Includes resources for seven key stakeholders: Brands, Suppliers, Governments, Advocates, Investors, Auditors, and Multi-Stakeholders. The Toolkit provides guidance for each of the stakeholders in taking action to improve hiring and labour conditions. The guidelines and resources are tailored and focused toward stakeholders in different sectors and at different levels, encouraging stakeholders to effectively implement socially responsible hiring practices and supply chain sustainability.
A summary of human rights guidance materials to deepen your understanding of the first two Global Compact principles and the concepts of due diligence, sphere of influence and complicity.
Integrating human rights considerations into corporate crisis management is one way that companies can seek to identify, prevent and address adverse impacts. Some companies are broadening their crisis management policies and procedures to explicitly address adverse human rights impacts, consistent with the UN Global Compact Principles and the UN Guiding Principles on Business and Human Rights. This Good Practice Note identifies five good practices for integrating human rights considerations into crisis planning, the first phase of effective crisis management. Note: Human rights considerations during the subsequent phases of crisis response and recovery are beyond the scope of this note.
This Guide aims to help Global Compact Local Networks get involved in their country's development of a National Action Plan on business and Human Rights. It provides basic information about National Action Plans, discusses the countries that have or are in the process of developing them, sets out the various opportunities available to Local Networks to get engaged, and lists additional resources that can be referred to for more information.
In many countries, businesses come across human rights challenges that affect Indigenous peoples, including discrimination, child labour and forced labour, lack of voice and/or effective participation in decision making processes, lack of decent work opportunities, and recognition of their land rights. This webinar, conducted by ILO experts on indigenous peoples, discussed contributions by government, enterprises, employers’ and workers’ organizations to the realization of indigenous peoples’ rights, as enshrined in ILO Convention No. 169 on indigenous and tribal peoples.
Provides instruction on how businesses can develop and implement a human rights policy within their companies. The second edition of How to Develop a Human Rights Policy was designed by Human Rights and Labour Working Group member Ernst & Young - Japan.
One of the early questions a company must answer in meeting its corporate responsibility to respect human rights is deciding how it will organize the human rights function internally to effectively drive the process of embedding respect for human (including labor) rights. This Good Practice Note surveys a number of company experiences in organizing the human rights function internally; based on those experiences, it draws out some ‘emerging good practice guidance’ for companies, highlighting a series of questions that may help inform corporate decision-making on how best to organize the human rights function.
Describes how National Human Rights Institutions and Global Compact Local Networks can collaborate to help businesses understand and meet their human rights responsibilities and commitments.
Each volume of case studies explores how several companies have dealt with various human rights issues. These examples emphasize the need for cohesive and sometimes over-arching corporate policies on human rights engagement.
Companies have an internationally recognized responsibility to respect human rights and to develop a suitable training program to ensure employees are equipped to reduce the risk of human rights harm. Nearly all companies have existing training on anti-bribery and anticorruption, however human rights training encompasses a broader employee group as well as a broader scope of responsibility, presenting a uniquely challenging training environment. This webinar, co-hosted by the UN Global Compact and BSR, presents practical guidance on developing human rights training relevant to all companies. It highlights good practices from emerging training programs and identifies challenges that can be avoided with proper planning. The webinar coincides with the release of the “Good Practice Note on Designing Effective Human Rights Training Aligned with the Corporate Responsibility to Respect in the UN Guiding Principles on Business and Human Rights,” prepared for the UN Global Compact Human Rights and Labour Working Group.
Explores the challenges responsible businesses can face when addressing gender-based discrimination and promoting gender equality in their operations and supply chains. In particular, the webinar examines how companies can responsibly navigate this issue where local cultural, legal and/or business norms permit or promote discrimination. Additionally, the webinar explores a range of relevant good practice – including the integration of the Women’s Empowerment Principles into business policies and practices – as well as examples of multi-national companies that have addressed this issue.
PRI in conjunction with the PRI Investor Steering Committee on Human Rights identified a list of 50 large global extractive companies considered to be particularly exposed to human rights risks. Drawing from these company examples, this guidance explores best practices and challenges in implementing the UN Guiding Principles in extractive industries, and identifies six areas for investor engagement. The guidance also provides useful case studies, questions for engagement and resources for each of the six areas outlined.