cover and how it
should be implemented)
Involving external expertise
Engaging stakeholders
(e.g. seeking the views of legitimate trade unions; identify key contexts where
significant risks may be present for individuals or groups and consult with them; test with
investors particularly socially responsible investors; seek feedback from a formal advisory
group)တရားဝင္အလုုပ္သမားသမဂၢမ်ား၏အျမင္မ်ားကိုု ရယူျခင္း၊ တစ္ဦးခ်င္း (သိုု႔) အုုပ္စုုမ်ားကိုု
သိသိသာသာထိခိုုက္ႏိုုင္ဖြယ္ရိွိေသာအဓိကလူ့အခြင့္အေရးမ်ားကိုု ေဖာ္ထုုတ္သက္မွတ္ျခင္း၊
၎တိုု႔ႏွင့္ေဆြးေႏြးျခင္း၊ လူမႈတာဝန္ယူမႈရိွေသာရင္းႏွီးျမွပ္ႏွံမႈသူမ်ားျဖင္႔ စမ္းဆစ္ျခင္း၊
တရားဝင္အၾကံေပးအဖြဲ႔တစ္ခုုမွ အၾကံျပဳခ်က္ရယူျခင္း
Developing the Policy Commitment
မူဝါဒခ်မွတ္ေရးဆြဲျခင္း
လုုပ္ငန္းတြင္းဌာနေပါင္းစံုုမွလူမ်ားပါဝင္ျခင္း
ျပင္ပမွ ပညာရွင္မ်ားပါဝင္ျခင္း
အက်ိုဳးဆက္စပ္သူမ်ားႏွင္႔ ခ်ိတ္ဆက္ေဆာင္ရြက္ျခင္း

11.  Should be publicly available
သတင္းထုုတ္ျပန္ျခင္း
 Approval from the CEO and senior management and communicate internally to all workers
CEO အုုပ္ခ်ဳပ္ေရးအႀကီးအကဲမ်ားထံမွ ခြင္ျပဳခ်က္ယူ၍ အလုုပ္သမားမ်ားအား
ဆက္သြယ္အသိေပးျခင္း
 Communicate externally to business partners and others in the company's value chain, as
well as to people who may be affected by the company’s operations. (Choose appropriate
methods)
စီးပြားေရးမိတ္ဖက္မ်ား၊ ကုုမၺဏီ၏တန္ဖိုုးကြင္းဆက္လုုပ္ငန္းစဥ္ (Value Chain) တြင္ပါဝင္သူမ်ား၊
ကုုမၺဏီ၏လုုပ္ငန္းစဥ္မ်ားေၾကာင့္ထိခုုိက္ျခင္းခံရႏိုုင္ေသာသူမ်ား အား ဆက္သြယ္ အသိေပးျခင္း
3.Communicating Policy Commitment
မူဝါဒမ်ားကိုု ဆက္သြယ္အသိေပးျခင္း
Key Points for Implementation - အေကာင္ထည္ေဖာ္ရန္အဓိကအခ်က္မ်ား

12.  Alignment with existing policies: တည္ဆဲမူဝါဒမ်ားႏွင္႔ ကိုုက္ညီေအာင္လုုပ္ျခင္း
 Procurement;
 Human Resources;
 Research and Development/Design;
 Legal;
 Communications/Public Affairs;
 Risk;
 Corporate Responsibility/CSR;
 Security;
 Marketing and Sales
 Anti-corruption policies
 တာဝန္ခံမႈ တည္ေဆာက္ျခင္း Establishing accountability (eg. Ethics or Sustainability
Committee, assessment across all functions)
 အျမင္ဖြင့္ သင္တန္းမ်ားပိုု႔ခ်ျခင္း ( awareness raising and training)
Aligning Internally with the Policy Commitment
လုုပ္ငန္းတြင္းမူဝါဒမ်ားႏွင္႔ ကိုုက္ညီေအာင္လုုပ္ျခင္း
Possible Approaches ျဖစ္ႏိုုင္ေသာခ်ဥ္းကပ္မႈမ်ား

13. Key Points for Implementation - အေကာင္ထည္ေဖာ္ျခင္းအတြက္ အဓိကအခ်က္မ်ား
 Embedding the policy commitment into the terms of contracts and other
agreements with its business partners-suppliers, resellers/distributers,
customers and users including governments and state-owned enterprises.
 မူဝါဒမ်ားအား စာခ်ဳပ္မ်ားႏွင္႔ အျခားေသာသဘာတူညီခ်က္မ်ားတြင္ ထည္႔သြင္း၍
လိုုက္နာေအာင္ လုုပ္ေဆာင္ျခင္း
(ဥပမာပါဝင္ပတ္သက္သူမ်ားျဖစ္ေသာယင္း၏စီးပြားေရးပါတနာမ်ား၊ ပစၥည္းေပးသြင္းသူမ်ား၊
ေဖာက္သည္မ်ား၊ အစိုုးရမ်ားႏွင္႔အစိုုးရပိုုင္စီးပြားေရးလုုပ္ငန္းမ်ားအပါအဝင္အသံုုးျပဳသူမ်ား)
5.Applying the Commitment to Business Relationships
စီးပြားေရးႏွင္႔ပတ္သက္ဆက္ဆံေရးမ်ားတြင္ က်င္႔သံုုးျခင္း

14. Examples of how companies integrate human rights policy in the organization
လူ႔အခြင့္အေရးမူဝါဒကိုု ကုုမၺဏီမ်ားကမည္သိုု႔အဖြဲ႔အစည္းအတြင္းေပါင္းစပ္လုုပ္ကိုုင္သည္ဆိုုေသာ ဥပမာမ်ား

15. Examples of how companies integrate human rights policy in the organization
လူ႔အခြင့္အေရးမူဝါဒကိုု ကုုမၺဏီမ်ားကမည္သိုု႔အဖြဲ႔အစည္းအတြင္းေပါင္းစပ္လုုပ္ကိုုင္သည္ဆိုုေသာ ဥပမာမ်ား

16. 7. Who is responsible for implementing human rights within the
adidas Group?
The short answer is everyone. Every employee has a
responsibility to follow the Group‟s corporate policies, as well as
comply with the relevant national laws and regulations, including
those that protect against the violations of human rights.
At an operational level, our commitment to foster the
implementation of human rights and core labour standards is
supported through our Human Resources function, the
programme for Legal Compliance and Social & Environmental
Affairs.
Our commitment to upholding human rights and core labour
standards is in effect in all adidas Group locations and it applies
to the Group‟s business operations worldwide.
adidas Group’s specific
policies for certain areas of
business (in line with
approach to integrating
human rights into its
business practices):
- Labour Rights Charta
- Workplace Standards
- Employment, Health &
Safety and Environmental
Guidelines
- Code of Business Ethics
http://www.adidas-
group.com/media/filer_public/2013/07/31/human_rights_responsibl
e_business_practices_qa_july_2011_en.pdf
Examples of how companies integrate human rights policy in the organization
လူ႔အခြင့္အေရးမူဝါဒကိုု ကုုမၺဏီမ်ားကမည္သိုု႔အဖြဲ႔အစည္းအတြင္းေပါင္းစပ္လုုပ္ကိုုင္သည္ဆိုုေသာ ဥပမာမ်ား

17. https://corporate.marksandspencer.com/documents/plan-
a-our-approach/mns-human-rights-policy.pdf
Mark and Spencer Commitments and targets
“ Our Human Rights Policy is informed by the International Bill of Human Rights (as
enacted in national laws around the world), the International Labour Organization’s (ILO)
Declaration on Fundamental Principles and Rights at Work, and the Children's Rights and
Business Principles.”
Partnership, collaboration and advocacy မိတ္ဖက္ျခင္း၊ ပူေပါင္း
ေဆာက္ရြက္ျခင္း ႏွင္႔ အားေပးျခင္း
Remedy ျပန္လည္ကုုစားျခင္း
“We are committed to working collaboratively with suppliers, civil society, government and
Other business on human rights to inform our approach …... Influence systematic
positivechange “
We will not tolerance, nor we will condone abuse of human rights within any part of our
business Or supply chain ….......... place importance on the provisions of effectie remedy
whereevery human rights impacts occur through company based grivience mechanisms

18. Salient Issues
အဓိကျဖစ္ေပၚေနေသာကိစၥရပ္မ်ား
• Discrimination
• ခြဲျခားဆက္ဆံျခင္း
• Forced Labour
• အတင္းအက်ပ္ေစခိုုင္းမႈ
• Freedom of Association
• လြတ္လပ္စြာအသင္းဖြဲ႔စည္းျခင္း
• Health and Safety
• က်န္းမာေရးႏွင္႔ လံုုၿခံဳေရး
• Living Wages
• လုုပ္အားခ
• Water and Sanitation
• ေရႏွင္႔ ေရဆိုုးစနစ္
• Working Hours
• အလုုပ္ခ်ိန္

19.  Coca-Cola:
http://assets.coca-
colacompany.com/e9/c2/f1c4a6314f93bd7545fe43934621/human_rights_statement.pdf
 Nestle:
http://www.nestle.com/asset-
library/Documents/Library/Documents/Corporate_Governance/Corporate-Business-
Principles-EN.pdf
https://www.bmo.com/cr/images/HumanRightsOct2011.pdf
 Bank of Montreal
https://www.bmo.com/cr/images/HumanRightsOct2011.pdf
Other Examples အျခားေသာဥပမာမ်ား

20.  Human Rights Translated: A Business Reference Guide give understanding on the full
spectrum of human rights and identify which may have to be prioritized given the
company’s unique geographical footprint, relationships, industry and operating context.
http://www2.ohchr.org/english/issues/globalization/business/docs/Human_Rights_Translated_
web.pdf
 This list of company human rights policies are a good starting point when writing your
own policy:
http://business-humanrights.org/en/company-policy-statements-on-human-rights
 These tools and examples can guide you in conducting human rights impact
assessments:
http://business-humanrights.org/en/tools-guidance-0/impact-assessment
 The Centre’s corporate legal accountability portal profiles lawsuits against companies
for human rights abuses, which highlight the legal risk that rights allegations present to
companies:
http://business-humanrights.org/en/corporate-legal-accountability
Examples of Guidance လမ္းညႊန္ခ်က္ဥပမာမ်ား

21. Question and Answers
အေမးအေျဖ