Business and human rights, particularly in developing countries are under increasing scrutiny. Allegations of sweatshop factories, dangerous working conditions and child labour have been made against a wide-range of companies, particularly those reliant on foreign supply and value chains. The resulting impact to reputation and sales can be hugely detrimental, reflecting an increased ethical awareness amongst customers and investors who are quick to disassociate themselves from tainted brands. This session aims to provide an overview of the issues you should be aware of.
This presentation was conducted on 31 October 2013 by Eversheds' Martin Warren, Partner, and Jane O'Rouke, HR Consultant.
Towards fair supply chains a practical guide for trade unionsCNV Vakcentrale
The ‘Ruggie Principles’ are the new UN Principles for both exposing and preventing violations of human rights in
companies, sectors and industries worldwide. Especially for trade unions and Works Councils, the Ruggie Principles are
a useful and effective resource for addressing companies about compliance with internationally recognised labour
standards. Moreover, the principles provide additional possibilities for promoting the Decent Work agenda and
international solidarity and collegiality.
With this guide, the CNV is actively bringing the Ruggie Principles to the attention of trade union leaders, trade union
officials and members of Works Councils in the Netherlands, and, translated into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and Eastern Europe.
Take advantage of this new resource! Instead of long texts about background circumstances, we give you tips, ideas and
examples to help you apply Corporate Social Responsibility (CSR) in the chain. It is a manual for putting the principles
into practice.
This manual is also available in Dutch http://www.slideshare.net/Vakbond/cnv-mvo, and on demand to internationaal@cnv.nl in French and Spanish.
More information on corporate social responsibility: http://www.cnvinternationaal.nl/en/csr/
Towards Social Impact - A multistakeholder perspective on Human rights and bu...CNV Vakcentrale
Als vakbeweging richten CNV Internationaal en partnervakbonden wereldwijd zich op de arbeidsrechten, die een specifiek onderdeel vormen van de mensenrechten. Als het gaat om social impact in verantwoord ketenbeheer, dan leggen vakbonden het accent op de leef- en werkomstandigheden van werkenden die van begin tot eind in de keten actief zijn.
Bedrijven die hun eigen CSR-beleid serieus nemen, investeren daar ook financieel in. Om die reden alleen al is het goed om oog te hebben voor de social impact van het MVO-beleid:
Meer over dit onderwerp is te lezen in deze publicatie uitgegeven ter gelegenheid van de HUMAN conference 2015 door CNV Internationaal, ICCO, PWC en VBDO.
Meer over CNV Internationaal en MVO: www.cnvinternationaal.nl/mvo
A Practical CNV Guide To The Ruggie PrinciplesCNV Vakcentrale
What can you as a trade union leader official do about human rights violations in your company, with the help of CNV Internationaal via your international network? Or even
better: how can you prevent the rights of workers being violated in the first place?
Youth Employment, precarious jobs and social policy initiatives Marcelo Gomes Freire
The document summarizes issues around youth employment, precarious jobs, and social policy initiatives in New Zealand, Australia, the UK, and other countries. It finds that youth employment rates have declined in these countries, with young people more likely to work part-time or temporarily. Many youth jobs are in services like retail and food, and young people are overrepresented in low-skill occupations. The growth of casual and precarious employment like zero-hour contracts and internships is discussed, as are impacts of neoliberal reforms promoting flexible labor markets. While this allows more work opportunities, it also increases precarity without traditional employee protections. The emerging "gig economy" is also examined as a new form of precarious work arrangement
The document discusses various legal, ethical, social and environmental issues companies may face when conducting international business. Specifically, it addresses legal issues around jurisdiction, intellectual property, taxes and securities, and internet regulations. It also discusses ethical concerns regarding employment practices, corruption, human rights, and pollution. Further, it outlines social issues such as dealing with corrupt governments, war between trading nations, negative attitudes towards foreign investment, lack of infrastructure, and government interference. Finally, it examines environmental challenges including global warming, relocation of polluting industries, bans on importing some goods, and the role of trade in environmental preferences.
This document outlines the key concepts and terms from a lecture on business ethics. It discusses ethics as concerning how individuals and organizations should act, distinguishing normative ethics from descriptive ethics. It defines values and stakeholders, introducing stakeholder theory about responsibilities to broader stakeholders beyond shareholders. It also distinguishes legal responsibilities from ethical responsibilities and practical reasoning for ethical decision-making over other types of decisions.
1) The document discusses supporting women entrepreneurs and empowering women in business.
2) It summarizes international agreements like the Beijing Platform for Action that establish a framework for women's rights.
3) Nordic countries are highlighted for policies that support gender equality like parental leave, resulting in greater women's empowerment and stable economies.
Towards fair supply chains a practical guide for trade unionsCNV Vakcentrale
The ‘Ruggie Principles’ are the new UN Principles for both exposing and preventing violations of human rights in
companies, sectors and industries worldwide. Especially for trade unions and Works Councils, the Ruggie Principles are
a useful and effective resource for addressing companies about compliance with internationally recognised labour
standards. Moreover, the principles provide additional possibilities for promoting the Decent Work agenda and
international solidarity and collegiality.
With this guide, the CNV is actively bringing the Ruggie Principles to the attention of trade union leaders, trade union
officials and members of Works Councils in the Netherlands, and, translated into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and Eastern Europe.
Take advantage of this new resource! Instead of long texts about background circumstances, we give you tips, ideas and
examples to help you apply Corporate Social Responsibility (CSR) in the chain. It is a manual for putting the principles
into practice.
This manual is also available in Dutch http://www.slideshare.net/Vakbond/cnv-mvo, and on demand to internationaal@cnv.nl in French and Spanish.
More information on corporate social responsibility: http://www.cnvinternationaal.nl/en/csr/
Towards Social Impact - A multistakeholder perspective on Human rights and bu...CNV Vakcentrale
Als vakbeweging richten CNV Internationaal en partnervakbonden wereldwijd zich op de arbeidsrechten, die een specifiek onderdeel vormen van de mensenrechten. Als het gaat om social impact in verantwoord ketenbeheer, dan leggen vakbonden het accent op de leef- en werkomstandigheden van werkenden die van begin tot eind in de keten actief zijn.
Bedrijven die hun eigen CSR-beleid serieus nemen, investeren daar ook financieel in. Om die reden alleen al is het goed om oog te hebben voor de social impact van het MVO-beleid:
Meer over dit onderwerp is te lezen in deze publicatie uitgegeven ter gelegenheid van de HUMAN conference 2015 door CNV Internationaal, ICCO, PWC en VBDO.
Meer over CNV Internationaal en MVO: www.cnvinternationaal.nl/mvo
A Practical CNV Guide To The Ruggie PrinciplesCNV Vakcentrale
What can you as a trade union leader official do about human rights violations in your company, with the help of CNV Internationaal via your international network? Or even
better: how can you prevent the rights of workers being violated in the first place?
Youth Employment, precarious jobs and social policy initiatives Marcelo Gomes Freire
The document summarizes issues around youth employment, precarious jobs, and social policy initiatives in New Zealand, Australia, the UK, and other countries. It finds that youth employment rates have declined in these countries, with young people more likely to work part-time or temporarily. Many youth jobs are in services like retail and food, and young people are overrepresented in low-skill occupations. The growth of casual and precarious employment like zero-hour contracts and internships is discussed, as are impacts of neoliberal reforms promoting flexible labor markets. While this allows more work opportunities, it also increases precarity without traditional employee protections. The emerging "gig economy" is also examined as a new form of precarious work arrangement
The document discusses various legal, ethical, social and environmental issues companies may face when conducting international business. Specifically, it addresses legal issues around jurisdiction, intellectual property, taxes and securities, and internet regulations. It also discusses ethical concerns regarding employment practices, corruption, human rights, and pollution. Further, it outlines social issues such as dealing with corrupt governments, war between trading nations, negative attitudes towards foreign investment, lack of infrastructure, and government interference. Finally, it examines environmental challenges including global warming, relocation of polluting industries, bans on importing some goods, and the role of trade in environmental preferences.
This document outlines the key concepts and terms from a lecture on business ethics. It discusses ethics as concerning how individuals and organizations should act, distinguishing normative ethics from descriptive ethics. It defines values and stakeholders, introducing stakeholder theory about responsibilities to broader stakeholders beyond shareholders. It also distinguishes legal responsibilities from ethical responsibilities and practical reasoning for ethical decision-making over other types of decisions.
1) The document discusses supporting women entrepreneurs and empowering women in business.
2) It summarizes international agreements like the Beijing Platform for Action that establish a framework for women's rights.
3) Nordic countries are highlighted for policies that support gender equality like parental leave, resulting in greater women's empowerment and stable economies.
This document provides an overview of a seminar on corporate social responsibility (CSR). It begins with definitions of CSR, comparing European and Japanese approaches. It outlines the business benefits of CSR and results from global and UK CSR surveys. It then details CSR concepts, standards, guidelines and related laws/initiatives. The five basic fields of CSR are given as governance, market, environment, workplace and community. Two case studies on CSR issues are briefly described. The document concludes with important viewpoints on implementing CSR such as stakeholder engagement, strategic CSR communication and linking CSR activities to core business.
In our recent webinar at Junxion Strategy we share insights about how the right-sized approach to materiality will help your strategy and reporting efforts start on the right foot, and practical approaches to brand development that tie together your inspiring vision for change, your business strategy, and accountability for your social performance. Whether your business is considering next steps, or first steps, in your journey towards socially responsible corporate citizenship, these are two essential practices to master if you want to "walk the talk" with confidence.
current scenario of corporate social responsibility and methods to bring back values back to CSR from research paper by by Chris MacDonald & Alexei Marcoux from Business Ethics Journal Review
Community relations creating value for industry and communityWayne Dunn
Keynote presentation to the International Congress on Community Relations’ Global Forum in Lima, Peru, Aug. 2014. Discusses how community relations and CSR can create value for industry and community
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter
Once Thomas Kuhn said that "a mature science is governed by a single paradigm". However the lack of clear paradigm for CSR research should not necessarily be seen as weakness for a field that is still in a state of emergence and CSR is still in the stage of emergence.
On 18th July 2012, auto factory workers in Maruti's Manesar plant attacked supervisors and started a fire that killed a company official and injured 100 managers, including two Japanese expatriates.
The attack was allegedly influenced by:i. A caste slur (later discredited) by a supervisor against a workerii. Failed negotiations about employee regularization
- The document discusses a loss-loss situation that occurred between Maruti Suzuki and its workers union at the Manesar plant in India. Operations were stopped for a month due to differences in salaries, working conditions, and demands for a new union. This led to estimated losses of over 1.5 billion rupees for the company and unemployment for many workers. It identifies a lack of communication between HR and unions as a key problem. Suggested solutions include proper coordination, non-discriminatory salary policies, understanding workers' problems, and following labor laws in a humanitarian way.
Corporate Social Responsiblity, Ethics & Sustainabilitypercydeigh
This document discusses corporate social responsibility (CSR) and related topics. It provides context on why CSR has become important, noting corporate scandals, consumer cynicism, and demands for transparency. CSR is defined as considering society and stakeholder interests beyond legal obligations. The document outlines CSR's economic, social, and environmental dimensions and drivers of CSR development. It compares Western and African perspectives on CSR and the roles of governments and standards in facilitating CSR practices.
This document discusses an approach to corporate social responsibility (CSR) proposed by Green Kettle Consulting. It begins by introducing Green Kettle and the trends in CSR, noting that CSR efforts are often ad-hoc and lack integration into business strategies. The document then outlines Green Kettle's approach to sustainable CSR, which involves visioning, strategy development, and delivering CSR programs through products, community efforts, supply chains and employees in a way that creates both social and economic value. Integrating CSR into business in this way can drive culture change within companies and improve CSR program management and communication.
Nike is a company created in 1972 that is named after the Greek goddess of victory. In 1996, it was revealed that some of Nike's factories in places like Pakistan employed 12-year-olds to make footballs for long hours and low pay in poor conditions. This led Nike to create a code of conduct for suppliers and an excessive overtime task force to address these issues, though short term results were poor. Critics argue Nike could fix such problems by paying workers just 75 cents more per pair of shoes instead of spending $10-12 million annually on corporate social responsibility programs and expenses. There is debate around whether CSR should be seen as crisis management or a true corporate duty and social responsibility.
The document summarizes the key points of the Anti-Sexual Harassment Act of 1995 in the Philippines. The act declares all forms of sexual harassment in employment, education, and training environments unlawful. It defines work-related and education/training-related sexual harassment and establishes classifications of offenses from grave to light. Employers have duties to prevent harassment, investigate complaints, and face liability for inaction. Individuals can also pursue legal damages. Violators face fines and imprisonment under the law.
The document discusses several international CSR instruments including the UN Global Compact, UN Guiding Principles on Business and Human Rights, OECD Guidelines for Multinational Enterprises, ISO 26000 Guidance Standard, and ILO MNE Declaration. It summarizes surveys and studies on company awareness and use of these instruments, noting the UN Guiding Principles and ISO 26000 have relatively high awareness. The document also outlines challenges companies face in implementing human rights due diligence approaches and managing supply chains responsibly.
Why do companies need to consider embedding the UN Guiding principles on business and human rights? What is the current status of the UK Modern slavery Act? What other developments are we seeing?
Global value chains have changed international trade by connecting manufacturing processes across many countries. Over 450 million people participate in global value chains, through which up to 80% of global economic activity occurs. There are existing international standards and guidelines to protect workers' rights in global value chains, such as UN declarations and ILO conventions. However, implementation of these non-binding standards remains a challenge. Some countries have begun establishing national laws and plans, such as Germany's National Action Plan for Business and Human Rights, to provide binding frameworks for corporate respect of human rights in global operations and supply chains. However, a monitoring found that less than half of large German companies had fully implemented human rights due diligence, indicating more progress is still needed. There
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Pr...CNV Vakcentrale
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Principles - How to address human rights violations within your company or branch
A way of effectively dealing with abuses and wrongs
The ‘Ruggie Principles’ are the UN Principles
for both exposing and preventing violations of
human rights in companies, sectors and industries
worldwide. Especially for trade unions and Works
Councils, the Ruggie Principles are a useful and
effective resource for addressing companies
about compliance with internationally recognised
labour standards. Moreover, the principles provide
additional possibilities for promoting the Decent
Work agenda and international solidarity and
collegiality.
With this guide, the CNV is actively bringing the
Ruggie Principles to the attention of trade union
leaders, trade union officials and members of
Works Councils in the Netherlands, and, translated
into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and
Eastern Europe.
Take advantage of this new resource! Instead of
long texts about background circumstances, we
give you tips, ideas and examples to help you apply
Corporate Social Responsibility (CSR) in the chain. It
is a manual for putting the principles into practice.
This document outlines the agenda and content for a presentation on business and human rights. The presentation discusses the recent trend of businesses becoming more involved in upholding human rights standards. It covers international initiatives like the UN Global Compact, and surveys of companies' recognition and commitments to labor rights, non-labor rights, and international instruments. The document also addresses how human rights relate to business risks like reputational, judicial and financial risks. It provides an action framework for developing a human rights policy and management system. Finally, it discusses the benefits of such a system, including access to markets, investor confidence, efficiency and sustainability.
The regulatory landscape on human rights compliance is changing. There are greater requirements for disclosure and companies having proper due diligence procedures in place. The UN Guiding Principles on business and human rights, although not a legal framework, is set to be a gamechanger.
The increased focus on the implementation of the business practices to comply with the principles will lead to extra time consumption of the management and more resources will be required to ensure the compliance.
Corporate social responsibility (CSR) has several key implications for enterprises and development according to this document. CSR management involves developing codes of conduct, compliance systems, and reporting to address social and environmental issues. As CSR cascades through supply chains, it can influence labor conditions and transfers in developing countries. While CSR may help compensate for weak legal environments, some argue it could also suppress employment and hold back growth in poor nations. The document examines how CSR is addressed and impacts multinational corporations and development.
DevelopHumanRightsPolicy_ON BUSINESS AND HUMAN RIGHTS.Anthony Richard
- To provide a basis for embedding the responsibility to respect human rights through all business functions.
- To respond to relevant stakeholder expectations and identify policy gaps to alert the company to new areas of human rights risk.
- To elaborate on the company’s commitment to support human rights, build trust with stakeholders, and address their concerns.
This document discusses corporate social responsibility (CSR). It defines CSR as voluntary actions businesses take to address competitive and social interests. The document outlines five dimensions of CSR and provides two case studies on Nike and BP. It analyzes issues each company faced regarding working conditions and environmental pollution. The document concludes that CSR means avoiding unethical practices like pollution, financial misrepresentation, and disrespecting employees/customers. It recommends international organizations provide CSR guidance and training while governments encourage reporting and recognition of leaders in social and environmental performance.
This document provides an overview of a seminar on corporate social responsibility (CSR). It begins with definitions of CSR, comparing European and Japanese approaches. It outlines the business benefits of CSR and results from global and UK CSR surveys. It then details CSR concepts, standards, guidelines and related laws/initiatives. The five basic fields of CSR are given as governance, market, environment, workplace and community. Two case studies on CSR issues are briefly described. The document concludes with important viewpoints on implementing CSR such as stakeholder engagement, strategic CSR communication and linking CSR activities to core business.
In our recent webinar at Junxion Strategy we share insights about how the right-sized approach to materiality will help your strategy and reporting efforts start on the right foot, and practical approaches to brand development that tie together your inspiring vision for change, your business strategy, and accountability for your social performance. Whether your business is considering next steps, or first steps, in your journey towards socially responsible corporate citizenship, these are two essential practices to master if you want to "walk the talk" with confidence.
current scenario of corporate social responsibility and methods to bring back values back to CSR from research paper by by Chris MacDonald & Alexei Marcoux from Business Ethics Journal Review
Community relations creating value for industry and communityWayne Dunn
Keynote presentation to the International Congress on Community Relations’ Global Forum in Lima, Peru, Aug. 2014. Discusses how community relations and CSR can create value for industry and community
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter
Once Thomas Kuhn said that "a mature science is governed by a single paradigm". However the lack of clear paradigm for CSR research should not necessarily be seen as weakness for a field that is still in a state of emergence and CSR is still in the stage of emergence.
On 18th July 2012, auto factory workers in Maruti's Manesar plant attacked supervisors and started a fire that killed a company official and injured 100 managers, including two Japanese expatriates.
The attack was allegedly influenced by:i. A caste slur (later discredited) by a supervisor against a workerii. Failed negotiations about employee regularization
- The document discusses a loss-loss situation that occurred between Maruti Suzuki and its workers union at the Manesar plant in India. Operations were stopped for a month due to differences in salaries, working conditions, and demands for a new union. This led to estimated losses of over 1.5 billion rupees for the company and unemployment for many workers. It identifies a lack of communication between HR and unions as a key problem. Suggested solutions include proper coordination, non-discriminatory salary policies, understanding workers' problems, and following labor laws in a humanitarian way.
Corporate Social Responsiblity, Ethics & Sustainabilitypercydeigh
This document discusses corporate social responsibility (CSR) and related topics. It provides context on why CSR has become important, noting corporate scandals, consumer cynicism, and demands for transparency. CSR is defined as considering society and stakeholder interests beyond legal obligations. The document outlines CSR's economic, social, and environmental dimensions and drivers of CSR development. It compares Western and African perspectives on CSR and the roles of governments and standards in facilitating CSR practices.
This document discusses an approach to corporate social responsibility (CSR) proposed by Green Kettle Consulting. It begins by introducing Green Kettle and the trends in CSR, noting that CSR efforts are often ad-hoc and lack integration into business strategies. The document then outlines Green Kettle's approach to sustainable CSR, which involves visioning, strategy development, and delivering CSR programs through products, community efforts, supply chains and employees in a way that creates both social and economic value. Integrating CSR into business in this way can drive culture change within companies and improve CSR program management and communication.
Nike is a company created in 1972 that is named after the Greek goddess of victory. In 1996, it was revealed that some of Nike's factories in places like Pakistan employed 12-year-olds to make footballs for long hours and low pay in poor conditions. This led Nike to create a code of conduct for suppliers and an excessive overtime task force to address these issues, though short term results were poor. Critics argue Nike could fix such problems by paying workers just 75 cents more per pair of shoes instead of spending $10-12 million annually on corporate social responsibility programs and expenses. There is debate around whether CSR should be seen as crisis management or a true corporate duty and social responsibility.
The document summarizes the key points of the Anti-Sexual Harassment Act of 1995 in the Philippines. The act declares all forms of sexual harassment in employment, education, and training environments unlawful. It defines work-related and education/training-related sexual harassment and establishes classifications of offenses from grave to light. Employers have duties to prevent harassment, investigate complaints, and face liability for inaction. Individuals can also pursue legal damages. Violators face fines and imprisonment under the law.
The document discusses several international CSR instruments including the UN Global Compact, UN Guiding Principles on Business and Human Rights, OECD Guidelines for Multinational Enterprises, ISO 26000 Guidance Standard, and ILO MNE Declaration. It summarizes surveys and studies on company awareness and use of these instruments, noting the UN Guiding Principles and ISO 26000 have relatively high awareness. The document also outlines challenges companies face in implementing human rights due diligence approaches and managing supply chains responsibly.
Why do companies need to consider embedding the UN Guiding principles on business and human rights? What is the current status of the UK Modern slavery Act? What other developments are we seeing?
Global value chains have changed international trade by connecting manufacturing processes across many countries. Over 450 million people participate in global value chains, through which up to 80% of global economic activity occurs. There are existing international standards and guidelines to protect workers' rights in global value chains, such as UN declarations and ILO conventions. However, implementation of these non-binding standards remains a challenge. Some countries have begun establishing national laws and plans, such as Germany's National Action Plan for Business and Human Rights, to provide binding frameworks for corporate respect of human rights in global operations and supply chains. However, a monitoring found that less than half of large German companies had fully implemented human rights due diligence, indicating more progress is still needed. There
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Pr...CNV Vakcentrale
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Principles - How to address human rights violations within your company or branch
A way of effectively dealing with abuses and wrongs
The ‘Ruggie Principles’ are the UN Principles
for both exposing and preventing violations of
human rights in companies, sectors and industries
worldwide. Especially for trade unions and Works
Councils, the Ruggie Principles are a useful and
effective resource for addressing companies
about compliance with internationally recognised
labour standards. Moreover, the principles provide
additional possibilities for promoting the Decent
Work agenda and international solidarity and
collegiality.
With this guide, the CNV is actively bringing the
Ruggie Principles to the attention of trade union
leaders, trade union officials and members of
Works Councils in the Netherlands, and, translated
into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and
Eastern Europe.
Take advantage of this new resource! Instead of
long texts about background circumstances, we
give you tips, ideas and examples to help you apply
Corporate Social Responsibility (CSR) in the chain. It
is a manual for putting the principles into practice.
This document outlines the agenda and content for a presentation on business and human rights. The presentation discusses the recent trend of businesses becoming more involved in upholding human rights standards. It covers international initiatives like the UN Global Compact, and surveys of companies' recognition and commitments to labor rights, non-labor rights, and international instruments. The document also addresses how human rights relate to business risks like reputational, judicial and financial risks. It provides an action framework for developing a human rights policy and management system. Finally, it discusses the benefits of such a system, including access to markets, investor confidence, efficiency and sustainability.
The regulatory landscape on human rights compliance is changing. There are greater requirements for disclosure and companies having proper due diligence procedures in place. The UN Guiding Principles on business and human rights, although not a legal framework, is set to be a gamechanger.
The increased focus on the implementation of the business practices to comply with the principles will lead to extra time consumption of the management and more resources will be required to ensure the compliance.
Corporate social responsibility (CSR) has several key implications for enterprises and development according to this document. CSR management involves developing codes of conduct, compliance systems, and reporting to address social and environmental issues. As CSR cascades through supply chains, it can influence labor conditions and transfers in developing countries. While CSR may help compensate for weak legal environments, some argue it could also suppress employment and hold back growth in poor nations. The document examines how CSR is addressed and impacts multinational corporations and development.
DevelopHumanRightsPolicy_ON BUSINESS AND HUMAN RIGHTS.Anthony Richard
- To provide a basis for embedding the responsibility to respect human rights through all business functions.
- To respond to relevant stakeholder expectations and identify policy gaps to alert the company to new areas of human rights risk.
- To elaborate on the company’s commitment to support human rights, build trust with stakeholders, and address their concerns.
This document discusses corporate social responsibility (CSR). It defines CSR as voluntary actions businesses take to address competitive and social interests. The document outlines five dimensions of CSR and provides two case studies on Nike and BP. It analyzes issues each company faced regarding working conditions and environmental pollution. The document concludes that CSR means avoiding unethical practices like pollution, financial misrepresentation, and disrespecting employees/customers. It recommends international organizations provide CSR guidance and training while governments encourage reporting and recognition of leaders in social and environmental performance.
Ethical and Sustainable Manufacturing in the Footwear IndustryCTC Groupe
"Ethical and Sustainable Manufacturing in the Footwear Industry" - Presentation of Yves Morin, CEO of CTC Groupe and President of UITIC (International Union of Shoe Industry Technicians) for the 5th World Footwear Congress of the CEC (European Confederation of the Footwear Industry) in Leon, Mexico, November 25th, 2014.
This document discusses concepts and drivers related to corporate social responsibility (CSR). It outlines key CSR concepts like social contract theory and stakeholder theory. It then examines the context of CSR globally and key drivers like NGO activism, responsible investment, litigation, and government initiatives. The document also explores implications of CSR for enterprises, like managing their value chains and sphere of influence, adopting codes of conduct, and implementing compliance and reporting systems. Finally, it discusses implications of CSR for development through its cascade effects on global value chains and members' labor and environmental practices.
Social compliance in the garment industriesAna Sheikh
This manual provides the procedures to set up Code of Conduct According to ISO, WRAP, Compliance, Accord & Alliance to any Garments Industry.
It will also help in making a better environment.
Ensure motivational activity in the organization/ Factory.
This will also help to maintain a good employee relationship and a sound working environment in the organization.
This document discusses concepts of corporate social responsibility including the social contract between firms and society, stakeholder theory, and Carroll's model of CSR. It outlines key issues in CSR such as labor rights, environmental conditions, and human rights. It then discusses the context and key drivers of CSR globally and in developing countries, including NGO activism, responsible investment, litigation, and government initiatives. The implications for enterprises include expanded spheres of influence and CSR management systems. For development, the document discusses the potential for CSR to positively impact labor conditions, environmental controls, and management techniques through supply chains, as well as debates around the economic impacts of CSR.
Social compliance issues in the apparel sector of BangladeshAzmir Latif Beg
Quality of goods exported from Bangladesh has always been questioned by the foreign buyers due to lack of experience and awareness of Garment manufacturers associated in the trade. In order to export readymade garments, it is not only the quality parameters which are important towards acceptance of the product as per the intended end use, but also the working environment in which the garments are to be produced, is equally important so that sweatshop concept is totally taken care of and the code of conduct must be stretched towards achieving the objectives of social compliance issues.
Financial Sector Responsibility for Human Rights Conduct of Borrowers: What W...Larry Catá Backer
The document discusses the responsibilities of financial institutions for the human rights conduct of their borrowers, using the extractives sector as an example. It provides context on debates around corporate social responsibility in the extractives sector. It then outlines several international norm structures that guide business and human rights conduct, such as the UN Guiding Principles on Business and Human Rights, OECD Guidelines for Multinational Enterprises, and third party standards. The document also examines case studies of financial institutions, including the Norwegian sovereign wealth fund's exclusions of certain companies from its investment portfolio due to human rights or environmental concerns. It concludes by looking at private standards adopted by banks like HSBC for their mining and metals sector clients and policies.
The clothing industry generates more than $250 billion each year worldwide. With so much money at stake, it is tempting for companies to ignore the ethical practices, such as sustainability, pay rates, and employee safety that the industry should practice.
As companies expand their manufacturing and sourcing capabilities around the world, supply chain workplace conditions are increasingly scrutinized, particularly in developing countries
Consumers increasingly want to buy products produced under conditions where minimum standards of human rights for workers in global supply chains are achieved.
This document discusses concepts and implications of corporate social responsibility (CSR). It outlines key CSR drivers like NGO activism, responsible investment, and litigation that have pushed firms to adopt CSR. It also examines implications for enterprises, like developing codes of conduct and CSR management systems to govern global supply chains. For development, the document notes CSR can help cascade standards to suppliers but may also constrain growth if taken too far. Overall, the document provides an overview of CSR concepts, drivers, and implications for businesses and developing countries.
In May 2016, Assent Compliance attended the OECD Forum in Paris. This webinar provides detailed insights and key takeaways from the forum. Download your copy here: http://assentcompliance-1.hs-sites.com/webinar-oecd-forum-2016
Similar to SHINE webinar - Business and Human Rights (20)
The fourth industrial revolution – Understanding the opportunities and threats
With the speed of change that the new wave of technology represents we will consider the changing impact on business.
Conduct Risk – What Corporates Can Learn From The Financial SectorEversheds Sutherland
Over the last few years the financial services industry has wrestled with the impact of poor conduct. Fines and penalties have soared, franchises have been damaged and the legal and regulatory burden has forced a complete rewriting of business models. As a result there has been a sharpened focus from both a regulatory and governance perspective on “conduct risk” – the pro-active management of anything in which an institution might engage which could impact on customer outcomes, or market integrity. We look into what corporates in other sectors can learn from financial institutions in terms of compliance, culture, governance and ”conduct risk”.
Simon Brooks from law firm Eversheds Sutherland gave a presentation on major changes to UK insurance law from the Insurance Act 2015. The new law introduces a duty of fair presentation of risk that requires insureds to disclose all material information to insurers. It also changes remedies for breach to include proportionate reductions in claims instead of automatic avoidance of the policy. Warranties will now be treated as suspensory conditions so coverage isn't voided for unrelated breaches. The changes aim to make disclosure obligations and consequences more proportionate and fair.
How technology and innovative processes can make your legal team more efficientEversheds Sutherland
It has never been a more exciting or challenging time to be an in-house lawyer or delivering legal work in-house. We will explore some of the key challenges and latest trends for delivering in-house legal work including; delivering more for less, increasing strategic focus, risk management, the use of technology, future planning and the increasing demand from the business to demonstrate value.
To address the future separation of UK and EU law, all contracts should now include transitional Brexit and change/divergence of law provisions. This webinar is an update on the key areas including currency risk, customs and trade assumptions.
The implications of State Aid can affect businesses operating within the EU, to protect your business it is vital to understand the risks in terms of both tax and corporate arrangements.
Opportunities and challenges of managing a globally mobile workforceEversheds Sutherland
This document summarizes a presentation on Brexit opportunities and challenges for a globally mobile workforce. It discusses that Brexit will likely end free movement between the UK and EEA countries. It outlines practical steps employers are taking like auditing their workforce and providing support and guidance to EEA citizens. It also reviews options for employees such as applying for qualified person status, family member status, or permanent residence. Other potential practical HR issues for employers resulting from Brexit are also listed.
Getting over ‘Regrexit’ - Post Brexit Real Estate OpportunitiesEversheds Sutherland
The document discusses opportunities in the UK real estate market post-Brexit. It notes that while Brexit has introduced uncertainty, investors dislike uncertainty and some asset prices may have overcorrected, creating mispricing opportunities. Specific opportunities mentioned include increased demand from private equity seeking higher yields, growth of build-to-rent developments, availability of patient capital for public sector projects, potential for distress in some sectors like housing, and redevelopment opportunities from insolvencies.
Measuring value is often seen as a challenging process for the in-house legal team. We will consider some practical approaches that will help you to clarify objectives, improve performance as well as measure value.
This document summarizes a presentation on EU state aid challenges relating to taxation. It introduces EU state aid rules and explains that tax arrangements can constitute illegal state aid if they confer a selective advantage through practices like transfer pricing rulings that endorse artificial profits. Recent investigations by the European Commission into such tax rulings granted by member states to certain companies are discussed. The document considers arguments for and against these investigations and explores implications and opportunities and risks for businesses in light of the Commission's actions.
This document summarizes a webinar presented by intellectual property lawyers at Eversheds LLP on the potential risks to intellectual property from the UK's EU referendum and the upcoming introduction of the Unitary Patent system. It discusses the impact on copyright, trademarks, patents, and registered designs from a potential UK exit from the EU. It also provides an overview of the new Unified Patent Court system and recommendations for reviewing IP portfolios and strategies in light of these changes.
Join this webinar to hear the latest developments, including how businesses are addressing their human rights impacts and are reporting progress, for example, in accordance the Modern Slavery Act and UN Guiding Principles on business and human rights. We will also share the results of our comprehensive survey of General Counsels. The survey addresses their involvement in human rights risks and management, as well as providing practical insight into their challenges and priorities.
AIMA Hedge Fund Manager Training, 13th April 2016. Hosted by Mike Booth and Andrew Henderson this session was focused towards portfolio managers, dealers and compliance teams. We had 70+ hedge fund managers register and we covered topics including:
• The FCA’s rules applicable for front office controls
• The lessons that can be learned from the recent front office controls fines
• The respective roles of compliance and front office teams
• What firms are doing in practice
• A brief overview of the new MAD II / MiFID II rules in the context of front office controls
Eversheds CREATE Workshop #1: Real estate holding structuresEversheds Sutherland
Corporate Real Estate Academy Training at Eversheds (CREATE) is a series of workshops designed to further your knowledge of indirect real estate and corporatised real estate transactions.
CREATE Workshop #1: Real Estate Holding Structures explored:
• typical structures used for holding real estate and real estate joint ventures
• why each structure is used and by whom
• trends and how the status quo is changing
Data Security Breach – knowing the risks and protecting your businessEversheds Sutherland
The impact of a breach in data security can be far reaching, with the risk of reputation damage affecting companies of any size. We will consider how to manage a security breach, its wider impact and building an effective cyber security for your infrastructure.
Each year, student teams are assigned a “Project of Worth”. Their task is to create an innovative startup solving a real problem in legal education or practice. Here is a list of the 2016 Projects of Worth.
Eversheds 'Spotlight on the Cloud' - headline results presentation and key sp...Eversheds Sutherland
Eversheds 'Spotlight on the Cloud' headline results presentation and key speaker commentary. Eversheds held its Cloud Computing survey (in conjunction with The Lawyer) launch event in London on Tuesday 8 March. Headline results were presented by Charlotte Walker-Osborn, Global Head of Technology, Media and Telecoms and Paula Barrett, Global Head of Privacy and Information Law. Industry speakers included Alastair McAulay, Director of Disruptive IT, PA Consulting Group and Olivier Wolf, TMT Sector Head, EY Transaction Advisory Services.
Neill Blundell provides an update of recent bribery activity around the world and discusses whether it is a real issue for business or merely an overstated problem.
Managing and retaining talent is one of the biggest challenges facing management, particularly in terms of attracting and retaining the right people, building high performance teams, as well as dealing with the risks associated with compliance and employment regulation. Our webinar will consider these issues and strategies you can develop to manage them.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Company Valuation webinar series - Tuesday, 4 June 2024
SHINE webinar - Business and Human Rights
1. Business and human rights
Martin Warren, Practice Group Head, Human Resources & Head of
Labour Relations and Jane O’Rourke, Principal Human Resources
Consultant, Eversheds LLP
31 October 2013
2. Business and human rights
Today’s speakers
Martin Warren
Practice Group Head,
Human Resources &
Head of Labour Relations
Jane O’Rourke
Principal Human
Resources Consultant
3. Business and human rights
Agenda
•
•
•
•
•
•
•
Identifying the risks and why you need to act
An overview of the recognised global human rights standards
Who are the key players?
Recent developments – the Bangladesh Accord
What are the benefits of grasping the nettle?
How to respond in practice
Useful links to existing guidance and resources
4. Headlines from last 2 months
‘Beatings and 17-hour days’: the life of Britain’s
food slaves The Sunday Times
Dhaka victims still wait
for help ITV News
Yet another labour scandal hits
Chinese supplier Foxconn Forbes
5. Business and human rights
An introduction
•
•
•
•
•
Globalisation of
– business and supply chains
– trade unions and NGOs
Global labour practices and conditions, particularly in developing
countries, are under increasing scrutiny
– some developing countries have weak labour laws or a poor history of
enforcement
International human rights standards have developed to ‘fill the gaps’
Standards evolving from ILO (aimed at Governments) to Ruggie UNGPs
(aimed at businesses)
Multi-national employers expected to comply
6. Business and human rights
Identifying the risks
•
•
•
•
•
•
•
•
•
Reputation and brand value
Cost (lost sales, disruption to supply chains, compensation claims, worker
disputes etc)
Legal (litigation, procurement terms etc)
Accusations of complicity with supply chain abuses
Pressure from investors/stakeholders/customers
Accusations of failing to live up to CSR codes
Trade unions use human rights to pursue a wider agenda
Free trade agreements incorporating human rights
Western government pressure (e.g. California law)
7. Business and human rights
Other reasons to take action?
•
•
•
•
•
•
•
Genuine desire to respect labour standards globally
A way to address weak laws in some developing states
Wanting a level playing field - a legitimate global governance structure
Ruggie UNGPs – changing the game
A way to regain some control over contractors & suppliers’ working
practices
Better to take the initiative
The Bangladesh tragedy and the resultant Accord has brought many of
these issues in to sharp focus
8. Business and human rights
An overview of the global human rights
standards
9. Who is responsible in your organisation?
Polling question
Who is responsible and accountable for business and human rights in your
organisation?
A.
B.
C.
D.
E.
F.
G.
Human Resources
Legal
Health and Safety
Corporate Social Responsibility
Internal audit
Labour Relations
All of the above
10. Business and human rights
The answer is...
•
G - All of the above
•
Human rights issues are relevant to many Corporate support functions
•
Establishing who should take ownership of this topic is a challenge for
many global organisations
11. Business and human rights
What are the global human rights standards?
•
•
•
•
International Labour Organisation (ILO) Conventions
UN Guiding Principles (Ruggie UNGPs)
UN Global Compact
OECD Guidelines
12. Global human rights standards
International Labour Organisation (ILO)
•
•
•
•
The ILO mission is “to promote rights at work and enhance social
protection” across 185 member states
– over 90% of the world’s states = ILO members
How? By creating international labour standards, which set minimum
levels of social protection, backed by education, supervision, research etc
to promote them
What are international labour standards?
– covering all work matters, with a focus on freedom of association, a
right to collective bargaining, the elimination of discrimination and
forced/child labour
– aimed primarily at governments, not companies
Contained in ‘conventions’ - legally binding international treaties that
member states must apply in their countries
13. Global human rights standards
International Labour Organisation (ILO)
•
•
•
A supervision & complaints procedure (but no hard sanctions)
How do the standards apply to global employers?
– direct - where national laws apply ILO standards (& are enforced)
– indirect - for example…
• ILO complaints ‘name and shame’ employers
• IFAs incorporate ILO standards
• CSR codes incorporate ILO standards
• TU’s, NGO’s/others mount corporate campaigns to pressurise
employers to adhere to ILO
• Commercial contracts impose adherence to ILO
• EWC agreements includes ILO adherence
What’s the problem if they do bind employers?
– legal uncertainty and conflict with national laws
14. Global human rights standards
The UN “Ruggie” Guiding Principles
•
•
•
•
Background
– states play a key role in raising labour standards
– but, progress slow and patchy
– growing recognition that MNE’s also have global duties and power to
affect international labour standards
Led to
– new UN Guiding Principles on Business & Human Rights developed by
J Ruggie
How does Ruggie ‘fit’ with the ILO standards?
– ILO sets out what standards should be respected & Ruggie sets out
how companies should act to fulfil their responsibilities
Companies to ‘know and show’ Ruggie compliance
15. Global human rights standards
The UN “Ruggie” guiding principles – an
extract
•
•
“Business enterprises should have in place policies and processes…
including
– a policy commitment to meet their responsibility to respect human
rights
– a human rights due-diligence process to identify, prevent, mitigate
and account for how they address their impacts on human rights
– processes to enable the remediation of any adverse human rights
impacts they cause or to which they contribute”
A human rights due diligence should include “assessing actual and
potential human rights impacts, integrating and acting upon the findings,
tracking responses, and communicating how impacts are addressed”.
16. Global human rights standards
The UN “Ruggie” Guiding Principles
•
•
•
•
•
The proactive due diligence (know and show) approach marks a major
change and is more demanding
They are recognised as the authoritative framework against which
business behaviour will be judged going forward
NB Supply chain responsibility – a company should ‘seek to’ prevent or
mitigate adverse human rights impacts ‘directly linked to company
through its business relationships’
Sanctions?
– there is no legal mechanism which allows complaints against a
company to be lodged with the UN
Also, same indirect application as for ILO before (‘naming and shaming’,
corporate campaigns, IFAs, CSR etc)
17. Global human rights standards
The UN Global Compact
•
•
•
•
The largest voluntary CSR type of initiative in the world – partnering with
the UN
Companies sign up to 10 principles in the areas of human rights,
environment & anti-corruption
Why? Companies benefit from access to practical tools and guidance, UN
expertise & sharing best practice to help them embed & apply the
principles
How do Ruggie and Compact fit together? According to the UN, Ruggie
reinforces the Compact, providing an authoritative framework for
implementing the Compact
18. Global human rights standards
The OECD guidelines
•
•
•
•
•
The guidelines are recommendations addressed by governments to MNEs
operating in their countries
They provide a framework for responsible business conduct including
business ethics, human rights (based on Ruggie), responsible supply
chain management and more
Compliance by employers is voluntary, not legally enforceable
But, NGOs and TU’s can and do bring complaints against an employer
under the guidelines
– subject to a non-judicial review procedure
– the outcome of which can be published
As a result, many companies have settled complaints to avoid
reputational damage, sometimes agreeing to enter into an IFA as part of
the settlement
19. Global human rights standards
Standard
Aimed at:
Covers
human
rights
Directly legally
enforceable
Indirectly legally
enforceable
ILO
Convention
Governments
of Member
States
Yes, international
/national laws as
applicable
Various routes
UN Global
Compact
All member
corporations
No
Various routes
UN Guiding
Principles
“Ruggie”
All corporations
& Member States
No
Various routes
OECD
Guidelines
NME’s operating
in OECD
countries
No
Various routes
Establish a
framework
that covers
issues
20. Business and human rights
Other than global institutions like the UN,
who are some of the key global players?
21. The key global players
Global union federations
•
As global organisations with worldwide membership, GUFs are wellplaced to address global human rights
– by transnational campaigns and negotiations
– exchange of information
– cooperation and coordination of positions
– building the competence of local unions in developing countries
22. The key global players
Global employer representatives
•
The International Organisation of Employers (IOE)
– recognised as the voice of business by ILO, UN, G20 and more
– represents the interests of private sector employers in social and
labour matters at international level
– with a membership of 150 business and employer federations in 143
countries
23. The key global players
Others
•
NGOs, charities and other pressure groups, for example
– The Ethical Trading Initiative (“we work in partnership to improve
the lives of poor and vulnerable workers across the globe”)
– The Fair Labour Association (“believes that all goods should be
produced fairly and ethically”)
– The Worker Rights Consortium (“an independent monitoring
organisation that supports workers in defending their workplace
rights”)
– Worldwide Responsible Accredited Production - WRAP (“a notfor-profit organisation dedicated to promoting ethical, humane and
lawful conditions and practices in manufacturing facilities all around
the world”)
– and many more …
26. Recent developments
The Bangladesh Accord – legal repercussions
•
•
•
•
•
Industriall and Uni, plus NGOs, pushed global retailers to sign the Accord
post Bangladesh factory deaths
80+ signatories to identify key or high risk suppliers in Bangladesh so
that they can be subject to safety inspections, remediation and fire safety
training
Up to $500,000 annual cost per signatory plus unclear who pays for the
remediation
Legally enforceable binding arbitration clause
– high risk - the size of any award for breach is unclear
This is a significant development - will GUF’s want similar clauses in IFAs?
A way to make Ruggie/ILO commitments legally enforceable by trade
unions?
27. Recent developments
International framework agreements (IFA’s)
•
•
Overview of IFA’s
– what are they? Typical human rights content? Enforcement?
– why do companies enter IFA’s?
Risks
Cost
•
•
•
•
Reputational (if IFA
breached, not renewed)
Legal (soft law
challenged, lack of legal
certainty)
Administration (audits,
reports, meetings)
Implications for
suppliers
Confidentiality
•
Risk of having to
disclose sensitive
information
Labour relations
•
•
•
May evolve into union
negotiation & collective
bargaining
If it contains neutrality
in organising
campaigns, expect
membership drive
Scope for more credible
global strike capacity
29. Business and human rights
The benefits of grasping the nettle
• Having clarity at a global level on labour standards will help
inform and improve local practices, gradually raising standards
where they fall below international standards
• Employers must be proactive to avoid nasty surprises
• Obligations are likely to increase – some governments are
seeking to influence labour practices outside their jurisdictions
• Global unions are likely to continue to push for legally binding
commitments in relation to global labour standards
• IFA’s signed under the pressure of a ‘name and shame’ campaign
have been described as ‘documents of surrender’
• Employers who are proactive can ‘know and show’ should they
become a target of such a campaign
31. Global labour standards
How are other global corporations
responding?
Our judgment is that most
companies with global
operations/supply chains are
here
•
The ‘Ruggie journey’:
– pre-compliance
– compliance
– beyond compliance
•
But, progress is being made:
– “The number of companies developing human rights policies, due
diligence procedures and grievance mechanisms is rising
significantly.” John Ruggie, February 2013
32. Global labour standards
How are other global corporations responding?
•
•
•
Those companies looking to comply with Ruggie soon realise that the
Principles are an authoritative statement but
– not a comprehensive code, and
– currently lack practical tools and guidance (although the UN Global
Compact does)
Each company is having to interpret what Ruggie means practically for
their operations
Typically, supply chains and other key business relationships in
developing countries present the biggest challenges
33. Global labour standards
Putting respect for human rights into practice
1. Develop
understanding
of your human
rights risk
profile
2. Formulation
of
strategy/policy
commitment
4. Integration
and acting on
potential
impacts
3. Human rights
due diligence –
assessing
impacts
‘Know and show’
Consider
local
grievance
mechanisms
5. Evaluating
effectiveness
34. Business and human rights
How to respond – some key points
•
•
•
•
•
•
•
This is not a one-off - it is an ongoing commitment
Identify whose support is needed - bearing in mind that this is crossfunctional (HR, CSR, H&S etc)
Allocate resources & identify external/internal expertise
Prioritise using your risk profile - trying to do it all at once may prove
overwhelming at the outset
Beware of making a global commitment you are unable to live up to
locally
Train management & promote the exchange of information
Agree your approach to business partners (using education and
encouragement, screening, inspections, commercial leverage, incentives
and potentially ending the relationship)
35. Business and human rights
In summary
•
•
•
•
•
Huge reputational and other risks coupled with increasing pressure to
comply
Beware, some players have wider agendas
Although not directly legally enforceable, ILO human rights standards are
increasingly being incorporated in to legally binding agreements
Many global employers want ‘to do the right thing’ but are overwhelmed by
the challenge of how to put respect for human rights into practice given the
complexity of their operations and supply or value chain
Doing nothing is not an option and help is available
36. Business and human rights
Useful links
•
UNGPs
http://www.ohchr.org/Documents/Publications/GuidingPrinciplesBusinessHR_EN.pdf
•
OECD guidelines
http://www.oecd.org/daf/inv/mne/48004323.pdf
•
UN Global Compact – general summary brochure
http://www.unglobalcompact.org/docs/news_events/8.1/GC_brochure_FINAL.pdf
•
ILO fundamental rights summary document
http://www.ilo.org/wcmsp5/groups/public/---ed_norm/---declaration/documents/publication/wcms_095898.pdf
•
Business and human rights UN portal
http://www.business-humanrights.org/
38. Business and human rights
Contact us
Martin Warren
DD: 0845 497 4745
www.eversheds.com/martinwarren
martinwarren@eversheds.com
Jane O’Rourke
DD: 0845 498 7769
janeorourke@eversheds.com