1LARRGE Online Guide

THE LARRGE GUIDE

Labour Rights Responsibilities Guide

Introduction

In recent decades, there has been a strong growth in Corporate Social Responsibility (CSR) initiatives, leading to a complex assortment of tools, guidelines, strategies and standards. Moreover, the term CSR is now used to denote a large array of activities, ranging from those pursuing mere marketing and sponsoring objectives to those addressing substantial (legal) issues.

From a human rights perspective, CSR implies legal compliance with international human rights and labour standards, as well as national laws. It stands for a rights based approach, which results in long-term benefits for a company's internal and external stakeholders. Without pertinent experience in human and labour rights issues, it can be complex and time consuming to filter out CSR tools that ensure comprehensive guidance according to international standards, and that are applicable to any specific company situation, size or business sector.

ILO photo

Accordingly, the actual CSR landscape offers a variety of solutions for companies but, at the same time, companies have the challenge of identifying the appropriate CSR tools for their situation. The LARRGE Guide addresses this challenge.

The Guide is the result of a sixteen month research project, funded by the European Commission's PROGRESS Programme and conducted by an international research team composed of the Ludwig Boltzmann Institute of Human Rights (BIM), Vienna, the Danish Institute for Human Rights, Copenhagen, and the Centre for the Study of Global Ethics (Birmingham, UK).

The project team conducted an impact analysis of a selection of internationally renowned CSR tools in order to assess their factual contribution to anchoring human rights and core labour standards in business practice. The findings have been compiled in the comprehensive online guidebook, the purpose of which is to direct companies and CSR practitioners through the "jungle" of existing tools and initiatives, so as to help them identify those high-quality tools most supportive of their particular situation. The LARRGE Guide reflects the state of CSR tool development as of June 2010. It shall be updated regularly and will support companies and the CSR tool developer networks.

The LARRGE Guide is exceptional in the way that it is conceived as a living instrument with practical orientation. It compiles key information on CSR tools and evaluations with regard to their contribution to labour and work related human rights, in particular Decent Work standards. The overall research was based on close collaboration with relevant stakeholders, including CSR tool developers and experts, social partners, NGOs and, above all, companies that have contributed to its development.

The LARRGE website features direct user feedback on each tool. Moreover it constitutes a platform for ongoing exchange and dialogue, and visitors are invited to make use of the commentary section in order to contribute to the continuous improvement of the LARRGE Guide by sharing their valuable experiences.

How to use the Guide

The LARRGE Guide is conceived as an interactive guidebook that enables companies and CSR practitioners to identify the CSR tool most adequate for their specific business situation. The entire Guide, as well as particular sections, are available both in full text or PDF versions. Users can also leaf through the LARRGE Guide by clicking on the right or left link next to the table of content table of content link on top and at the end of the page. Moreover the left column displays the LARRGE tools in alphabetical order.

ILO photo

The first part of the Guide explains the aim and methodical framework of the research and includes the main LARRGE findings.

It is structured according to the following chapters:

Introduction
Background and Framework for Analysis
Methodology
How to use the Guide
Results and Recommendations
Rights Description
Further Resources

The LARRGE Conclusions contain targeted recommendations for companies, CSR tool developers and policy makers in various areas including CSR policy, implementation and monitoring (see LARRGE Recommendations).

The second part contains the LARRGE fact and evaluation sheets for more than 50 CSR tools developed by internationally-renowned expert organisations. They have been evaluated according to the LARRGE Framework for Analysis. All tools selected for the LARRGE Guide have been found highly effective in supporting companies in their compliance with international human and labour rights standards in business practice. The variety of tools ranges from general guidance documents to self- assessment and training materials (see LARRGE Methodology).

The purpose of the LARRGE Guide is to facilitate the complex and time-consuming search for an adequate and qualitative CSR tool for elaborating a CSR strategy, or for assessing concrete risks within a given business operation.

To this aim, the Guide offers a detailed search function (LARRGE Search). It enables its users to browse the tools according to various categories:

Origin of the initiative:	the organisation that has developed the tool;
Title of Tool:	search for particular CSR tools according to their names;
Availability:	whether the tool may be used for free or has to be purchased;
Language:	language(s) in which the tool is provided;
Type:	the sort of "action" the tool may be used for (e.g. benchmarking, general guidance, self-assessment etc. The various types are described in the section on research methodology);
Focus:	the thematic emphasis of some specific tools (e.g. conflict zones, child labour, diversity etc.);
Monitoring:	whether the tool provides for any kind of validation of its implementation, or at least helps companies in reporting;
Target group:	potential users of the tool, both those explicitly addressed by the tools (companies) and those additionally identified in the course of the LARRGE evaluation (e.g. consultants);
Specific sector:	kind of business sector(s) the tool has primarily been designed for (e.g. extractive sector);
Region:	the regional or country-context for which a tool is suitable;
Company size:	large, medium and/or small enterprises;
Case studies:	whether a tool contains examples of companies' good practices;
Human rights knowledge required:	indicates whether a tool may be used as a basic start-up tool or requires a certain level of expertise on human rights;
Sphere of influence, Complicity	allows to select tools according to whether they address the two concepts on responsibility for non-interference with human rights beyond own direct business activities;
Specific guidance on individual company responsibility:	allows users to filter those tools that offer concrete support to determine the individual duties and obligations of a company in a given business context (e.g. self-assessments);
Keywords:	these allow users to browse the tools with regard to specific human and labour rights issues (e.g. child labour, housing conditions, compensation etc.);

To ensure continuous exchange and stakeholder feedback, the LARRGE Guide provides a commenting function for each tool. Users are invited to add their comments and practical experiences of the CSR tools featured in the Guide. Thus, the LARRGE website provides a platform for ongoing exchange that will contribute to mutual learning and provide valuable feedback for tool developers.

Background and Framework for Analysis

This section outlines the linkages between Decent Work, human rights and corporate social responsibility (CSR) and their relevance for the LARRGE project. It gives an overview of their background and provides the theoretical basis for the LARRGE Framework for Analysis.

To arrive at a framework for assessing CSR tools dealing with work-related issues by reference to human rights standards and the EU Decent Work Agenda, the following four questions have to be considered:

What is the Decent Work Agenda?
What is the relation between the Decent Work Agenda and human rights standards?
Which existing business-related international instruments and CSR initiatives are most closely related to Decent Work?
How can CSR tools be evaluated by Decent Work and human rights standards?

What is the EU Decent Work Agenda?

In simple terms, the EU Decent Work Agenda combines a European approach to industrial relations and the welfare state with international labour standards and the Millennium Development Goals. That is, it promotes:

productive and freely chosen employment
rights at work including the core labour standards
social dialogue, and
social protection.

These four pillars are affiliated with an approach to trade that takes into account international development and poverty alleviation.

The International Labour Organization (ILO) founded the concept of Decent Work for international policy purposes. Through its World Employment Programme, which ran from 1969 to the 1980s, the ILO campaigned for employment as the main vehicle for international development, pioneering not only new thinking about the measurement of poverty[1] but new methods of co-operation between international organizations, including the UN and the Bretton Woods Institutions (World Bank Group and International Monetary Fund). Crucial for the purposes of this project is the ILO idea that Decent Work is a contribution to a decent life, and that factors other than work, including the provision of health services and social security, contribute to a decent life.

The EU Decent Work Agenda started out in 2006 as a set of standards that were also brought into relation with trade policy in the context of globalization.[4] In particular, the Decent Work Agenda attempts to reconcile trade liberalisation and Decent Work between the EU and individual countries and regions, especially in the developing world.

However, the agenda is directed not just at countries from the South, but also at developing or "transition" countries regarded as European "neighbours" that might in the future accede to the European Union. There also exists an EU-internal dimension of Decent Work, which addresses the growth of "informal" or unregulated labour markets in even the longest-established member countries, and urges the consequent introduction of "Decent Work and decent living" standards.

Although the implementation of the Decent Work Agenda has, since 2006, involved non-state actors[5] including businesses, these agents are not leading the process. The leading agents have been EU institutions themselves, as well as national governments - Germany, the Netherlands and Portugal are examples - that have associated themselves with the agenda by organizing Decent Work events in 2007 and 2008.

Based on these developments, the purpose of the LARRGE project is to provide tools which may facilitate business' and non-state actors' contribution to the realisation of Decent Work Standards.

Read more... (browse subsequent pages or download PDF):

[1] A Saith, 'Social Protection, Decent Work and Development in C. Kuptsch, ed. Merchants of Labour (ILO, IILS) 2006, p. 129f. See also www.ilo.org/public/english/century/information_resources/download/wep.pdf

[2] §47 .See unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021752.pdf

[3] www.ilo.org/public/english/bureau/pardev/relations/multilateral/toolkit.htm

[4] Global Europe: Competing in the world, European Commission communication 4.10.2006 eur-lex.europa.eu/LexUriServ/LexUriServ.do

[5] See the Commission report, EU contribution to the Promotion of Decent Work in the World (July, 2008) SEC (2008) 2184, pp. 6ff.

I. The EU Decent Work Agenda

productive and freely chosen employment
rights at work including the core labour standards
social dialogue, and
social protection.

These four pillars are affiliated with an approach to trade that takes into account international development and poverty alleviation.

An important step in the global mainstreaming of the Decent Work Agenda was also taken after the UN-sponsored World Summit of 2005. The Summit Outcome document, incorporated into General Assembly Resolution 60/61, contained a commitment to treating the Decent Work agenda as a means of achieving the MDGs. It was followed by a Ministerial Declaration, adopted at a meeting of the UN Economic and Social Council in July, 2006, which also expressed a commitment to Decent Work as part of national and international employment policy.[2]

The ILO was subsequently commissioned by the UN system Chief Executive Board for Co-ordination (CEB) to devise a tool for mainstreaming Decent Work. The resulting document, the Toolkit for Mainstreaming Employment and Decent Work[3] adopted in 2007, helps public and private organizations to assess themselves in relation to Decent Work. The document was intended as a "master" or generic form of self-assessment that aims at promoting policy coherence in view of Decent Work issues. Currently, there exist two different versions, one targeting international agencies and the other one focusing on mainstreaming policy coherence at the country level.

II. The relation between the Decent Work Agenda and Human Rights

There are strong links between human rights standards and the four pillars of Decent Work: productive and freely chosen employment, rights at work, social protection and social dialogue.

Rights at work and voluntary work are the subject of some of the oldest human rights instruments, including the Universal Declaration of Human Rights (UDHR) (Art. 23 and 24), the International Covenant on Economic, Social and Cultural Rights (Art. 6 and 7) and various ILO conventions such as the Convention on Forced Labour (no.29), the Convention on Minimum Age (no. 138), the Convention on the Worst Forms of Child Labour (no. 182) or the ILO Declaration on Fundamental Principles and Rights at Work.

Social protection is already mentioned in the UDHR (Articles 22 and 25), and, since its inception of the Decent Work Agenda, it has explicitly been given an updated interpretation in terms of human rights. One of the partners in the interpretation of the Agenda, the European Working Group on Decent Work and Social Protection, a network of NGOs working on social issues in a wider sense, which seeks to share expertise on social protection and Decent Work, and to work together to promote it within EU development cooperation, defines social protection as "a range of public actions carried out by the state or privately that address risk, vulnerability, discrimination and chronic poverty."[1]

In the past, social protection policies have often been regressively and narrowly conceived as social safety nets, but over the past decade a broader view has evolved whereby social protection is understood as a social policy commitment to empowerment, human rights and social justice, as well as an investment in broad-based economic growth. The Working Group promotes the latter, more progressive social protection agenda.[2]

"Social dialogue" can be found in Art 8 of the International Covenant on Economic, Social and Cultural Rights (ICESCR) which enshrines the right to form and join trade unions and ensures their free functioning. Social dialogue is defined by the ILO to include all types of negotiation, consultation or simply exchange of information between, or among, representatives of governments, employers and workers, on issues of common interest relating to economic and social policy.[3] Its detailed content is set out by a number of ILO instruments such as the Convention on the Right of Association (no. 11, 84, 87), the Convention on the Right to Organise (no. 98) or the Convention on Collective Bargaining (no.154).

In addition, social dialogue has a European dimension. In this context, the term is used to describe the consultation procedures involving European social partners, namely the Union of Industrial and Employers' Confederations of Europe (BUSINESSEUROPE), the European Centre of Enterprises with Public Participation (CEEP) and the European Trade Union Confederation (ETUC). It encompasses discussions, joint action and sometimes negotiations between the European social partners and the institutions of the European Union. The dialogue was started by the European Commission in 1985, and Article 138 of the EC Treaty (as amended by the Single European Act) formally requires the Commission to develop it. To date, fifteen joint opinions have been delivered on economic growth, the introduction of new technology, education, vocational training and other subjects. The social dialogue may also lead to contractual forms of relations, including agreements which are implemented by the Council or by the social partners themselves, following a proposal from the Commission. There have so far been five European cross-industry framework agreements of this type, concerning parental leave, part-time work, temporary work, telework and stress.

The term European Framework Agreement (EFA) is also used for a quite distinct type of instrument. These are agreements between European TNCs and European trade unions and/or European Works Councils on a range of labour-related and social issues of transnational nature. They are an important pillar of social dialogue on the European level. By 2009, around 60 EFAs had been concluded. Most agreements focus on the following issues:

Restructuring
Organisation of social dialogue
Equality in employment
Health and safety
Data protection
Subcontracting
Corporate social responsibility and human resources management.

This distinguishes them from their "twins" on the global level, the International Framework Agreements (IFA), which in general are focused exclusively on the protection of core labour rights. The majority of EFAs contain provisions on restructuring issues. They are more pressing on the European level, where European Works Councils have been created to provide information and to be consulted in such matters.

With a view to giving new impetus to the European social dialogue, a Tripartite Social Summit for Growth and Employment was set up in March 2003. It consists of high-ranking officials from the Council Presidency, and the Commission Presidency, and representatives of the European social partners. It meets once a year, on the eve of the Spring European Council which debates the economic and social situation in the Union.[4] However, in an extended sense of the term, "social dialogue" Decent Work can involve partners such as NGOs, businesses and other civil society groups, both within the EU and in the jurisdictions of its trading partners.

Finally, the "four pillars" of Decent Work have further linkages with human rights standards when they are interpreted in the context of international development and poverty alleviation. The EU Decent Work Agenda seeks to align policies on industrial relations with policies on trade, economic growth and international development. This involves the inclusion in the relevant "social dialogue" strategies of a range of state actors, regional trade groupings, international NGOs, and international financial institutions. Some of these discussion partners are parties to the major human rights covenants-the International Covenant on Civil and Political Rights (ICCPR) and the International Covenant on Economic, Social and Cultural Rights (ICESCR)-and international development is itself heavily enmeshed in human rights theory and practice.

The UN Millennium Development Goals (MDGs), which are supposed to guide the Decent Work Agenda, are connected in the following way with human rights. First, the belief in human rights is reaffirmed in its opening section on "Values and Principles" (§ 4, §6) and second, its entire fifth section is devoted to human rights, democracy and governance. [5] The MDGs, however, while they are consistent with human rights instruments, do not add up to a human rights instrument themselves. They constitute an agenda, with a date of completion (2015), addressing a set of current problems, including HIV, mass poverty, the indebtedness of the poorest states, and environmental dangers that most severely affect the countries of the South.

[1] www.socialalert.org/k/index.php?option=com_docman&task=doc_download&gid=30

[2] www.socialalert.org/k/index.php?option=com_docman&task=doc_download&gid=30

[3] http://www.ilo.org/public/english/dialogue/themes/sd.htm

[4] europa.eu/scadplus/glossary/social_dialogue_en.htm

[5] www.un.org/millennium/declaration/ares552e.htm

III. Decent Work: the principal defining instruments and reference documents

In its own review of EU progress on the Decent Work Agenda since 2006, the European Commission calls attention to the importance of civil society partners, including businesses. [1] It also notes the natural affinities between the Decent Work Agenda and Corporate Social Responsibility, which EU policy supports.

The progress review singles out EU support for CSR through three international instruments in particular:

the ILO Tripartite Declaration Concerning Multinational Enterprises and Social Policy (2001; revised 2006)[2],
the OECD Guidelines for Multinational Enterprises (revised 2001)[3], and
the UN Global Compact (2000).[4]

Among the instruments favoured by the EU in connection with Decent Work, the ILO Tripartite Declaration is unsurprisingly prominent. First, it is associated with the ILO, which created the concept of Decent Work; second, it is an exercise in social partnership, representing labour, employers, and governments; third, and again through its association with the ILO, it has credibility as an approach to development in a period of globalization. The OECD instrument, while connected to a smaller international grouping than the ILO, also emerged from tripartite discussions. As for the Global Compact, it is similar to the ILO Declaration in having global reach, UN links, and a very large representation, at least on paper, of participating enterprises. On the other hand, it has less credibility as an effective force for the protection of the developing world and promoting human rights than the ILO.

As the following Table shows all three instruments approach rights at work in similar ways:

Table1 (OECD/ILO)[5]

	ILO MNE Declaration	OECD MNE Guidelines	UN Global Compact
Freedom of association & collective bargaining	Paras. 49-56 Primary reference point is ILO C.87 and C.98	Section IV.1.a) 4.7, 4.8	Principle 3
Elimination of all forms of forced and compulsory labour	Paras. 8-9, 34	Section IV.1.c)	Principle 4
Abolition of child labour	Para. 36	Section IV.1.b)	Principle 5
Non-discrimination in respect of employment and occupation	Paras. 21-23	Section IV.1.d)	Principle 6
General development	Paras. 8-12, 19-20	Section II.1
Employment promotion	Paras. 13-18, 24-28
Training	Paras. 29-32	Section II.4
Wages and benefits	Paras. 33-35	Section IV.1.a)
Hours of Work	Paras. 34	Section IV.4.a)
Safety and health	Paras. 37-40	Section IV.4.b)
Social protection	Paras. 25-28	Section IV.6
Industrial relations	Paras. 41-59	Chapter IV

Again, all three instruments are relevant to globalization as framed by the EC communication on Decent Work, and have some connection with human rights treaties. There is every reason to think that the three instruments, or the elements they have in common, are the best general reference points for companies seeking to abide by the values of the Decent Work agenda. But, as the following shows, they are not the only reference points.

From a human rights perspective, three other key instruments should be mentioned with regard to the Decent Work Agenda:

The first is the Universal Declaration of Human Rights (UDHR) itself. This has a particular role in recent business and human rights practice. The UDHR constitutes common ground between the three instruments already reviewed; the fact that it has been in existence for 60 years, is known worldwide, and is one of the founding documents of the UN and modern international human rights practice, also gives it credibility with business.

The second and more specific point of reference is the International Covenant on Economic Social and Cultural Rights (ICESCR), adopted in 1966, which equally constitutes a core pillar of the international human rights framework. In Articles 6 and 7, it reiterates and further defines the right to work and the rights at work, especially just and favourable conditions of work.

The UN Norms on the Responsibilities of Transnational Corporations were adopted in August 2003 by the UN Sub-Commission on the Promotion and Protection of Human Rights.[6] The UN Norms lay out responsibilities for transnational corporations in employment, security, development, environmental and consumer policy, dealings with governments, and other activities, and they outline ways in which transnational corporations can be held to account in respect of their obligations. Table 2 summarizes the spread of rights covered by the principal Decent Work instruments, and also displays the overlap between Decent Work and Human Rights in all the areas between the 'Social Dialogue' column and the 'Environmental' column.

Table 2

DECENT WORK & HUMAN RIGHTS: COMMON GROUND
	Social Dialogue	Voluntary & Productive Work	Rights at work	Social Protection	Civil and Political Rights	Environ.	Consumer
OECD	X	X	X	X		X
ILO	X	X	X	X
Global Compact	X	X	X	X	X
UDHR	X	X	X	X	X
ICESCR	X	X	X	X
UN Norms	X	X	X	X	X	X	X

Besides the UDHR, the ICESCR and UN Norms, there are the standards implied by the goals and objectives of the European Working Group on Decent Work and Social Protection in Development Cooperation. These do not amount to a CSR instrument, but they do take into account more explicitly the UN Norms and the Millennium Development Goals. They also show that human rights and other values connected to the Decent Work Agenda can be formulated for non-state actors, arguably including businesses.

The Working Group strives for the realisation of fundamental human rights for all and poverty eradication in EU legislation, policies and practice, and to inform and influence EC development policy and practice on social protection. It works towards the realisation of a universal right for all to social security through national action and international cooperation. It promotes NGO, member state and EC understanding on Social Protection in a developing countries, and advocates for the monitoring of EU and EC practice on social protection.

[1] EU contribution to the Promotion of Decent Work in the World (July, 2008) SEC (2008) 2184, op.cit., p. 7.

[2] www.ilo.org/public/english/employment/multi/download/english.pdf

[3] www.olis.oecd.org/olis/2000doc.nsf/LinkTo/daffe-ime-wpg(2000)15-final

[4] www.unglobalcompact.org/AbouttheGC/TheTENPrinciples/index.html

[5] Background paper, OECD/ILO conference, June, 2008 http://www.oecd.org/dataoecd/18/56/40889288.pdf, p. 11

[6] For the text, see http://www1.umn.edu/humanrts/links/norms-Aug2003.html. This version leaves out the Commentary.

IV. Corporate Social Responsibility (CSR)

The Evolution of the CSR Concept: "Old and new CSR"

In Europe and North America, corporate social responsibility has existed in various forms since the 19^th century. What we can call "old" corporate social responsibility is philanthropic activity voluntarily undertaken by the owners or management of a big business to project publicly a certain distinctive personal or company approach to social issues. Today it may be also referred to as "sponsoring". There are countless examples of this, primarily in North America, but also in Western Europe. For example, the UK-based glass-making multinational, Pilkington, used to fund a whole range of social and sports facilities in its company town of St Helens, near Liverpool.[1] The UK chocolate maker Cadbury and the home-products firm Unilever built whole new towns for their workforces in Bournville.[2]

The old corporate social responsibility model typically reflects the values of individual owners or managements, or a company tradition. If a company passes from one owner to another, "corporate social responsibility" can begin to be exercised in a different way, or not at all. It is the same if the owner becomes disenchanted with one cause and takes up another, or ceases to be interested in social projects at all. Corporate financial contributions can suddenly shrink or disappear, and different causes may come to be supported.

What can today be called "new corporate social responsibility" is quite different from the old. It is multinational rather than national or local, and its presiding values are not taken from the religious or other moral beliefs of a particular business man or family, but from international law and human rights. Companies subscribe to a common set of international principles, standards that in some form or other bind governments. To a far greater extent than the old corporate social responsibility, the new acknowledges the widely perceived emergence of multinationals as agents with power comparable to that of states in the current world order.

The shared responsibility between state and non-state actors, especially the role of businesses in view of human rights obligations, has been clarified by the work of the UN Special Representative on Business and Human Rights, John Ruggie. In his latest reports "Protect, Respect and Remedy: A Framework for Business and Human Rights" and "Business and Human Rights: Towards Operationalizing the Protect, Respect and Remedy Framework" he anchors the corporate responsibility to respect human rights that exists independently of states' duties.[3]

The Ruggie framework rests on differentiated but complementary responsibilities. It comprises three core principles:

the State duty to protect against human rights abuses by third parties, including business;
the corporate responsibility to respect human rights;and
the need for more effective access to remedies.

Each principle is an essential component of the framework: the State duty to protect lies at the very core of the international human rights regime; the corporate responsibility to respect is the basic expectation society has of business; and access to remedies is also central because even the most concerted efforts cannot prevent all abuse, while access to judicial redress is often problematic and non-judicial means are limited in number, scope and effectiveness. These three principles complement each other, and constitute a business and human rights framework which can act as the baseline for human rights and labour rights responsible business conduct.

The Global Compact has emerged as a key initiative for the global promotion of "new CSR." It is as an association of thousands of companies worldwide that support human and labour rights, and it creates links between various UN agencies and networks that encourage, rather than force, companies to incorporate human rights, environmental and anti-corruption principles into accepted business practice.[4] The first principle of the Global Compact is to respect and protect human rights.[5] This means not only not violating human rights. As part of its commitment to the Global Compact, the business community has a responsibility to uphold human rights both in the workplace and more broadly within its sphere of influence.[6]The clear implication of this principle is that the influence of a company can extend outside its work places to sources of political power in its general operating environment. Multinationals have good access to governments, and influence with officials, especially in the developing world.

CSR and Decent Work: two simple criteria for the evaluation of CSR tools

Criterion no. 1: Do CSR tools refer to Decent Work standards?

Criterion no. 2: Do CSR tools give guidance on how to implement these standards in a human rights-consistent way?

The first key step in assessing CSR tools for their compliance with Decent Work and Human Rights standards is to ask to what extent they support the ends promoted by the principal international human and labour rights reference instruments, in particular the ILO Tripartite Declaration, the OECD MNE Guidelines, the Global Compact, the UDHR, the ICESCR and the UN Draft Norms as well as other specific human and labour rights conventions focusing on Decent Work.

The concrete assessment of a tool's compliance with Decent Work standards will then be based on specific questions, such as:

Does a given tool or code of conduct refer to the promotion of freedom of association and collective bargaining, and the abolition of forced labour and discrimination?
Does it recognize the importance of job security and the ill effects of unemployment?
Does it contain targeted provisions to safeguard decent working conditions?

If a tool satisfies the first criterion, the analysis will look at the concrete guidance that is provided to implement these standards. While most initiatives' will refer to the key reference documents, a variety of uses of these is possible. These may range from short recommendations to respect certain principles, to in-depth guidance on how to ensure specific rights in the given circumstances. The questions raised by the second criterion will therefore yield key information on the impact of the tool and its contribution to the realisation of human and labour rights in business practice.

Some key issues include:

Does the CSR tool give guidance on how to contribute to the promotion of freedom of association and collective bargaining?
If trade unions are forbidden by law in a given country, does the tool give guidance on how to establish alternative forms of social dialogue?
Does the tool provide information on mechanisms for addressing discriminatory acts, and how to prevent them in the future?
Does the tool provide for the stakeholder engagement of trade unions, works councils, etc.?
Is the tool implementation process and the company performance accompanied by monitoring and training?

The results may differ according to the specific focus or the function of the tools. In any case, tools that that have addressed all, or at least some, of these standards and implementation mechanisms are considered supportive of the Decent Work Agenda and to have factual impact on its realisation.

[1] For some of the background from an earlier phase of Pilkington's activities, see 'Strategy and Ethics: Pilkington PLC' in D Asch and C. Bowman, eds. Readings in Strategic Management (London: Macmillan, 1989) pp. 280-90. For the current position, see www.pilkington.com/about+pilkington/social+responsibility/default.htm

[2] www.cadbury.co.uk/EN/CTB2003/about_chocolate/history_cadbury/social_pioneers/bournville_village.htm

[3] Promotion and Protection of all Human Rights, Civil, Political, Economic, Social and Cultural Rights, Including the Right to Development, Protect, Respect and Remedy: a Framework for Business and Human Rights Report of the Special Representative of the Secretary-General on the issue of human rights and transnational corporations and other business enterprises, John Ruggie; A/HRC/8/5, 7 April 2008, p.17, http://www.reports-and-materials.org/Ruggie-report-7-Apr-2008.pdf.

[4] www.unglobalcompact.org/AboutTheGC/index.html

[5] www.unglobalcompact.org/AboutTheGC/TheTenPrinciples/principle1.html

[6] www.unglobalcompact.org/AboutTheGC/TheTenPrinciples/principle1.html

Methodology

The methodology applied in the LARRGE project comprises desk and applied research as well as qualitative analyses (expert interviews, survey). It reflects a high quality multi-stakeholder approach composed of working conferences, roundtables, online surveys and consultations. Overall, the research process has been characterised by large stakeholder involvement including tool developers and CSR expert organisations, CSR networks, trade unions, employers' organisations, companies, NGOs and academics.

ILO photo

Definition of a LARRGE "tool"

CSR tools have to be clearly distinguished from CSR standards and CSR instruments. Taking into consideration that these classifications may vary according to different sources and approaches, and may also be used interchangeably, the LARRGE project uses the following definitions:

CSR instruments in the context of human rights and decent work are internationally recognized published statements of norms of behaviour for companies in these areas (legal standards). They comprise internationally agreed soft-law instruments such as the Global Compact, the OECD Guidelines on Multinational Enterprises, the UN Draft Norms.

CSR standards are often based on these instruments and set guidelines their implementation, e.g. ISO 26 000, SA 8000.

CSR tools guide companies and other stakeholders in the practical implementation of a given standard or instrument. Tools usually work by indicating questionnaires or checklists that businesspeople can use to judge their compliance with instruments.

The purpose of the LARRGE project is to assess the practicability of CSR tools and their impact on the respect for human and labour rights in business practice.

It therefore adopts a broad and inclusive definition of tools: a LARRGE tool is any practical instrument that supports companies and other stakeholders in the practical implementation of human and labour rights, such as operational guidelines, benchmark indices, matrices, training manuals, self assessments etc.

In order to enhance coherence, the selected tools have been classified predominantly according to the guidance material categories used by the Office of the UN Global Compact.

The categories under which each tool is classified are indicated under the heading "type" in the evaluation sheets:

Benchmarking
General Guidance
Human Rights Compliance Assessment
Human Rights Impact Assessment
Human Rights Risk Assessment
Human Rights Training
Human Rights Reporting and Monitoring

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I. Definition of a LARRGE “tool”

CSR instruments in the context of human rights and decent work are internationally recognized published statements of norms of behaviour for companies in these areas (legal standards). They comprise internationally agreed soft-law instruments such as the Global Compact, the OECD Guidelines on Multinational Enterprises, the UN Draft Norms.

CSR standards are often based on these instruments and set guidelines their implementation, e.g. ISO 26 000, SA 8000.

CSR tools guide companies and other stakeholders in the practical implementation of a given standard or instrument. Tools usually work by indicating questionnaires or checklists that businesspeople can use to judge their compliance with instruments.

The purpose of the LARRGE project is to assess the practicability of CSR tools and their impact on the respect for human and labour rights in business practice.

It therefore adopts a broad and inclusive definition of tools. Accordingly, for the purposes of this project, systems such as SA 8000 or BSCI that actually support the implementation of a standard or code with auditing and training activities, shall be considered "tools". Simple codes of conduct, on the other hand, which do not contain any guidance on implementation, including mechanisms such as monitoring activities, have not been subject to the LARRGE evaluation process. The justification for this is that they do not provide sufficiently concrete information on the implementation process of CSR standards or instruments. In addition, human rights impact and risk assessments are indispensable for developing successful CSR and human rights strategies in a country of operation and are consequently also reflected in the LARRGE Guide.

Consequently, a LARRGE tool is any practical instrument that supports companies and other stakeholders in the practical implementation of human and labour rights. As such the project includes:

Operational guidelines,
Benchmark indices,
Matrices,
Training manuals,
E-learning tools,
Self assessments,
CSR management systems,
Impact assessments, and
Specific codes of conduct that include strong monitoring, auditing and training aspects.

In order to enhance coherence, the selected tools have been classified predominantly according to the guidance material categories used by the Office of the UN Global Compact. The categories under which each tool is classified are indicated under the heading "type" in the evaluation sheets:

Benchmarking: These tools provide indicators that serve to measure continuous progress and allow the comparison of performance results with other companies. See e.g. the BITC CR Index (Business in the Community).

General Guidance: The tools provide information about human and labour rights and may highlight specific issues. They may include policy advice or case studies or serve as resource documents. See e.g. the Labour Principles of the UN Global Compact (International Labour Organisation, Office of the UN Global Compact).

Human Rights Compliance Assessment: Compliance Assessments measure the performance of companies against the legal framework of human and labour rights. They can be conceived as self-assessments or conducted by external consultancies. See e.g. Human Rights Compliance Assessment (Danish Institute for Human Rights).

Human Rights Impact Assessment: These tools are specifically designed to help users in assessing and measuring the concrete risks of their business operation or project for corporate stakeholders. They usually contain specific questions for identifying possible interferences with human rights and may give advice on how to mitigate adverse effects. See e.g. IBLF Guide to Human Rights Impact Assessment and Management (International Business Leaders' Forum, International Finance Cooperation, UN Global Compact).

Human Rights Risk Assessment: Risk Assessments measure the potential operational and reputational risks of becoming involved in human rights violations. They help to detect general human rights risks e.g. in a country or region or a certain sector. Compared to human rights impact assessments, they do not guide the company in assessing the specific human rights impact of particular projects or company conduct. See e.g. Country Risk Assessments (Danish Institute for Human Rights), Maplecroft tools (Maplecroft).

Human Rights Training: These tools give, for example, advice on how to conduct successful workshops. See e.g. IPIECA Human Rights Training Toolkit (International Petroleum Industry Environmental Conservation Association). Moreover, trainings can also be part of human and labour rights monitoring systems. See e.g. BSCI process.

Human Rights Reporting and Monitoring: The tools support, for instance, the preparation of a company report. Moreover, specific monitoring and auditing systems such as SA 8000 are equally classified as human rights reporting because they entail regular reporting or auditing obligations. See e.g. SA 8000 process (Social Accountability International).

II. Selection of LARRGE tools

The selection of the LARRGE tools is based on extensive research on CSR initiatives in academic reports, research projects, policy documents and CSR networks. It also relies on references and linkages within CSR tools themselves.

The major sources include:

CSR policy documents, standards and research reports:

European Commission, ABC of the Main Instruments of Corporate Social Responsibility, 2004, (http://www.bmsk.gv.at/cms/site/attachments/4/3/5/CH0113/CMS1218196434160/csr_abc%5B1%5D.pdf)
European Commission, Corporate Social Responsibility- National Public Policies in the European Union, 2007, (ec.europa.eu/social/BlobServlet?docId=1577&langId=en)
European Commission, ECONSENSE, Deutscher Industrie- und Handelskammertag (DIHK), Verantwortliche Unternehmensführung im Mittelstand: Ausgewählte nationale und internationale Leitfäden und Instrumente (http://www.verantwortliche-unternehmensfuehrung.de/index/110560 )
European Commission, Mapping Instruments for Corporate Social Responsibility, 2003, (http://www.bmsk.gv.at/cms/site/attachments/4/3/5/CH0113/CMS1218196434160/mapping_final%5B1%5D.pdf )
ISO, Committee Draft ISO/CD 26000, Guidance on Social Responsibility, 2008, (http://isotc.iso.org/livelink/livelink/fetch/2000/2122/830949/3934883/3935837/ISO_CD_26000__Guidance_on_Social_Responsibility.pdf?nodeid=7795973&vernum=0)
OECD-ILO Conference on Corporate Social Responsibility, Employment and Industrial Relations: Promoting Responsible Business Conduct in a Globalising Economy, Overview of Selected Initiatives and Instruments Relevant to Corporate Social Responsibility, 2008, (http://www.oecd.org/document/29/0,3343,en_2649_34889_40011869_1_1_1_1,00.html).

CSR networks:

CSR Europe,(http://www.csreurope.org/initiatives.php)
UN Global Compact, (http://www.unglobalcompact.org/Issues/human_rights/Tools_and_Guidance_Materials.html)
Portal for responsible supply chain management, (http://www.csr-supplychain.org/tag/health-safety/page/5)
ISEAL Alliance, (http://www.isealalliance.org/)

CSR tools:

e.g.

IBLF Guide for Human Rights Impact Assessment and Management
IBLF Human Rights Translated
UNGC/ ILO- The Labour Principles of the Global Compact
UNICEF Child Labour Resource Guide

Following a pre-selection process based on the definitions outlined above, a broad variety of tools and initiatives have been identified and subjected to a screening process, assessing:

the relevance of content for human and labour rights
the practical applicability for companies, and the functionality of the tool, and
the level of international recognition and number of cross references to the tools.

In the next step, the respective tool-developing organisations were informed about the LARRGE project and asked for further information. This phase comprised another filtering process that resulted in the current selection of CSR tools. All of them have been elaborated by organisations with long-standing experience in the field of CSR, human and labour rights, and with global reach, who have demonstrated strong commitment to these issues. Most of the organisations were present at the LARRGE working conference and actively contributed to this project.

III. Evaluation and framework for analysis

The selected tools have been evaluated from a theoretical and legal perspective as well as a practical stakeholder perspective (see LARRGE Survey).

The theoretical evaluation is based on the LARRGE framework for analysis. This working document has been elaborated against the background of the Decent Work Agenda and the relevant human and labour rights instruments that promote its realisation (see background document).

The normative framework for the evaluation covers human rights instruments (e.g. UN conventions and declarations, World Bank Standards, IFC Standards or the MDGs) and labour rights instruments (ILO conventions and declarations). Since the project aims to assess the impact of the selected tools in view of the promotion of the Decent Work Agenda, the section "scope of the tool" in the evaluation sheet addresses the inclusion of the relevant human and labour rights. It follows the four pillars of the Decent Agenda and therefore does not reflect all human and labour rights.

In addition the, framework addresses practicability and flexibility issues, and analyses the tools' approach to the determination of company responsibility.

To ensure objectivity, the evaluation is composed of two parts:

the LARRGE evaluation, conducted by the research team, and
the user evaluation, which encompasses companies, trade unions or consultants, and NGOs. Both include the results of the stakeholder survey. The results do not claim to be representative for all tools. Additional views and experiences should be added by user comments after the launch of the LARRGE Guide.

IV. Stakeholder involvement

The LARRGE project is characterised by broad stakeholder involvement, which has contributed to the creation of an international LARRGE network of tool developers and other stakeholders.

The main activities where stakeholder contributions were central include:

a) The LARRGE Working Conference

The two day-conference welcomed more than 120 participants including tool developers, policy makers, government representatives, NGOs, companies and academics. A broad range of issues including tool development, implementation and monitoring processes, and the impact of the economic crisis on CSR, were discussed in working groups. Panel discussions dealt with the question of companies' accountability, and possible means of strengthening labour rights. In addition, the conference acted as a venue for conducting in-depth expert interviews with tool developers.

The results of the conference were summarised in the conference report (see LARRGE events/ conference report). The recommendations and lessons learned have been incorporated into the final LARRGE recommendations.

b) LARRGE Survey

The LARRGE online survey targeted companies, trade unions and civil society. It included two specific questionnaires to be completed online. The survey was conducted between October 2009 and March 2010. The invitations to participate were sent to CSR networks and tool developers that had attended the working conference. In addition, more than 450 companies were contacted by the LARRGE team. 24 companies completed and returned the survey questionnaire. 11 companies participated at the LARRGE working conference.

About 60 civil society representatives including NGOs, works councils, trade unions and individual experts have been consulted. 12 representatives participated in the LARRGE working conference. 9 NGOs returned the LARRGE survey questionnaire.

The results of the stakeholder feedback are included in the evaluations of the LARRGE tools as well as in the concluding LARRGE recommendations.

c) LARRGE Roundtables

Finally, the LARRGE team organised two roundtables in Vienna, one with business representatives and one with civil society representatives, the Austrian Chamber of Labour and trade unions. The events aimed at informing stakeholder representatives about the project, and to generating feedback about the intended structure of the LARRGE Guide. Specific needs, practical requirements and requests have been addressed and incorporated into the final structure of the LARRGE Guide as far as possible.

9 companies contributed to the LARRGE Business Roundtable, 6 NGOs and two representatives of trade unions and works councils participated in the LARRGE Civil Society Roundtable.

V. Tool Assessment

To assess the impact of CSR tools on the realisation of human and labour rights in business practice, three key criteria have been developed:

First of all, the tool's reference to human and labour rights is one of the key indicators for its impact in this field. The second criteria relates to applicability and the ability of the company to implement these rights into business practice. Trainings, for instance, can fill an important knowledge and capacity gap. The third indicator consists of the capacity to monitor on-going progress and to address remaining challenges and shortcomings.

As set out in the background document, compliance with these criteria has been assessed by a range of guiding key questions concerning not only material, but also practical, issues such as the focus on specific sectors or company sizes, flexibility or interactivity of the tool, and the monitoring and training process it entails.

The findings of this assessment are included in the research results and concluding recommendations.

VI. Outlook

The LARRGE Guide is conceived as a living instrument that will be continuously updated. Some tools are currently under revision; the updated version will be added as soon as it is published. The aim of the LARRGE project is to maintain an active platform that brings together CSR tool developers and users, that promotes dialogue and experience exchange among CSR practitioners, and that contributes to continuous improvement and the harmonisation of CSR tools.

The LARRGE website will function as a resource and network platform supporting business actors in identifying the tools most suitable for their specific needs.

ILO photo

Results and Recommendations

The concluding LARRGE recommendations contain desk research findings and practical stakeholder expertise from CSR tool developers, companies, academics, trade unions and NGOs. They suggest how Decent Work and human rights standards can be better embedded in CSR practices, instruments and future policies.

Summarized in a key results section, they highlight practical challenges and lessons learned, and articulate concrete recommendations for companies, tool developers and policy makers. ILO photo

The LARRGE recommendations cover the following issues:

Awareness and cognition of CSR
CSR policies, CSR implementation
Monitoring and follow-up
CSR tool development
Specific challenges for SMEs, and
CSR and the economic crisis

Awareness and cognition of CSR

Generally, the consciousness of, and the approach to, CSR in Europe vary regionally. While in some countries (e.g. Nordic states) the engagement is open and systematic, in others it seems more fragmented (e.g. France, where many framework agreements exist), or is seen predominantly as a mere add-on (e.g. Italy). Developing countries pose specific CSR challenges, in particular those that demonstrate complete indifference to environmental, labour and social standards.

The reason for the resistance to a human rights based approach to CSR is that human rights terminology has often negative connotations for business. Companies tend to associate human rights with problems "elsewhere" that seem irrelevant to them (e.g. torture, the death penalty, child labour). They may even feel offended when confronted with such issues, or may become concerned that the responsibilities ascribed to them might go too far. Practical experience has shown that labour rights terminology does not carry such connotations, and may therefore provide a more adequate framework for addressing certain problems.

The overall LARRGE finding on the awareness of Decent Work is therefore that labour rights in general are key for the business context, and are also consistently included in the analysed CSR tools. The Decent Work Agenda, on the other hand, cannot yet be regarded as a leading concept in CSR practice.

LARRGE recommendations for companies

Companies may gather basic information and learn more about why Decent Work based on human and labour rights is relevant to their activities, and how they can benefit from complying with these standards. Positive impacts include, for instance, the attraction of better qualified workers, the retention of workers, increased reliability, and improved risk management. Sector initiatives may be a good starting point for learning about particular challenges in the respective business fields.

Many tools contained in the LARRGE Guide offer general guidance and start-up information that explain human and labour rights obligations for business actors. Companies may also get in touch with relevant expert organisations or business consultants, such as the tool developers named in the LARRGE Guide.

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EN - Research Results and Concluding Recommendations

FR - Résultats de recherche et recommandations finales

I. Awareness and cognition of CSR, Decent Work and human rights

In respect of knowledge about human rights obligations, the LARRGE research has revealed that companies are often well aware of specific human rights aspects related to problems they have been facing, but may not have a full picture of other potential human rights challenges. Problematic issues that have been frequently raised by companies include, for instance, community impact (resettlement, environmental degradation), health and safety, remuneration, hours of work, equality and gender rights, discrimination and harassment, child labour, forced labour and union rights, collective bargaining, freedom of association, freedom of information and speech, corruption, work in conflict or post-conflict situations, human trafficking, seafarers' rights or supply chain issues.

In its interviews and surveys with tool developers and companies, the LARRGE team in particular assessed awareness of the Decent Work concept, which combines labour rights and human rights under one umbrella. Overall, it turned out to be not very well known. Both tool developers and companies were largely unaware or only basically familiar with the European Union's Decent Work Agenda and the efforts relating to it. This low level of awareness is also reflected in the work related CSR tools that have been identified in this project. Few tools actively address and promote Decent Work issues (explicit promotion e.g. by SA 8000, BSCI, FLA and ILO tools). One of the key findings of this project is therefore that the general impact of CSR tools on mainstreaming and implementing the Decent Work Agenda remains still rather limited.

Nevertheless, content-wise, all of the selected CSR tools refer in some way or another to labour rights. They may unwittingly overlap with the Decent Work concept but do not promote it explicitly. The reference to ILO core labour standards and other pertinent ILO conventions may not always cover the complexities of the Decent Work concept. Issues such as social protection and social dialogue are still largely unknown to the majority of CSR tools.

LARRGE recommendations for companies

LARRGE recommendations for tool developers

Language matters! Since many companies may be less receptive to human rights terminology it is essential to "translate" human rights into the business context. Tool developers are therefore advised to take account of this challenge and may use case studies and business language to explain the human rights and Decent Work concept. It is crucial to clarify a company's concrete human rights obligations within its sphere of influence.

LARRGE recommendations for policy makers

Although the human rights and labour rights frameworks are increasingly considered to be fundamental pillars of CSR, and a range of companies are already investing a lot in this regard, the LARRGE research has still identified a considerable knowledge gap with regard to human rights, but especially with regard to the Decent Work Agenda.

EU policy should therefore continue to put an emphasis on awareness raising and strive towards mainstreaming a human and labour rights based approach to CSR. Specific fields of action may also include consumer awareness on industry practice and local labour practices.

II. Determination of CSR business policies

The development of a sound CSR policy from the very start results in a complex and lengthy process, and requires considerable time and financial resources. It has to include consideration of relevant sub-policies and management strategies, as well as the choice of a suitable tool and strategy for its implementation. This might initially discourage companies. Moreover, the volume of international instruments and legal reference documents, as well as the variety of competing CSR tools available, pose additional challenges. Most companies would prefer a short and quick checklist.

LARRGE recommendations for companies

CSR has to be linked to the core activities of a company, and not be considered a mere business add-on. Companies should therefore calculate enough cost and time resources for the development of a sound CSR policy in compliance with international human and labour rights. To achieve this aim they need to consider three main structuring questions:

What must we do?

What should we do?

What should we avoid?

First of all, companies will have to analyse their situation, consider what their policy should cover, and define goals and principles. They will have to look at their operations and identify potential risks as well as (sector) specific challenges. This analysis encompasses both core business and the supply chain. Sector initiatives or the CSR policies of companies that face similar challenges provide a valuable source of information in this phase. At this point, companies may also consider involving external expertise to gain an overview of existing CSR tools and processes, and to filter out relevant initiatives for their case.

LARRGE recommendations for tool developers

CSR expert knowledge will be crucial in the elaboration of a company's CSR policy and related management strategies.

The huge quantity of CSR approaches, initiatives and tools may be confusing and poses a considerable challenge for companies. Tool developers may therefore support companies by offering guidance on the available resources and by assisting companies in the development of their strategy. They may take stock of lessons learned during the process and use these experiences to further optimise the user-friendliness and practical applicability of the tools.

LARRGE recommendations for policy makers

In the absence of legally binding standards, the huge number of voluntary CSR initiatives has increased insecurity and confusion at company level. However, opinions among the main stakeholders still vary. Some business actors would prefer a unified reference standard and legally binding provisions. Others emphasise the positive aspects of a non-legal, non-state framework.

From a human rights perspective it would be highly desirable to elaborate binding human and labour rights based CSR standards which equally allow for monitoring and enforcement. To achieve this aim, the EU must enhance its focus on internal policy coherence, that is to say on implementing and strengthening existing legislation, rather than adding to it. For business activities outside the EU, more demanding regulations and a common framework for introducing and monitoring CSR standards in developing and transition states should be elaborated. Specific human and labour rights clauses in bilateral trade agreements constitute an important instrument in respect of this aim. Development cooperation and export credit agencies could also take leading intermediary roles by requiring human rights compliance as a precondition for public project funding, and by monitoring the implementation of these standards.

Another key requirement addressed by various experts is the need to harmonise existing standards. This means harmonisation of both policies and CSR approaches. Sector initiatives have proven to be extremely successful in ensuring CSR compliance. They allow consideration of particular human rights challenges, and they largely reduce competition among companies that may otherwise not be willing to adhere to CSR principles for reasons of safeguarding their competitive advantage.

III. CSR policy implementation

Good CSR performance tends to correlate with good economic performance.

The implementation of a CSR business policy requires the formulation of targets (e.g. employee satisfaction), as well as the elaboration of concrete processes for turning these policies into business practice. Its effectiveness largely depends on whether the CSR strategy is embedded in the overall company management strategy. This process may pose several challenges:

Internal alignment and management needs to involve all sections and levels of company management, as well as workers. The support of senior management is a crucial precondition for a successful CSR process.

In practice, there is often a lack of clarity regarding the categorisation of aspects of CSR policies, including human and labour rights issues, human resources, legal matters and production. It is often attributed to a department that does not have the competence to deal with all these issues. Co-operation and communication are therefore crucial to avoid confusion and surmount impediments to the implementation of the CSR approach. A good example for this practical challenge is the relation between Decent Work and diversity in business practice: diversity management is a management strategy which acknowledges diversity, respects differences and aims to achieve equality of opportunities. If diversity management is taken seriously, this underlying commitment is reflected at all levels of hierarchy, towards costumers and clients, within public relation strategies, and also within the supply chain (taking into account the global dimension). At the same time, diversity management is also part of a CSR strategy, since it includes issues such as work-life balance and labour conditions, which have to be considered from both the CSR and the Decent Work perspective. However, in practice there is still a lack of communication regarding diversity, which is often limited to gender, age and nationality issues, and CSR persons in companies. In many cases, diversity and CSR managers exist within a given company, but they do not talk to each other, nor follow a common agenda. This non-communication is also reflected at the European level, demonstrated by the fact that EU projects dealing with Decent Work, CSR and diversity are often not linked with each other.

ILO photo

Implementation problems may also arise as a result of the disconnection of communication between a company's headquarters and its country offices. There often exists a huge gap between the knowledge and motivations of the general manager, requesting the adoption of a human rights based CSR approach, and the respective knowledge of country office managers. In many cases, regional managers lack interest, particularly when they are not involved right from the beginning. One of the main lessons learned is therefore that a CSR policy has to be adopted from within a country and not imposed externally by senior management.

Finally the LARRGE research has identified a range of human rights issues (material issues) that pose particular problems for implementation. Discrimination and labour rights questions have been mentioned as major issues of concern by most CSR experts and tool developers. These include safe and healthy working conditions, fair wages, reasonable limitation of working hours, the right to form and join trade unions, the right to strike and freedom of association. Forced and child labour also constitute huge challenges. Grievance procedures and remediation are often not in place or difficult to administer. Social security, insurance or pension issues as well as the mitigation of adverse employment effects caused by redundancies have also been raised. Finally, security and private property protection figure as key issues in relations with external stakeholders.

LARRGE recommendations for companies

Companies should endeavour to ensure consensual management. In order to be effectively incorporated, the CSR policy has to be aligned with other company approaches (e.g. in the environmental sector) and supported throughout the organizational hierarchy. Companies should make sure that they have all departments at headquarters and in country offices on board. Internal and external communications need to give a clear picture of the aims and steps of the process. Cross-cutting trainings, involving all levels of management, are therefore an imperative at this stage. In this regard, joint trainings for managers and workers as well as regular stakeholder fora have proven to be highly efficient.

Include workers! A sound CSR business policy has to reach the "shop-floor", in other words, with regard to human and labour rights, it is essential to put workers at the centre of the discussion. The responsibility for CSR issues should not be isolated within the human resources department but connected to the departments of production, distribution and sales in order to ensure long term sustainability.

The supply chain constitutes an integral part of the CSR management strategy. Trainings and awareness raising should also target suppliers and contractors. Human and labour rights problems in the supply chain will always be linked to the company and may prove detrimental to its reputation and credibility. Companies may thus develop procedures and work in close cooperation with their suppliers in order to ensure "clean" supply chains.

CSR policy implementation in company projects and operations at the country level requires the conduct of throrough human rights impact assessments. This involves detailed research on the factual operating conditions in a host country as well as in depth-assessments of the potential interferences with the human rights of company staff and external corporate stakeholders (e.g. in the context of local communities, indigenous peoples, land rights, discrimination). NGOs play a crucial role in developing local links for companies interested in the labour and human rights situation. The assessment of national standards and their implementation in the country of operation, regarding their compliance with international human and labour rights standards, provides the groundwork for the determination of specific company actions in a given country. Lower standards at the country level may present unexpected difficulties for business operations. In this case, corporate actors need to ensure compliance with international standards on a company basis (e.g. national law contains no legal provision on work councils; nevertheless the company must set up a workers' representation, e.g. an ombudsman at company level).

Companies may fear new liability challenges when conducting human rights impact assessments. In reality, thorough impact assessments broaden the basis for decision making and enable companies to identify and deal with potential risks before they escalate. In some cases, they may even prevent companies from undertaking high risk operations with long term negative consequences.

The LARRGE research cannot give overall recommendations for resolving difficulties that arise in ensuring the respect and the protection of specific human and labour rights issues (material issues). In the case of child labour and forced labour, very valuable tools and background papers exist to support companies in combating these practices (see LARRGE Guide). A range of self-assessments and guidance documents are available to identify critical working conditions and workers rights. The tools listed in the LARRGE Guide provide valuable support and guidance for companies on all work-related human and labour rights issues. However, implementation on the country level always depends on the particular situation and circumstances, and has to be addressed on an individual company basis.

LARRGE recommendations for tool developers

Tool developers should assist companies in the implementation of a CSR business policy since CSR tools commonly need to be customized to a company's specific needs. In some cases, a CSR approach may not necessarily align with other organisations' approaches offering e.g. technical support. This may contribute to a certain level of "chaos" on the ground that makes it difficult to promote a human rights oriented approach at work. Thus, tool developers should seek to connect the CSR implementation process to existing business cases, for instance in respect of environmental or social issues. Managers of different departments and hierarchy levels, as well as company subsidiaries, must be involved in the implementation process. In practice, the involvement of legal departments has proven to be quite challenging due to the fact that they are well aware of the legal requirements and are hard to convince in respect of adherence to additional human rights standards.

Joint trainings with workers and managers are a very good opportunity for fostering mutual understanding and commitment. Tool developers may also encourage the development of a company's internal "free speech" mechanisms, to highlight difficulties arising from the application of tools.

LARRGE recommendations for policy makers

The EU might better promote Decent Work in CSR practice by supporting the use of comprehensive, human and labour rights oriented CSR tools, and by mainstreaming a human and labour rights based approach. The LARRGE working conference has revealed that there exists very limited exchange among tool developing organisations, international organisations, such as the ILO or the UNGC and trade unions. With regard to companies, a range of tool developers maintain vital exchanges with their clients but some do not. Based on these findings, the EU should strengthen its efforts on experience exchange and enhance the opportunities for exchange among CSR practitioners. The common expertise and lessons learned highlight existing challenges that should be addressed on the policy level. Moreover, increased cooperation and exchange will contribute to a harmonised approach, and to joining forces to combat human and labour rights problems.

IV. Monitoring and follow-up

There are different monitoring approaches concerning CSR management strategies, ranging from mere data accuracy to quality control of systems, organisational processes, risk management and performance evaluation.

It is necessary to clearly distinguish between internal monitoring processes and external stakeholder accountability.

Most of the monitoring processes are internal. Based on the fact that CSR has to become part of the overall management strategy, this should include an internal verification mechanism. Internal audits and employee surveys, constitute important tools for maintaining a constant flow of information, which in turn allows for evaluation of the CSR policy's effectiveness and paves the way for its improvement. The credibility of an internal monitoring system is greatly enhanced by the existence of an effective complaints mechanism. Grievance procedures play a crucial role in conflict prevention and help to resolve problems within the company. Furthermore, they function as a means for continued awareness-raising and education within a company. The LARRGE research found that there have been very good experiences with internal workers' hotlines if they are staffed with local people. In some cases, CSR monitoring mechanisms have been used as a substitute for non-existing complaints procedures (e.g. in the absence of a works council, complaints mechanisms provided by a company's CSR policy might function as means for addressing concerns of the workforce).

External assessments are as important as internal ones, but they have their limits. The prevalent method for verifying compliance with CSR standards consists of "audits" or "consulting visits", as contemporary consultancies often call them. The quality of external verification depends very much on the individual auditor. Conflicts of interest might arise in cases where the auditor has primarily acted in an advisory function. Therefore, auditing and consulting should be clearly separated. In any case, external monitoring needs to involve all relevant stakeholders, and should be seen as a basis for sustained dialogue.

Limits on external monitoring means that a range of issues must be considered: It is, for example, almost impossible to get accurate information on corruption, or on freedom of association. The same is true for child labour. Monitoring the supply chain requires specific policies and skilled teams "Policing" or check lists have not proven to be sustainable instruments. A key finding of the LARRGE project is furthermore that external monitoring does not necessarily improve the situation of the workers. It is often outward-directed and regarded as an instrument for satisfying external stakeholders. A good sustainability or CSR report may therefore not always change the situation of the employees on the ground.

In terms of sustainability, the identification of workplace issues through monitoring and auditing is a critical solution, since it requires considerable financial resources. Companies cannot afford to pay for audits forever. A fair balance between monitoring expenses and company resources may be found by analysing the inputs, outputs and the actual impact of the monitoring process.

The LARRGE research found that the main challenge lies not in identifying the problems, but in finding new solutions to replace old approaches that did not work. Generally, monitoring should not be overly controlling ("big brother is watching you"); there is rather a need to improve information flows between companies' headquarters and their partners and suppliers, as well as a need to improve the capacity-building of suppliers.

It is questionable whether the classic model for CSR reporting on compliance is right for the internalisation of human and labour rights issues. The overarching goal should be to trigger an internal learning process for constant improvement on these issues. Internal monitoring mechanisms have, in some cases, proven to be a successful strategy in this regard,

LARRGE recommendations for companies

It is highly recommended that companies establish internal monitoring mechanisms (such as complaints mechanisms, workers hotlines) to ensure a thorough implementation of CSR policies and respect for labour and work-related human rights. The aim of these mechanisms is to settle and resolve grievances and to initiate and promote a constant internal learning curve. It furthermore provides information on ongoing processes and projects within a company, builds a valuable basis for internal communications and increases credibility for stakeholders.

External auditing fulfils an important complementary function but should not constitute the only monitoring approach. In any case, it should be accompanied by ongoing training activities.

LARRGE recommendations for tool developers

The role of tool developers in the CSR monitoring process depends very much on the sorts of tools they have developed. A self-assessment tool will not include monitoring aspects whereas a code of conduct or a benchmarking tool may comprise detailed monitoring provisions.

Most consultants or tool developers that support a company in the elaboration and implementation of a CSR strategy may have an interest in thoroughly implementing human and labour rights standards, and complying with their own quality standards. However, at the same time they are paid by the company and may therefore face difficulties in addressing certain issues, or be concerned about pushing the company too far because they have to safeguard the client relationship. In practice, therefore, there often exists a gap between CSR consulting and the actual implementation process. Consultants are not paid for, and do not possess the authority to, follow-up or monitor the processes that continue after they leave a company. For many CSR consultants or tool developers, the question is thus how to move from consultancy to implementation and how to measure progress.

If tool developers remain part of the company process long-term, and also have the authority to monitor compliance, they are advised to take a cooperative approach. This may include trainings, workshops, coachings etc. that trigger a learning process and contribute to the internalisation of the standards. Clear purposes have to be assessed against specific targets, and then followed-up. "Policing" the company has not proven to be a successful strategy. Tool developers may also encourage the elaboration of internal company complaints mechanisms.

Finally, trainings are necessary on the company level but also for NGOs and consultants that work with the tool.

LARRGE recommendations for policy makers

Although institutions like the UN Global Compact are devoted to CSR, the current state of human rights reporting is still unsatisfactory. On a voluntary basis, companies remain reluctant to share information. EU policy makers may therefore address companies' audit-weariness and increase the effectiveness of CSR monitoring by introducing compulsory requirements for companies to report on human and labour rights. Such regulation should provide for unannounced visits and third-party review.

Mandatory auditing should be conducted by certified and well trained experts. Trade unions, tool developers and international organisations could function as key multiplicators to ensure sustained human and labour rights knowledge in the monitoring process.

V. CSR tool development

The first key challenge for tool developers is the perception that there is still no business case for human and labour rights. Demonstrating the benefits of human rights compliance (e.g. attraction of highly skilled workers, increased retention, better risk management or the internal learning process) requires considerable effort. It makes no sense to require adherence to standards that are far out of line with business practice.

Designing a CSR tool that links corporate activities in different business sectors to human rights responsibilities as recognized in international treaties is a complex task. First of all, the most obvious challenge is that the majority of human and labour rights standards and procedures have been designed for states, not for business actors. Therefore, they need to be interpreted for companies. The translation of human rights into the business context needs to satisfy both the practical requirements of companies, but also the legal requirements of human rights.

It is also essential to base the CSR tool development process on broad stakeholder involvement, including businesses, social partners (trade unions, employers' and employees' representations), human rights research institutions, and relevant civil society actors (non-governmental and non-profit organisations from various fields).

Companies should be closely involved in the tool development process. Their practical knowledge provides the groundwork for conceiving and tailoring the tool in a way that best responds to day-to day challenges.

NGOs may sometimes be considered too keen on campaigning or the naming and shaming of companies, so that they may often not be regarded as reliable and serious partners for businesses. However, in many cases their activities have proven to be very stimulating for companies' human rights compliance. Moreover, they provide valuable expertise since they usually play a fact-finding and complaint-raising role. NGOs may also be involved in the monitoring process at a later stage.

Moreover, co-operation with reputable institutions, like the International Labour Organisation or the UN Global Compact, might increase the acceptance of, and interest in, CSR tools.

It is essential that a CSR tool is applicable not only at business headquarters but also in operating country units abroad. Companies must infer from a tool what local engagement they should carry out (impact on local communities). Consequently, the more indicators a CSR tool features, the more flexible it is with regard to its adaptability to different business contexts. At the same time, a large number of criteria are likely to create the impression that such tools are complex and therefore difficult to apply, particularly for smaller companies that are constrained by limited financial and human resources.

Finally, the large quantity and variety of CSR tools that are already in place, and the difficulty in getting a general overview of their features and functions, constitute substantive obstacles for companies.

LARRGE recommendations for companies

Depending on the situation, companies may seize the opportunity to participate in a tool development process and contribute to tailoring the tool according to specific business requirements. They may have the opportunity to exchange experiences with other businesses, learn from their peers and make contact with different stakeholders they do not usually deal with.

LARRGE recommendations for tool developers

The process of developing a CSR tool should involve companies from the very beginning. These relationships can be built on during the length of the process in order to generate practical feedback and to ensure a sustained business perspective.

In general, a multi-stakeholder approach, including collaboration with prospective users and relevant stakeholder groups and cooperation with reputable institutions such as the ILO or the UN Global Compact, will help with the elaboration of common approaches and increase awareness of CSR tools.

Since companies are already overwhelmed by a huge quantity of CSR tools and initiatives, tool developers should actively address this problem. Harmonisation and whole-sector approaches, as opposed to a proliferation of CSR tools, have proven to be very fruitful strategies. The alignment of existing initiatives, and collaboration between and within sectors, are fundamental for ensuring greater tool coherence. It is not only more economical to follow whole-sector approaches; this also solves the problem of accepting other brands' audits that may be based on different standards. Finally, every sector is dealing with specific issues, that is to say, a textile company may learn little from a steel company, so complete harmonisation would not allow for such particularities.

LARRGE recommendations for policy makers

The call for the harmonisation of CSR tools is powerful, though not easy to accomplish. Information on the work of, and relations between, different tool developers - be it international organisations, governmental or non-governmental actors - is scarce. The EU should therefore support this endeavour by enhancing communication among tool developers, facilitating regular meetings for tool developers, businesses, civil society and academia and by giving preference to the funding of projects and initiatives that are conducive to the harmonisation of CSR tools. There should be a special focus on sector initiatives.

VI. Challenges for SMEs

The majority of businesses are smaller and medium-sized enterprises (SMEs). It is important to specifically address them, since, due to their size, they face particular challenges and have accordingly different needs. The LARRGE research has identified three different SME attitudes towards CSR:

First of all, motivated companies that see a good opportunity in working voluntarily on CSR, for instance as members of certain organisations- so-called "necessity-based" companies.
Secondly, suppliers that do business in close relations with large companies which may impose certain requirements on them by means of a code of conduct.
Thirdly, very small companies that may often be struggling to survive, and for which CSR is not an issue.

The implementation of CSR strategies in SMEs has to take into consideration their particular situation:

SMEs typically need more external support in all aspects of CSR. This results from limited capacities in terms of personell and financial resources.
An important entry point for talking about CSR may lie in addressing "experience-near" issues that are directly linked to daily business, like health and safety issues or local legislation.
Many SMEs tend to think more short-term. It is therefore important to constantly link CSR to daily business and to point out the short-term benefits and added value of such an approach.
Many elements of generic tools do not apply to SMEs. The tools intended for usage by SMEs should be simplified, or better, tailor-made versions of generic tools that pertain to the specific needs of SMEs should be developed. Despite simplification the standards should be no less stringent. Success in getting SMEs to take up CSR and use relevant tools very much depends on developing easier and quicker solutions.
The "drivers" for SMEs are not identical to the drivers for big companies. For SMEs, much depends on the support and commitment of a few "charismatic leaders" at senior level within the company. Government incentives are very helpful in getting SMEs interested in CSR initiatives.
However, there are also several features SMEs have in common with larger companies. Both SMEs and big companies are rather reluctant to open their doors to CSR. As far as human rights are concerned, the language of human rights either scares considerable numbers of small businesses, or owners and managers consider them not relevant for their business. There is thus a need to raise awareness of the meaning of human rights among SMEs, and to stress the significance of human rights for their performance.
A convincing argument for SMEs on the factual benefit of working on CSR is to point out that larger companies are willing to buy their products if they meet a certain CSR standard.
A possible solution to reduce CSR related costs for SMEs could be to use existing sector cooperative structures or sector initiatives. For example, a tool developer reported that some agricultural companies had very good experiences in implementing CSR guidelines and performing audits while working within the structure of existing cooperatives.

LARRGE recommendations for small and medium-sized companies

SMEs should not be reluctant to approach CSR because of limited budget resources, staff or time constraints. A range of suitable guidance materials exist which do not overwhelm busy SME owners with complex facts and requirements. They should gather basic information and become aware of the positive contribution of CSR in securing the long-term competitiveness and continuity of their business. SMEs are recommended to contact relevant organisations experienced in working with companies on CSR, human and labour rights issues, in order to assist them with the determination of further steps and implementation measures.

LARRGE recommendations for tool developers

It is not easy to raise awareness of CSR among small and medium-sized enterprises since their resources are significantly limited compared to bigger companies. Moreover, they may often lack awareness of the positive effects of CSR for their business. Most of the time, only a small minority will be interested in using CSR tools, particularly if these tools appear very sophisticated. Tool developers are recommended to approach SMEs through local organizations like business networks, Rotary or Lions clubs, or NGOs. They may also develop special versions of their tools tailored to the needs of the SME community, and offer support in the process of implementation.

LARRGE recommendations for policy makers

The EU has already taken into account the specific situation of SMEs and has supported CSR programmes and initiatives. EU policy makers should further promote simple CSR management models for SMEs, including tailored tools and training standards. Moreover, they should consider funding for consulting activities carried out by institutions with expertise in working with smaller companies. Moreover, small scale grants in support of the implementation of Decent Work and human rights principles into European SMEs should be taken into consideration.

VII. The implications of the economic crisis for CSR

CSR, Decent Work and human rights have acquired a new importance against the background of the current economic crisis and its aftermath. The economic crisis is bringing with it significant unemployment, redundancies, increased risk of poverty and is also likely to enhance xenophobia. This is because the mobility of labour provided for by the European Union is likely to be met by perceptions among workers in many places that increasingly scarce local jobs are being taken by outsiders.

Countries that are particularly badly affected by the crisis include relatively recent members of the EU from Eastern Europe and, in a broader context, developing countries. Policies that support banks and other commercial organizations have been using up public funds that might have supported social protection, social dialogue, and international development programmes. Reduced revenues and public spending will also affect development aid, and with it money that might otherwise have been directed towards the Millennium Development Goals. At the same time, declining economic growth can affect trade flows and the Free Trade Agreements that, in better times, might have been used by the EU to "join up" its preferred employment policies with its favoured development policies.

The crisis has triggered a process of rethinking on CSR but, more generally, of thinking how to do business differently. It is a collective process that requires concerted action by governmental and business actors alike.

As a result of the crisis, companies have started to be aware of the meaning of CSR and their contribution to society. The LARRGE research revealed that those that integrated CSR into their core business philosophy before the crisis are not inclined to step back from their commitments now, because costs are not the main issue. In companies where CSR forms part of a successful management strategy, cuts to CSR budgets are insignificant. Nevertheless, in general terms, companies are short of money, and are currently investing less in training on CSR and human rights.

LARRGE recommendations for companies

Companies are recommended not to use the economic crisis as justification for disproportionate cuts to CSR expenses. They should rather seize the opportunity to conduct business in an even more responsible way.. Company experience before the crisis shown that CSR is not only a risk management tool, but also a decisive factor in both attracting and retaining highly qualified and skilled workers. This should be taken into consideration by companies, particularly in times of reduced business activity.

LARRGE recommendations for tool developers

The "CSR industry" that has evolved over the last ten years will now have to step back and assess current needs. That is to say, CSR has to show its worth. For instance, there is no need for such a huge quantity of CSR tools. CSR is more than risk management or a means of reporting; it needs to be integrated into company philosophy. Therefore, the best way to proceed is through harmonisation and sector initiatives, to which tool developing organisations can contribute considerably. Moreover, tool developers should encourage companies to provide ongoing training on CSR and human rights.

LARRGE recommendations for policy makers

Public-private-partnerships have proved to be a good vehicle for promoting CSR because ethical standards can be introduced via the public sector. In the financial sector, CSR developed differently; although the Equator Principles lay down clear corporate social responsibility obligations, it seems that there was less pressure from consumers and shareholders than in other sectors. Therefore, from a policy perspective, there needs to be increased incentives for, and regulation, of CSR, applied across all business sectors. Policy makers should also be aware of a new trend: there is growing confidence in CSR in the Eastern world. Following the collapse of the Western model, Eastern partners have begun thinking about new means of approaching sustainability. Therefore, CSR and related company management approaches should be promoted with regard to maintaining the European Union's competitiveness and attractiveness as a business location.

In any case, CSR policy will have to give new prominence to the question of redundancy and alternatives to redundancy, as well as social dialogue mechanisms for consulting about employment and retirement policies in a period of reduced economic activity and sharply reduced yields from state and company pensions. It will also have to emphasise non-discrimination and diversity. There needs to be a business case for diversity, involving clear guidelines and standards, and a readiness to adapt them to specific business contexts.

Rights Description

Work related Human Rights and Labour Rights


Right to work	The right to work includes the right of everyone to the opportunity to gain his living by freely chosen or accepted work including the right not to be deprived of work unfairly (ICESCR Art 6, General Comment No. 18, E/C.12/GC/18, ILO Tripartite Declaration).
Prohibition of forced or compulsory labour	Forced or compulsory labour is defined as all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily (ILO Convention No. 29). Forced or compulsory labour is prohibited as a means of political coercion or education or as a punishment for holding or expressing political views or views ideologically opposed to the established political, social or economic system; as a method of mobilizing and using labour for purposes of economic development; as a means of labour discipline; as a punishment for having participated in strikes; and as a means of racial, social, national or religious discrimination (ICCPR Art 8, compliance with national laws and ILO Convention No. 105).
Prohibition of child labour	Child labour refers to children who are engaged in work that could be harmful to them. The term refers to all children under 18 involved in the "worst forms of child labour", all children aged under 12 taking part in economic activity and all 12- to 14-year-olds engaged in more than light work. The ILO Convention No. 182 on the Worst Forms of Child Labour applies to all children under 18 and defines the "worst forms of child labour" as slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage and serfdom and forced or compulsory labour, including forced or compulsory recruitment of children for use in armed conflits child prostitution and pornography; using children for illicit activities, in particular for the production and trafficking of drugs; and hazardous work which is likely to harm the health, safety or morals of children. (ICCPR Art 8, CRC, ILO Convention No. 138. and 182).
Right to equal treatment and non-discrimination between women and men, gender issues	Discrimination against women is any distinction, exclusion or restriction made on the basis of sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or exercise of rights by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field: including equal pay for equal work; equal working conditions; equal opportunities for women and men to be promoted; maternity protection (including reconciliation of professional and family responsibilities); right to housing; right to education; right to the highest attainable standard of health; right to join trade unions; right to social security, etc. It equally includes the protection of vulnerable female groups (e.g. domestic workers, female dominated industries)(ICESCR Art 3, General Comment No.16 E/C.12/2005/4; ILO Conventions No. 100, 156, ILO Tripartite Declaration).
Right to equal treatment and non-discrimination concerning all other groups	Discrimination against all other groups is any distinction, exclusion or restriction made on the basis of race, colour, religion, political or other opinion, language, social origin, property, birth or other status in respect of employment and occupation (including the rights mentioned under gender issues, see above). It also includes the protection of vulnerable groups (ICESCR Art 2, ILO Convention No. 111, ILO Tripartite Declaration).
Diversity Management	Diversity is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organization's strategic goals and objectives. (US Government Accountability Office, GAO)
Right to education	Everyone has the right to education. Education shall be free, at least in the elementary and fundamental stages. Elementary education shall be compulsory. Technical and professional education shall be made generally available and higher education shall be equally accessible to all on the basis of merit. Education shall be directed to the full development of the human personality and to the strengthening of respect for human rights and fundamental freedoms (UDHR Art. 26).
Right to safe and healthy working conditions	The ILO Constitution sets forth the principle that workers should be protected from sickness, disease and injury arising from their employment (ICESCR Art 7, ILO Conventions No. 155, 161, 187, ILO Tripartite Declaration).
Right to fair wages	Everyone has the right to the enjoyment of just and favourable conditions of work which ensure fair wages including a minimum wage that covers the living expenses of the employee and his /her family members and that relates reasonably to the general level of wages earned and the living standard of other social groups, regular pay and compensation overtime. See also "rights at work" (ICESCR Art. 7, ILO Conventions No. 131, 95, 117, 47, 106).
Right to equal pay for equal work	Everyone has the right to the enjoyment of just and favourable conditions of work which ensure equal pay for equal work and for work of equal value. Individuals doing the same work or work that demands the same high work criteria such as knowledge and skills, effort and stress, responsibility and conditions prevailing in the working environment should receive the same remuneration (ICESCR Art. 7, ILO Convention No. 100).
Right to decent living	Everyone has the right to the enjoyment of just and favourable conditions of work which ensure a decent living (which is an adequate standard of living that enables to live in conditions fit for human beings) for themselves and their families. See also "Right to an adequate standard of living" (ICESCR Art. 7).
Right to rest, leisure and annual leave	All employed staff shall be entitled to an uninterrupted weekly rest period comprising not less than 24 hours in the course of each period of seven days. The traditions and customs of religious minorities shall, as far as possible, be respected. (e.g. ILO Conventions No. 14, 106). Workers shall also be entitled to an annual paid holiday of a specified minimum length; the holiday shall in no case be less than three working weeks for one year of service. (e.g. ILO Convention No. 132)
Right to reasonable limitation of working hours	The time during which the persons employed are at the disposal of the employer (which does not include rest periods) shall not exceed eight hours in the day and forty-eight in the week. This limit of hours of work may be exceeded, for example, in those processes which are required by reason of the nature of the process to be carried on continuously by a succession of shifts. But the working hours shall not exceed fifty-six in the week on the average (ILO Convention No. 30).
Right to permanent employment relationship	A permanent employment agreement is a contract with an employee for full time or part time work for an indeterminate period. Having a permanent contract does not mean a job for life, as employees can be dismissed or laid off. Permanent workers have protections offered by federal and provincial employment legislation and their contracts are generally considered to be the most secure.(http://hrcouncil.ca/hr-toolkit/right-people-nonstandard.cfm)
Right to privacy	The right of every person to be protected against arbitrary or unlawful interference with his privacy, family, home or correspondence as well as against unlawful attacks on his honour and reputation (ICCPR Art 17, General Comment No.16).
Right to strike	The right to strike applies, provided that it is exercised in conformity with the laws of the particular country (ICESCR Art 8).
Right to form and to join trade unions	It includes the right of everyone to form trade unions and join the trade union of his choice, subject only to the rules of the organization concerned, for the promotion and protection of his economic and social interests (ICESCR Art 8, ILO Conventions No. 87, 98, ILO Tripartite Declaration).
Grievance procedures and remediation	See below "Dispute resolution/ grievance mechanisms".
Right to social security including social insurance	The right of everyone to social security, including social insurance. Therefore a social system should be available and accessible that provides for the coverage of health care, sickness, oldness, unemployment, employment injury, family and child support, maternity, disability, survivors and orphans (ICSECR, Art 9, General Comment No. 19, E/C.12/GC/19, ILO Conventions No. 102, 118, 157).
Mitigation of adverse employment effects	In considering changes in operations which would have major employment effects, MNCs should provide reasonable notice to governments, representatives of workers in order to mitigate adverse effects (ILO Tripartite Declaration, 26).
Freedom of association and collective bargaining	The right of workers and employers to form and join organizations of their choice is an integral part of a free and open society. It is a basic civil liberty that serves as a building block for social and economic progress. Linked to this is the effective recognition of the right to collective bargaining. Voice and representation are an important part of decent work. (http://www.ilo.org/global/About_the_ILO/Mainpillars/Therightsatwork/lang--en/index.htm, ILO Conventions No. 87 and 98, ILO Tripartite Declaration).
Tripartite consultation (social dialogue)	The ILO underlines the importance of cooperation between governments, employers' organizations and workers' organizations in fostering social and economic progress. Dialogue among and between the governments and the two social partners promotes consensus building and democratic involvement of those with vital stakes in the world of work (http://www.ilo.org/global/Themes/Workers_and_Employers_Organizations/lang--en/index.htm, ILO Conventions No. 144, 152).
Right to an adequate standard of living	The right of everyone to an adequate standard of living for himself and his family, includes the rights to adequate food, clothing and housing (ICESCR Art 11, General Comments No. 4, 7, 11, 15).
Security issues, private property protection	Every natural or legal person is entitled to the peaceful enjoyment of his possessions. No one shall be deprived of his possessions except in the public interest and subject to the conditions provided by law and by the general principles of international law (ECHR, Prot. No. 1, UDHR Art 17) Everyone has the right to liberty and security of person (ICCPR Art 9, General Comment No. 8).
Right to the highest attainable standard of physical and mental health	Everyone has the right to a standard of living adequate for the health of himself and of his family, including food, clothing, housing and medical care and necessary social services (UDHR). The State parties recognize the right of everyone to the highest attainable standard of physical and mental health (ICESCR Art 12). The right to health embraces a wide range of socio-economic factors that promote conditions in which people can lead a healthy life, and extends to the underlying determinants of health, such as food and nutrition, housing, access to safe and potable water and adequate sanitation, safe and healthy working conditions, and a healthyenvironment (General Comment No. 14).

Further Resources

Human Rights Country Profiles

Amnesty International

http://www.amnesty.org/

Human Rights Watch

http://www.hrw.org/

Maplecroft

http://www.maplecroft.com/portfolio/human_rights/atlas/

Danish Institute for Human Rights

http://humanrightsbusiness.org/?f=country_risk

Specific Labour Rights Country Profiles

ILO Natlex

http://www.ilo.org/dyn/natlex/natlex_browse.home

NATLEX is the database of national labour, social security and related human rights legislation maintained by the ILO's International Labour Standards Department. Records in NATLEX provide abstracts of legislation and relevant citation information, and they are indexed by keywords and by subject classifications. Each record in NATLEX appears in only one of the three ILO official languages (English/French/Spanish). Where possible, the full text of the law or a relevant electronic source is linked to the record.

ILO KLIM

http://www.ilo.org/empelm/what/lang--en/WCMS_114240

The Key Indicator of the Labour Market (KILM) is a multi-functional research tool of the ILO. The first KILM was released ten years ago. It has since become a flagship product of the International Labour Office (ILO) and is used on a daily basis by researchers and policy-makers throughout the world. It consists of country-level data on 20 key indicators of the labour market from 1980 to the latest available year.

Grievance Mechanisms

Baseswiki

http://baseswiki.org/en/Main_Page

BASESwiki is an initiative of the UN Secretary-General's Special Representative on Business and Human Rights, undertaken in cooperation with the Corporate Social Responsibility Initiative at Harvard Kennedy School and with the support and collaboration of the International Bar Association and Compliance Advisor/Ombudsman of the World Bank Group. It provides a place to find information, share learning, and engage with others about non-judicial grievance mechanisms around the world.

Human Rights and Business Challenges

UN Global Compact Human Rights Dilemmas Forum

http://human-rights.unglobalcompact.org/

The UN Global Compact and Maplecroft invite you to participate in a multi-stakeholder discussion on human rights dilemmas for multi-national corporations. The forum aims to enhance our collective understanding of human rights and labour standards themes, and to identify practical good practice that responsible business can implement when challenged by real-world dilemmas. It also provides links to other relevant websites, resources and initiatives.

TOOL EVALUATIONS


	CSR Tool Evaluations



Do CSR tools refer to Decent Work standards?
Do CSR tools give guidance on how to implement these standards in a human rights-consistent way?

Aim for Human Rights

Aim for human rights is a Dutch human rights organisation which helps people all over the world to stand up for their rights.

Aim for human rights distinguishes itself by focusing on making human rights measurable, as well as by cooperating with local human rights organisations and businesses. In addition, it engages politicians and policymakers in discussions on the concrete implementation of human rights policy.

Best Practice Guide to the Human Rights Compliance Assessment

1. Key Data
Origin of the Initiative	Aim for Human Rights, NL
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English
Contact	info@aimforhumanrights.nl
Website	http://www.aimforhumanrights.org/fileadmin/user_upload/pdf/HRB_Best_Practice_Guide_def.pdf

2. Aim and Function of the Tool
Type	General Guidance (on Human Rights Compliance Assessments)
Specific Focus	General
Aim	The Best Practice Guide to the Human Rights Compliance Assessment (HRCA), a self-assessment tool that assists companies in determining the impact of their operations on the human rights of its employees, local residents and all other stakeholders, provides an insight into best practice examples of those companies which have used this tool. It illustrates how the HRCA has been applied within the management system of these companies and points out the challenges and benefits of human rights compliant business conduct.
Function	The Best Practice Guide describes the implementation process for the widely used Human Rights Compliance Assessment (HRCA) tool, an interactive, web-based instrument developed in a multi-stakeholder initiative under the leadership of the Danish Institute for Human Rights and in assistance with Aim for Human Rights (see also evaluation of the HRCA). The HRCA is a self-assessment tool applicable for all kinds of companies, regardless of their size, in a wide range of economic sectors as well as for governments, academics and NGOs. It consists of a set of instruments that help detect potential human rights risks and opportunities, and the gaps between corporate policy and practice, namely: Human Rights Compliance Assessment: full self-assessment check (available for purchase); Quick Check: a condensed introductory version of the HRCA (free upon registration); Country Risk Assessments (CRAs): reports on the political, cultural, social and legal context of a given country of operation, including an overall company risk rating; CSR Compass: web-based tool for SMEs that want to address human rights and environmental risks in their supply chain. The Best Practice Guide to the HRCA summarizes the issues and questions for companies on human rights and business. Besides a description of the HRCA tools and guidance on how to put them into practice, the guide contains an overview of the international human rights principles and standards, an outline of the business case for human rights (explaining the concept of sphere of influence, management strategies etc), as well as chapters on monitoring and reporting, stakeholder engagement and training and education. These are enriched with examples of the practical experiences of companies that have worked with HRCA tools, and thus analysed and improved their human rights compliance.
Monitoring	No. But the guide contains a chapter that explains the key points in relation to monitoring and reporting. It refers to the HRCA assessment process which does not lead to certification as such, but may be used prior to (internal and external) audits or as a tool for corrective actions after audits.
Target Group	Companies, governmental and public organisations, non-governmental organisations/civil society Additional (according to LARRGE evaluation): consultants, CSR experts, intermediaries, business support organisations

3. Practicability and Flexibility
Business Sector	Companies, governmental and public organisations, non-governmental organisations/civil society Additional (according to LARRGE evaluation): consultants, CSR experts, intermediaries, business support organisations
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes. As its name implies, the Best Practice Guide discusses HRCA tools in relation to different phases in a company's management system and links it to the practical experiences of several multinational enterprises like Shell, Novartis, Heineken etc.that have used it.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	Universal Declaration of Human Rights UN Global Compact OECD Guidelines for Multinational Enterprises Variety of UN Conventions and other human rights documents (see evaluation of the HRCA)
Labour Rights	ILO Tripartite Declaration of Principles Concerning Multinational Enterprises Variety of ILO Conventions and documents (see evaluation of the HRCA)
National Laws	Compliance with national laws and regulations in the country of operation. The guide explains that the HRCA is based on the idea that a company should comply with whichever applicable standard is the most stringent. This could be the international standard mentioned in the tool, but it could also be national laws and regulations.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Corruption and bribery
Discrimination
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Health and wellbeing
Indigenous peoples
Local communities
Migrant workers
Minorities
Monitoring / auditing
Recruitment and employment practices
Resettlement / land management
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Torture
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Workers' representation

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The guide describes the concept of the sphere of influence and explains that the HRCA focuses on human rights responsibilities within the corporate sphere of influence. This means that it not only covers employment rights, but also community rights and human rights within the supply chain. Using the HRCA can assist companies in mapping out their corporate sphere of influence.
Supply Chain	Yes. The guide describes the concept of the sphere of influence and explains that the HRCA focuses on human rights responsibilities within the corporate sphere of influence. This means that it not only covers employment rights, but also community rights and human rights within the supply chain. Using the HRCA can assist companies in mapping out their corporate sphere of influence.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Best Practice Guide to the HRCA gives a sound overview of what businesses need in order to successfully implement human rights standards within daily company practice. It makes companies aware of their responsibilities in relation to their employees, customers, business partners and the wider communities within which they operate. The guide disproves the popular misconception that the linking of human rights to business will involve a complex set of unrealistic demands by offering an achievable set of objectives that make good business sense.

Use the guide to learn about the basics on human rights issues, or the potential impact of business operations. Use it also as a starting point for integrating these issues into your business practice by applying either the full or parts of the HRCA tool.

User Evaluation

Files
	HRB_Best_Practice_Guide_def.pdf

Guide to Corporate Human Rights Impact Assessment Tools

1. Key Data
Origin of the Initiative	Aim for Human Rights, NL
Year of Development	2009
Accessibility	Free
Availability	Free for download, print copy available for purchase (€ 3,00 forwarding charges)
Language	English
Contact	info@aimforhumanrights.nl
Website	http://www.aimforhumanrights.org/fileadmin/user_upload/pdf/HRB_Guide_to_corporate_HRIA_2009-def.pdf

2. Aim and Function of the Tool
Type	General Guidance (on Human Rights Impact Assessments)
Specific Focus	General
Aim	The Guide to Corporate Human Rights Impact Assessment Tools (HRIA tools) presents an overview of existing instruments for business, and aims to assist managers of (multinational) corporations and their stakeholders with finding their way in the world of human rights impact assessments, and with selecting the best tools for a HRIA process.
Function	The guide contains a theory and history of the HRIAs and gives a summary of all existing tools that help to assess the impact business can have on human rights. Five such tools have been developed over the past ten years: Community HRIA Guide for Foreign Investment projects (by Rights & Democracy) Guide for Conflict Sensitive Business Practice: Guidance for Extractive Industries (by International Alert) Guide to Human Rights Impact Assessment and management (by IBLF, IFC, UN Global Compact) Human Rights Compliance Assessment (by DIHR) Human Rights Risk Tools (by Maplecroft) The guide maps these tools and provides an overview of when and how they can be used in order to best facilitate the selection of the proper tool for your business. The tools are compared according to specific criteria (purpose and social focus, scope, normative framework and thematic issues, sector or country focus, kind of assessment, target user, approach, indicators, engagement, results, practicality, costs, timeline etc.), and advice on the next steps following a HRIA process is given.
Monitoring	No. But the guide highlights the importance of a monitoring and reporting process within the company.
Target Group	Companies (business managers) Additional (according to LARRGE evaluation): Non-governmental organisations/civil society, consultants, CSR experts, employees, employers' organisations, trade unions, governmental and public organisations, business support organisations

3. Practicability and Flexibility
Business Sector	All sectors: primary (agriculture, fisheries), secondary (industry, extractive), tertiary (services) and public
Region	All regions
Company Size	All sizes (small, medium and large), primarily MNEs
Case Studies/Good Practice	Yes, brief examples of corporate practices concerning the use of HRIA tools are included in the guide.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	Universal Declaration of Human Rights International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights UN Global Compact OECD Guidelines for Multinational Enterprises Further human rights- related treaties, resolutions and texts relevant to the normative frameworks for the HRIA tools outlined in the guide (e.g. the Geneva Conventions, the relevant OECD conventions, the Rio Declaration on Environment and Development etc.)
Labour Rights	Overall reference to ILO conventions and declarations relevant to the normative frameworks for the HRIA tools outlined in the guide
National Laws	Compliance with national laws and regulations in the country of operation (including both home and host country)

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

For clarification: The guide defines a human rights-based approach as a guiding principle for HRIAs, which enables the identification of rights-holders and dutybearers, and the definition of objectives in terms of human rights. Therefore, the entire range of interdependent and interrelated human rights, including civil, political, economic, social, cultural and people's rights has to be taken into consideration.

Keywords

Armed groups
Capacity / capability building
Child labour
Compensation
Conflict
Corruption and bribery
Customers / consumers
Democracy / relations to government
Discrimination
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Health and wellbeing
Indigenous peoples
Internal displacement / refugees
Judicial effectiveness / -independence
Local communities
Monitoring / auditing
Property
Resettlement / land management
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Working conditions
Workers' representation

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Both concepts are addressed in the guide and briefly explained in the glossary section.
Supply Chain	The guide mentions the supply chain in relation to the HRCA tool.
Human Rights Impact Assessment	The guide as such is not a tool for carrying out human rights impact assessments, but represents an overview of all existing HRIA tools for business in order to help companies with their activities.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Guide to Corporate HRIA Tools gives a clear and coherent overview of all business instruments existing in the field of Human Rights Impact Assessments. It outlines the motives a company may have for using HRIAs (i.e. the businesss case for HRIA), explains their different characteristics, approaches and targets, and illustrates the way in which the five HRIA tools work. The guide highlights the added value for companies considering HRIA, and the how to determine the corporate human rights footprint. Based on this information, a company can improve its performance and stimulate engagement with stakeholders, which constitutes an important contribution to sustainable development, CSR and human rights.

Use the guide to understand why and how to conduct a HRIA in your company or NGO. Raster graphics and comparative tables help pick the tool most suitable for your particular business sector, type of operation, company size, country of operation etc.

User Evaluation

Files
	HRB_Guide_to_corporate_HRIA_2009-def.pdf

Masizibheke – Human Rights Compliance Assessment South Africa

1. Key Data
Origin of the Initiative	South Africa Human Rights and Business Project: Initiative by Aim for Human Rights, NL, in cooperation with the African Institute for Corporate Citizenship (AICC) and several other South African civil society organisations and the Danish Institute for Human Rights (DIHR)
Year of Development	2006 - 2008 (launch)
Accessibility	Upon registration
Availability	For purchase in booklet version or as an online programme. The user fee is differentiated for large, medium, smaller companies, as well as civil society organisations, and is adjusted to South African standards.
Language	English
Contact	Hansje Plagman, h.plagman@aimforhumanrights.nl AICC: tagbo@aiccafrica.org, yoliswa@aiccafrica.org
Website	http://www.aimforhumanrights.org/themes/human-rights-and-business/south-africa-project/

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Compliance Assessment, Human Rights Impact Assessment, Human Rights Risk Assessment
Specific Focus	General
Aim	"Masizibheke" ("Let's look at ourselves"), the South African version of the Human Rights Compliance Assessment, is a voluntary self-assessment tool, specifically tailored to the South African legislative, social, economic and political context. It assists companies with translating human rights into business practice in South Africa by determining the impact of company operations on the human rights of its employees, local residents and all other stakeholders.
Function	The Human Rights Compliance Assessment - South Africa (HRCA SA) is part of the larger HRCA database of the Danish Institute for Human Rights, and is also based on the South African Country Risk Assessment (CRA) and the HRCA Quick Check. It is a specialised tool for monitoring the essential human rights issues a company should consider in relation to its activities in South Africa, such as HIV/AIDS or affirmative action. The tools covers violations pertaining to the following areas: Employment practices (rights of employees or of persons seeking employment) Community impact (rights of local residents who are affected by company activities or products) Company facilities and services (rights of individuals using goods and services provided by the company, like education, housing or medical facilities) Supply chain management (rights of individuals affected by the operations of a company's business partners) Within each section it is possible to conduct a narrow compliance check on one of the topics included (e.g. discrimination, black economic empowerment, health and safety etc. in the case of employment practices). The HRCA SA consists of 35 questions, along with a narrative description for each, references to the relevant provisions of international and national law, and a list of corresponding indicators (276 in total) with pre-determined answer boxes. The results are displayed in the form of a traffic light system with red, yellow and green light scores indicating the company's performance. A verification element included in the tools asks for consultation with relevant actors in, and outside, the company (trade unions, NGOs, workers and local communities) upon which the necessary follow-up strategies may be based.
Monitoring	No, but the tool complements certification and monitoring processes including SA 8000, the Ethical Trading Initiative (ETI) or the Business Social Compliance Initiative (BSCI)and may be used for self-assessment prior to audits, as well as for corrective actions after audits. Since the HRCA SA is a learning tool, assessments should be repeated on a regular basis so as to keep track of a company's progression over the years.
Target Group	Companies, governmental and public organisations, non-governmental organisations/civil society. Additional (according to LARRGE evaluation): consultants, CSR experts, intermediaries, business support organisations.

3. Practicability and Flexibility
Business Sector	All sectors: primary (agriculture, fisheries), secondary (industry, extractive), tertiary (services) and public
Region	South Africa. The HRCA SA tool has been subject to a localisation process, in the course of which the pertinent corporate human rights issues in South Africa have been identified and the questions and indicators of the HRCA tool have been adjusted respectively. It is therefore applicable only to companies based or operating in South Africa. For activities in other (African) countries, the generic HRCA and a specific Country Risk Assessment (if available) should be applied.
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	No
Interactivity	Yes, the web-based version of the HRCA SA is an interactive computer programme.
Human Rights Knowledge Required	No. All human rights issues contained in the tool include comprehensive descriptions along with references to the relevant national and international legal standards.
Flexibility	Yes, the computerised version, in particular, offers several user options: A company or organisation can decide to run the full check or make a selection of the most relevant questions according to its size, sector, risks and type of operation. It should decide the exact scope of the compliance check, which will depend on the available resources and priorities set by the company. To allow for this flexibility, there is no predefined hierarchy in the sets of indicators in the tool (i.e. indicators have not been weighed). Moreover, the HRCA SA can feed into different steps in a management system (setting priorities, measuring compliance, monitoring and reporting). Finally, there is also the possibility of only undertaking a compliance check at the policy and/or procedure level, and not going for the comprehensive performance assessment. Checking company policies and procedures are prerequisites for the assessment of performance though.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights, OECD Guidelines for Multinational Enterprises UN Basic Principles on the Use of Force and Firearms by Law Enforcement Officials UN Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment, UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of the Child International Convention on the Protection of the Rights of All Migrant Workers and Members of their Families Universal Declaration on Human Rights Additional reference documents - human rights-related treaties, resolutions and other texts that may be useful for companies: African Charter on Human and Peoples' Rights Protocol to the African Charter on Human and Peoples' Rights on the Rights of Women in Africa African Charter on the Rights and Welfare of the Child African Convention on the Conservation of Nature and Natural Resources African Union Convention on Combating Corruption Berne Convention for the Protection of Literary and Artistic Works (amended) Charter on Industrial Hazards and Human Rights (Permanent Peoples' Tribunal on Industrial Hazards and Human Rights) Convention on Biological Diversity OECD Convention on the Combating of Bribery of Foreign Public Officials in International Business Transactions OECD Recommendation Concerning Guidelines Governing the Protection of Privacy and Transborder Flows of Personal Data Protocol to Prevent, Suppress and Punish Trafficking in Persons, Especially Women and Children Rome Statute of the International Criminal Court UN Convention against Corruption UNESCO Convention against Discrimination in Education United Nations General Assembly, 'Guidelines for the Regulation of Computerized Personal Data Files', (Resolution 45/95) WIPO Copyright Treaty Convention WTO Agreement on Trade-Related Aspects of Intellectual Property Rights (TRIPS)
Labour Rights	ILO Code of Practice: Protection of Workers Personal Data ILO Code of Practice on HIV/AIDS and the World of Work ILO Convention concerning Termination of Employment at the Initiative of the Employer (no. 158) ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Equality of Treatment (Accident Compensation) (no. 19) ILO Convention on Forced Labour (no. 29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on Holidays with Pay (no. 132) ILO Convention on Hours of Work (Commerce and Offices) (no. 30) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Hygiene in Commerce and Offices (no. 120) ILO Convention on Indigenous and Tribal Peoples (no. 169) ILO Convention on Labour Inspection (no. 81) ILO Convention on Maternity Protection (no. 183) ILO Convention on Migrant Workers (Supplementary Provisions) (no. 143) ILO Convention on Migration for Employment (no. 97) ILO Convention on Minimum Age (no. 138) ILO Convention on Minimum Wage-Fixing Machinery (no. 26) ILO Convention on Night Work (Women) (no. 89) ILO Convention on Occupational Health Services (no. 161) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Plantations (no. 110) ILO Convention on Prevention of Major Industrial Accidents (no. 174) ILO Convention on Safety and Health in Mines (no. 176) ILO Convention on Social Policy (Basic Aims and Standards) (no. 117) ILO Convention on Social Security (Minimum Standards) (no. 102) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Forty-Hour Week (no. 47) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Underground Work (Women) (no. 45) ILO Convention on Vocational Rehabilitation and Employment (Disabled Persons) (no. 159) ILO Convention on Weekly Rest (Commerce and Offices) (no. 106) ILO Convention on Weekly Rest (Industry) (no. 14) ILO Convention on Workers' Representatives (no. 135) ILO Convention on Workmen's Compensation (Occupational Diseases) (no. 42) ILO Declaration on Fundamental Principles and Rights at Work ILO Examination of Grievances Recommendation (no. 130) ILO Minimum Wage Fixing Convention (no. 131) ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Workers' Housing Recommendation (no. 115)
National Laws	The HRCA SA has been localised to the South African context, so each question references the relevant principles in South African law, from the constitution to employment and health regulation etc. Labour contracts for migrant workers are established under bilateral agreements between South Africa and countries that supply labour including Mozambique, Lesotho, Botswana, Swaziland, and Malawi. The tool follows the premise that a company should comply with whichever applicable standard is most stringent - national or international law. The questions in the HRCA SA are based on the following South African legislation: Act No. 11 of 1999 (National Heritage Council) Amended Basic Conditions of Employment Act Amended Labour Relations Act Asbestos Regulations Basic Conditions of Employment Act Broad-Based Black Economic Empowerment Act Code of Corporate Practices and Conduct (The King Report on Corporate Governance in South Africa) Code of Good Practice on Key Aspects of HIV/AIDS and Employment Code of Good Practices for the employment of children in the performance of advertising, artistic or cultural activities Commission for the Promotion and Protection of the Rights of Cultural, Religious and Linguistic Communities Act Communal Property Associations Act Companies Amendment Act Compensation Act Compensation for Occupational Injuries and Diseases Act Consumer Affairs Act Consumer Protection Bill Council of Traditional Leaders Act Division of Revenue Acts Employment Equity Act Environment Conservation Act Environment Conservation Act Environmental Regulations for Workplaces Executive Members' Ethic Act Expropriation Act Extension of Security of Tenure Act Firearms Control Act HIV/Aids Technical Assistance Guidelines Intellectual Property Laws Amendment Act Intelligence Services Act Interim Protection of Informal Land Rights Act Johannesburg Securities Exchange Socially Responsible Investment Index Labour Relations Act Local Government: Municipal finance Management Act Local Government: Municipal Systems Act Medical Schemes Act Mental Health Care Act Mine Health and Safety Act Mineral and Petroleum Resources development Act Mines and Works Amendment Act National Empowerment Fund Act National Environmental Management Act National Environmental Management: Biodiversity Act National Environmental Management: Protected Areas Act National Nuclear Regulator Act Regulations Occupational Health and Safety Act Occupational Safety and Health Facilities Regulations Preferential Procurement Policy Framework Act Preferential Procurement Regulations Prevention and Combating of Corrupt Activities Act Prevention of Illegal Eviction form and Unlawful Occupation of Land Act Prevention of Organized Crime Act Private Security Industry Relation Act Promotion of Equality and Prevention of Unfair Discrimination Act Protected Disclosures Act Public Protector Act Regulation of Interception of Communications and Provision of Communication related Information Act Regulations for Hazardous Biological Agents Remuneration of Public Office Bearers Act Security Services Trade Order Skills Development Act South African Constitution Statistics Act Traditional Health Practitioners Bill Traditional Leadership and Governance Framework Act Unemployment Insurance Act Upgrading of Land Tenure Rights Act Wage determination: Security Services Trade

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Apartheid
Black economic empowerment
Child labour
Collective bargaining
Compensation
Conflict
Copyright and patenting
Corruption and bribery
Data protection and privacy
Democracy / relations to government
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Environment
Forced and bonded labour
Forced relocations
Free trade agreements
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Housing conditions
Indigenous peoples
Local communities
Migrant workers
Minorities
Monitoring / auditing
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Remuneration
Resettlement / land management
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Torture
Trafficking in human beings
Training, skills and talent
Women's rights
Working conditions
Workers' representation
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	The HRCA South Africa does not explicitly refer to the sphere of influence and complicity concepts, but the theoretical framework is well integrated. The database helps to determine a company's specific range of influence.
Supply Chain	Yes, the HRCA SA includes a specific section on supply chain management and all questions in the tool are relevant for suppliers, which is the case, for instance, when monitoring or auditing a supplier's social performance.
Human Rights Impact Assessment	Yes, the tool assists companies in assessing and managing the human rights impacts of business operations on people within the company and within its wider sphere of influence (community impact).
Specific Guidance on Individual(Company)Responsibility	Yes. The HRCA SA proposes specific indicators for monitoring a company's human rights performance in the South African context. The (web-based) tool generates an assessment report based on the answers given by the company, which indicates high, medium, and low risk areas. Using this report, risk areas and gaps can be identified, and a prioritized compliance programme can be developed accordingly. Companies are recommended to use advising services when applying the tool for the first time, as well as to involve local stakeholders in order to improve results, and an independent third party for their verification.

8. Concluding Evaluation

LARRGE Evaluation

The HRCA SA is the outcome of the South Africa Human Rights & Business Project, a capacity building project which included working with the Danish Institute for Human Rights' CSR tools. In the course of this project, the South African participating organisations expressed the need for a tool that was localised to the South African context. As a result, the HRCA SA was elaborated as a valuable self-assessment tool for addressing pertinent corporate human rights issues in South Africa which helps companies measure their performance and practices with regard to human rights concerns that typically arise in this country. Regular updates result in a database that reflects real-life business matters and actual national legislation. Although many essential human rights issues are covered, it can not replace the full HRCA tool or an external audit.

Use the HRCA SA to learn what businesses' obligations are in relation to human rights in general, and put your company to the test to determine if your practices are in line, not only with international human rights norms and standards, but also with pertinent South African legislation.

User Evaluation

Files
	Evaluation_francaise_-_Masizibheke_Human_Rights_Compliance_Assessment_South_Africa.pdf

Vantagepoint – The Human Rights and Business Board Game

1. Key Data
Origin of the Initiative	Aim for Human Rights, NL (in cooperation with Strategic Productivity Ltd and with support from ASN Bank Foundation)
Year of Development	2006
Accessibility	Upon registration (basic information for free)
Availability	For purchase
Language	English
Contact	HRBboardgame@aimforhumanrights.nl, info@vbglimited.com
Website	http://www.aimforhumanrights.org/nc/themes/human-rights-and-business/hrbboardgame/

2. Aim and Function of the Tool
Type	General Guidance (awareness-raising), Human Rights Training
Specific Focus	General
Aim	The Human rights and business (HRB) board game "Vantagepoint" is a business trading game that helps players gain an introduction to the subject of human rights and business while enjoying a competitive game with friends or colleagues. It has been developed to emphasise the role of corporations in promoting and securing human rights in the corporate context.
Function	Players of the board game Vantagepoint play the CEO of a fictitious company, where they need insight in human rights and business administration to solve human rights dilemmas. It is to be played by 2 to 5 individuals (aged 16 upwards) or teams, who will have to deal with the kind of challenges faced by business managers on a daily basis . One needs, for instance to process sales orders, pay invoices, attract staff, deal with governments, interact with the population and decide how the company will behave towards employees, partnerships and the bank. The objective of the game is to scale up on the so-called Human Rights Index. However, it is also possible to set several other targets, which are explained in the Players' Guide (see below). The business challenges a player has to address during the course of the game are derived from the corporate CSR tools that are being used and promoted by Aim for Human Rights, namely the Human Rights Compliance Assessment (HRCA), the Quick Check of the HRCA, the summaries of the Country Risk Assessments and the CSR Compass, all of which were elaborated by the Danish Institute for Human Rights (see also evaluations of the HRCA and the Quick Check). The game comes with two booklets - a Players' Guide and a Facilitator Guide. The former outlines the rules of the game; the latter sketches those business challenges players must face as they run their companies. Every time a player passes a respective corner square, he/she has to make a decision on a specific challenge and his/her choice can have both direct (financial) and indirect (reputational) effects that are not always predictable. The challenges are divided into four categories: employment practices, community impact, supply chain management and overall compliance. The facilitator has the relevant information for clarifications on policy, procedure and practice, as well as consequences, which s/he can use to help a player make a choice. Further information on the human rights norms and standards related to the game's challenges can be downloaded at the Aim for Human Rights website.
Monitoring	No
Target Group	Companies, non-governmental organisations/civil society, employers' organisations, governmental and public organisations Additional (according to LARRGE evaluation): anybody wanting to "free their entrepreneurial spirit", like members/representatives of business support organisations, trade unions, trainers, employees, intermediaries, etc.

3. Practicability and Flexibility
Business Sector	All sectors: primary (agriculture, fisheries), secondary (industry, extractive), tertiary (services) and public
Region	All regions. There is also a South African version which is adapted to the specific country context.
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes. Some of the challenges include a business case, illustrating real dilemmas faced by companies.
Interactivity	Yes, between the players and the facilitator. Discussions amongst players and the facilitator during the game raise awareness about the risks, challenges and opportunities of human rights issues in the corporate context. Moreover, inter-company-discussions may bring about interesting results since players can advise each other, or conversely try to persuade opponents to take poor decisions.
Human Rights Knowledge Required	No. Some human rights understanding will be conducive to scoring high in the game, however.
Flexibility	Yes, during the course of the game, the players can decide in which way they want the facilitator to guide them through a business challenge.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights OECD Guidelines for Multinational Enterprises UN Basic Principles on the Use of Force and Firearms by Law Enforcement Officials UN Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment, UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of the Child UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights UN Global Compact International Convention on the Protection of the Rights of All Migrant Workers Universal Declaration on Human Rights Additional reference documents - human rights related treaties, resolutions and other texts that may prove useful for companies: Charter on Industrial Hazards and Human Rights (Permanent Peoples' Tribunal on Industrial Hazards and Human Rights) OECD Convention on the Combating of Bribery of Foreign Public Officials in International Business Transactions Rio Declaration on Environment and Development UN Convention against Corruption
Labour Rights	ILO Code of Practice: Protection of Workers Personal Data ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Hygiene in Commerce and Offices (no. 120) ILO Convention on Indigenous and Tribal Peoples (no. 169) ILO Convention on Migrant Workers (Supplementary Provisions) (no. 143) ILO Convention on Migration for Employment (no. 97) ILO Convention on Minimum Age (no. 138) ILO Convention on Occupational Health Services (no. 161) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Prevention of Major Industrial Accidents (no. 174) ILO Convention on Social Policy (Basic Aims and Standards) (no. 117) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Workers' Representatives (no. 135) ILO Declaration on Fundamental Principles and Rights at Work ILO Examination of Grievances Recommendation (no. 130) ILO Minimum Age Recommendation (no. 146) ILO Minimum Wage Fixing Convention (no. 131) ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Worst Forms of Child Labour Recommendation (no. 190)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Conflict
Corruption and bribery
Customers / consumers
Data protection and privacy
Democracy / relations to government
Disciplinary measures
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Health and wellbeing
Housing conditions
Human rights defenders
Indigenous peoples
Local communities
Migrant workers
Monitoring / auditing
Property
Recruitment and employment practices
Remuneration
Resettlement / land management
Safety
Security forces and arrangements
Social investment
Stakeholder engagement
Supply chain management
Training, skills and talent
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The game includes specific business challenges concerning the community impact of business activities, and complicity in the distribution chain, and provides background information on these topics.
Supply Chain	Yes. The game includes a specific business challenge concerning complicity in the distribution chain, and offers background information on supply chain management.
Human Rights Impact Assessment	No. But the game provides for awareness-raising on the issue in general.
Specific Guidance on Individual(Company)Responsibility	No. But the game provides for awareness-raising on the issue in general.

8. Concluding Evaluation

LARRGE Evaluation

The HRB board game serves to highlight the responsibility of entrepreneurs in upholding human rights, both in the workplace and more broadly within their sphere of influence. Since the subject is relatively new, human rights are not often mentioned in business policies and principles and the necessary tools for putting them into management practice are not very well-known. The game Vantagepoint was built on several innovative CSR tools by the Danish Institute for Human Rights to help companies address certain human rights issues, and comply with international and local law and to maintain their reputation, as well as for improving business performance.

Use the tool to playfully gain greater insight into the issue of human rights in the business context and to learn the basics on both or either of these subjects. Players already familiar with human rights can learn more about the corporate viewpoint on dilemmas companies face, whereas players more familiar with business may improve their human rights knowledge.

User Evaluation

Files
	HRB_Board_Game_Background_Information_Challenges.pdf Evaluation_francaise_-_Vantagepoint_The_Human_Rights_and_Business_Board_Game.pdf

Business for Social Responsibility (BSR)

Established in 1992, Business for Social Responsibility (BSR) works with a global network of more than 250 member companies to develop sustainable business strategies and solutions through consulting, research, and cross-sector collaboration.

With six offices in Asia, Europe and North America, BSR uses its expertise in environment, human rights, economic development, and governance and accountability to guide global companies toward creating a just and sustainable world.

BSR Labour Migration Report

1. Key Data
Origin of the Initiative	Business for Social Responsibility (BSR)
Year of Development	2008
Accessibility	Free
Availability	Free
Language	English
Contact	connect@bsr.org
Website	http://www.bsr.org/reports/BSR_LaborMigrationRoleforBusiness.pdf

2. Aim and Function of the Tool
Type	General Guidance, Stakeholder Engagement
Specific Focus	Labour migration, supply chain
Aim	The report seeks to increase private sector awareness of the dimensions and impacts of South-South labour migration and provides practical guidance on the protection of migrant workers.
Function	It gives actionable advice on how to integrate greater protections for migrant workers into supply chains, and encourages the development of collaborative solutions to protect international labour migrants through engagement with key stakeholders and participation in international labour migration dialogues. Various case studies, including an in-depth analysis of the Philippines, serve as good practice examples. The proposed three-step-process for companies consists of: Gaining a complete understanding of labour migration issues in the supply chain ("educate yourself") Developing policies to ensure the protection of migrant workers in the supply chain, and engaging directly with contractors on training and verification ("engage with your suppliers") Engaging with relevant key stakeholders (governments, trade unions, etc.) to influence systematic issues leading to the vulnerability of migrant workers ("expand your influence").
Monitoring	Yes. Migrant workers issues should be included in auditing activities (workers interviews, record and contract reviews, management interviews). The report recommends a beyond-monitoring approach whereby companies and suppliers jointly address concerns.
Target Group	Companies, consultants, trade unions, workers

3. Practicability and Flexibility
Business Sector	Manufacturing sectors
Region	Egypt, Jordan, Saudi Arabia, Kuwait, Qatar, United Arab Emirates, Oman, Pakistan, India, Sri Lanka, Bangladesh, Vietnam, Malaysia, Philippines, Indonesia
Company Size	Large and medium companies with suppliers
Case Studies/Good Practice	Yes
Interactivity	The report itself is not interactive; counselling may be requested at BSR.
Human Rights Knowledge Required	Advanced
Flexibility	It describes a model process that can be adapted to a company's own operations and lobbying activities. The case study of the Philippines explains the process in detail (see also Appendix 1).

4. Normative Framework
Human Rights	UN Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families
Labour Rights	ILO Convention on Forced Labour (no.29) ILO Convention on Migration for Employment (no.97) ILO Convention on the Abolition of Forced Labour (no.105) ILO Convention on Migrant Workers (Supplementary Provisions) Convention (no.143)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Detention
Dispute resolution
Export processing zones
Forced and bonded labour
Forcible deportation
Free trade agreements
Free trade zones
Freedom of movement (passport withholding)
Housing conditions
Indirect recruitment and employment
Legal protection gaps
Migrant workers
Physical abuse
Pre-departure training
Stakeholder engagement
Supply chain management
Threats

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	The report refers to the concept within the context of policy measures. It does not explain the concept or provide guidance on how to determine the sphere of influence.
Supply Chain	Working conditions in the supply chain are key a focus of the report.
Human Rights Impact Assessment	Yes, the report gives guidance on how to carry out impact assessments of the supply chain (see also Appendix 1).
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The report is a valuable tool for capturing the extent of the problem, and for identifying key entry points for constructive change. It calls for broad, multi-stakeholder involvement including suppliers, governments, trade unions, NGOs and international institutions. The three-step process gives comprehensive practical advice on how to eliminate or mitigate abusive practices. As an additional asset, the report includes various case studies and best practice examples which serve as good models for the user.

Use the tool as a source of information on migration patterns in the region. Learn about successful stakeholder involvement, and consequent challenges, and benefit from numerous best practice examples.

User Evaluation

Files
	BSR_LaborMigrationRoleforBusiness.pdf Evaluation_francaise_-_BSR_Labour_Migration_Report.pdf

The Voluntary Principles on Security and Human Rights

1. Key Data
Origin of the Initiative	Tripartite, multi-stakeholder initiative: Business For Social Responsibility (BSR), International Business Leaders Forum (IBLF), Governments of the United States, the United Kingdom, Norway, the Netherlands, Canada, Colombia, and Switzerland, NGOs and companies operating in the extractive and energy sector.
Year of Development	2000; 2009 amendments on participation criteria and implementation of the Principles. Updated and revised version to be published within the next 6- 12 months.
Accessibility	Free
Availability	Free
Language	English, French, Spanish
Contact	volprinciples@bsr.org; volprinciples@iblf.org
Website	http://www.voluntaryprinciples.org/files/voluntary_principles.pdf

2. Aim and Function of the Tool
Type	Human Rights Risk Assessment
Specific Focus	Security, conflict zones
Aim	The aim of the Voluntary Principles is to guide companies in maintaining the safety and security of their operations within an operating framework that ensures respect for human rights and fundamental freedoms.
Function	Guiding principles for human rights-consistent company conduct concerning: Risk assessments in the operating environment Interactions between companies and public security Interactions between companies and private security
Monitoring	No
Target Group	Companies According to LARRGE evaluation: also consultants

3. Practicability and Flexibility
Business Sector	Extractive and energy sectors
Region	All regions
Company Size	Large and medium-sized companies operating with security forces
Case Studies/Good Practice	No
Interactivity	The Principles are not conceived as an interactive tool. However, the Information Working Group has issued a report Overview of the Company Efforts to Implement the Voluntary Principles, which includes practical experiences of eleven member companies that have worked with the Principles over the last five years (see http://voluntaryprinciples.org/files/vp_company_efforts.pdf ). It covers: General implementation (strengths and weaknesses of the Principles) Risk assessment, and Engaging public and private security.
Human Rights Knowledge Required	Advanced
Flexibility	No. The Principles comprise a set of Guidelines that should be respected as a whole.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights International Humanitarian Law (Geneva Conventions) UN Code of Conduct for Law Enforcement Officials UN Basic Principles on the Use of Force and Firearms by Law Enforcement Officials
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Conflict
Physical abuse
Property
Safety
Security forces and arrangements
Stakeholder engagement

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	Yes, the Principles include general advice on the conduct of risk assessments.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Voluntary Principles address specific human rights challenges in the context of security forces. The consistent multi-stakeholder approach means they are a key tool in the field of business, security and human rights. Yet there are still few implementation guidelines to support companies during the process.

Use the tool to set up policies and programs, and for interacting with stakeholders. See the overview of company efforts ( http://voluntaryprinciples.org/files/vp_company_efforts.pdf), which provides practical company feed back, and lessons learned, and may support you in the implementation process.

User Evaluation

From a practical perspective, the Voluntary Principles (VPSHR) certainly constitute the starting point of any effort to systematically address security and human rights issues in a business context. VPSHR's strength is the mix of a practical business perspective and a more principled human rights approach to security. By covering the different stages of elaborating a security policy - from risk assessment to engaging with different stakeholders - it leads users to consider the the relevant issues involved. The devil of implementing the VPSHR, however, lies in the detail; and it is hard to imagine that all of the demandingly high standards found therein are applicable everywhere; in particular those on engaging with public security. (This user evaluation was written from a perspective of legally trained human rights consultant)

Files
	voluntary_principles.pdf Evaluation_francaise_-_The_Voluntary_Principles_on_Security_and_Human_Rights.pdf

Business in the Community (BITC)

Business in the Community mobilises business for good.

The BITC approach to responsible business provides a clear framework to support and challenge business to improve its performance & benefit society through four areas of expertise - community, environment, workplace and marketplace.

Members commit to take action on people and planet and they recognise the relationship between responsible business practice, addressing social and environmental need, and the role this plays in building confidence and creating wealth.

CR Index

1. Key Data
Origin of the Initiative	Business in the Community (BITC), UK
Year of Development	2002 (first results published 2003), final version in 2005 following further modifications
Accessibility	Free (basic information only)
Availability	Free for BITC members, available for purchase by non-members
Language	English
Contact	information@bitc.org.uk
Website	www.bitc.org.uk/integration_and_advice/cr_index/index.htm

2. Aim and Function of the Tool
Type	Benchmarkting, Self Assessment
Specific Focus	General
Aim	The Index is a benchmarking tool that assesses and compares responsible business behaviour by evaluating: responsible business strategy; the integration of this strategy into business practice; the management of corporate responsibility within the organisation's performance in a range of social and environmental impact areas
Function	The Index provides a structured measurement and reporting framework for open and transparent reporting on performance, which helps companies to plan activities more confidently and identify areas where improvement is needed. It encourages dialogue throughout the company, helps to foster stakeholder relations, and enables comparisons with other companies. The Index looks at the extent to which corporate strategy is integrated into responsible business practice with regard to four management areas: Community, Environment, Marketplace, and Workplace. Moreover, it measures performance in a range of environmental and social impact areas that are important for the business, such as Climate Change, Waste and Resource Management, Product Health and Safety, Occupational Health and Safety, Labour Rights in the Supply Chain, Diversity in the Workplace, Community Investment etc. The Index is based on a voluntary self-assessment survey, comprising 88 sets of questions, which is launched annually and is completed online. The survey may take anything from a few days (for previous participants) to a month (for newcomers), depending on the availability of supporting information. The companies' submissions are thoroughly reviewed to ensure that they are complete, accurate and consistent. Responses are then scored and companies ranked. Each company receives a confidential feedback report, which benchmarks their performance against other companies in their sector, and against all other Index participants. Index results are published in the Sunday Times supplement "Companies that Count", coming out with silver, gold or platinum status. An executive summary by BITC provides details of key findings.
Monitoring	Yes. There are annual follow-ups, and companies that have reached platinum status are investigated and tested according to whether they are living up to their claims.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Companies of all sizes (small, medium and large). (There are four different levels of membership according to the number of employees and turnover).
Case Studies/Good Practice	Yes. Best practice examples, case studies, opinion pieces, interviews and a list of Top 100 participants are published along with Index results.
Interactivity	There is a helpdesk in place and workshops are offered to help companies understand the CR Index, and to provide practical advice on the process. In the course of the review of submissions, companies may be asked to provide clarifications or supporting evidence. Queries are followed-up on a personal basis by e-mail, phone call and/or company visits. Together with a Guide to the confidential feedback form, a number of support services for analysing the feedback, identifying future actions, or understanding good practice in respect of internal activities, are offered on an advisory basis.
Human Rights Knowledge Required	No
Flexibility	The survey allows for some flexibility in the marketplace management section, and in the completion of the social and environmental impact assessments, to accommodate variations in material issues across companies and sectors. (Companies have to pick two environmental, and two social, impact areas from a given selection. They must also choose one extra from an area which they consider relevant to their business.)

4. Normative Framework
Human Rights	None. The human rights framework is not used at the moment, but it will be addressed in the future as it is considered very important for the mobilization of businesses.
Labour Rights	None. As with the the human rights framework, international labour standards will be considered in the future.
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Customers / consumers
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Environment
Health and wellbeing
Local communities
Recruitment and employment practices
Safety
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes. There is a social impact area which companies may select in order to assess their performance on labour rights in the supply chain.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes. The confidential feedback report shows companies' position in their sector and economic group, and indicates their overall position against each impact area. This gap analysis helps participating companies identify strengths and weaknesses in performance and to consider where improvements can be made. The feedback provides companies with a powerful management tool to help engage Board members and raise awareness of the full range of responsible business issues within their organisation. As the Index benchmarks performance within sectors and against peer companies, it provides a basis for an action plan and a framework for business improvement.

8. Concluding Evaluation

LARRGE Evaluation

The CR Index is a comprehensive management tool for developing strategies to integrate corporate social responsibility into business practice. It provides a straightforward framework for a systemic approach to measuring, managing and reporting on a company's social and environmental performance. Added value lies in the ability to compare with other companies in the same sector, as well as in general, and in the way it creates a roadmap for good practice across the four impact areas. With respect to the concept of Decent Work, the Workplace area is worth highlighting.

Use the tool for raising awareness of risks and opportunities, for engaging board members in CSR, and as a communications tool for liaising with external stakeholders.

User Evaluation

Files

Business Leaders Initiative (BLIHR) - Global Business Initiative on Human Rights (GBI)

In 2003, the Business Leaders Initiative set out to find practical ways of implementing the Universal Declaration of Human Rights in a business context. These practical ways are now clear to business. Their next challenge is to implement these practices in their own organizations, sectors and value chains around the world. As their work has come to a close, there are now foundations to build from and windows of opportunity for the global business community to go further. The BLIHR site is the 'Legacy Website' for the six years of work that took place between March 2003 and March 2009.

Its successor, The Global Business Initiative on Human Rights is a global business-led project committed to advancing human rights in business around the world. The initiative provides a platform for companies from different industrial sectors across the world to show leadership as well as providing a supportive environment in which to learn about how to respect and support human rights and integrate them into the management of their business. Major corporations and multi-nationals will work together to create regional business leadership platforms.

A Guide for Integrating Human Rights into Business Management

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Business Leaders Initiative on Human Rights (BLIHR) - Global Business Initiative on Human Rights (GBI), ABB ltd, Areva, Barclays PLC, Ericsson, Zain, GE Citizenship, National Grid, The Coca Cola Company, Novo Nordisk, Gap Inc., Hewlett-Packard Company, Statoil Hydro, Novartis, Newmont, UN Global Compact (UNGC) Office, Office of the High Commissioner for Human Rights (OHCHR)
Year of Development	2006, revised version - second edition 2010 (online tool)
Accessibility	Free, no registration
Availability	Free, no costs
Language	English
Contact	info@blihr.org
Website	http://www.integrating-humanrights.org/

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Risk Assessment, Human Rights Impact Assessment
Specific Focus	General
Aim	The Guide offers practical guidance to companies that want to take a proactive approach to human rights within their business operations, and to develop their understanding of human rights in business practice.
Function	The Guide should be read in parallel with the Matrix. It includes the following key issues that are described in a step-by-step process: Global business case (including supporting tools and case studies) Strategy (including case studies) Policies (including supporting tools and case studies) Processes and procedures (including supporting tools and case studies) Capacity and capability (including supporting tools and case studies) Tracking performance (including case studies) The section on resources provides links and information on standards, voluntary initiatives and codes, tools and training, as well as further reading.
Monitoring	Yes, the Guide has a separate, dedicated section to tracking performance.
Target Group

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Large and medium size companies
Case Studies/Good Practice	Yes
Interactivity	The revised version is a fully interactive tool. Users are invited to send their feedback and to contribute case studies (see feedback form)
Human Rights Knowledge Required	Advanced
Flexibility	The tool is very flexible and provides guidance on a broad range of business and human rights challenges.

4. Normative Framework
Human Rights	See Human Rights Matrix
Labour Rights	See Human Rights Matrix
National Laws	See Human Rights Matrix

5. Scope of the Tool

Human Rights

See Human Rights Matrix

Keywords

Due diligence
Stakeholder engagement
Supply chain management
Capacity and capability building
Corporate culture

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes
Human Rights Impact Assessment	Yes, the Guide includes specific advice on the conduct of risk assessments.
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

The Guide gives a comprehensive overview of the process of integrating human rights into internal and external business management. It follows a very user-friendly and logical structure, and offers various case studies and resources.

Use it as a guideline for the elaboration and integration of a comprehensive human rights risk management and monitoring process. The Guide is one of the key tools for setting up a human rights-compliant management process, but it requires solid human rights knowledge or consultancy services.

Note: The Guide should be read in parallel with the BLIHR Human Rights Matrix.

User Evaluation

Why tool was used: consistency with recommendations from the UNGC

How tool was discovered: by company employees

How tool was implemented: 6-12 months

Most often used with: A Guide to Human Rights Impact Assessment and Management (IBLF, UNGC), A Human Rights Framework (BLIHR, IBLF, OHCHR), AA1000 (Accountability), Human Rights Compliance Assessment Tool (Danish Institute for Human Rights), The Labour Principles of the UN Global Compact - A Guide for Business (ILO, UNGC)

Files
	Evaluation_francaise_-_BLIHR_Guide_for_Integrating_HR_into_Business_Management.pdf

Human Rights Corporate Accountability Guide

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Chip Pitts, Business Leaders Initiative on Human Rights (BLIHR) - Global Business Initiative on Human Rights (GBI), Stanford Law School, National Grid, Harvard Kennedy School of Government
Year of Development	2008
Accessibility	Free, no registration
Availability	Free
Language	English
Contact	info@blihr.org
Website	http://www.humanrights-matrix.net/assets/Accountability_Guide_2008.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Corporate culture
Aim	The Guide supplements the Human Rights Matrix and the Guide for Integrating Human Rights into Business Management. It provides additional support for companies wishing to align their behaviour with human rights objectives resulting from internal and external commitments.
Function	The Guide should be read in parallel with the Matrix and the Guide on Integrating Human Rights into Business Management. It provides legal background information and focuses on the process of internalising human rights into corporate culture. It includes the following sections: Develop a human rights vision and strategy Lead with the right incentives Distribute ownership of human rights goals Care about, and respect, the human rights of others Ask questions Listen to human rights problems and fix them Use effective assurance mechanisms Appreciate local cultures without derogating respect for human rights In addition, it provides a questionnaire on "culture diagnosis" (see Appendix A).
Monitoring	No
Target Group	Companies additional target group according to LARRGE evaluation: consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Large and medium sized companies
Case Studies/Good Practice	Yes, some case examples are mentioned in the text.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	The tool gives general guidance but cannot be adapted to the circumstances of individual companies.

4. Normative Framework
Human Rights	Declaration on the Rights of Indigenous Peoples International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights UN Convention on the Elimination of All Forms of Discrimination against Women Un Convention on the Elimination of All Forms of Racial Discrimination Universal Declaration on Human Rights
Labour Rights	ILO Convention concerning Termination of Employment at the Initiative of the Employer (no.158) ILO Convention on Night Work of Young Persons (no. 90) ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111), ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no.87) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Minimum Age (no. 138), ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on the Right to Organise and Collective Bargaining (no.98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Workers with Family Responsibilities (no. 151) ILO Convention on Workers with Family Responsibilities (no. 156) ILO Minimum Wage Fixing Convention (no. 131) ILO Unemployment Convention (no. 2)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Due diligence
Stakeholder engagement
Capacity and capability building
Corporate cultur
Training, skills and talen
Dispute resolution / grievance mechanism
Monitoring / auditing
Diversity

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Guide gives a concise overview of the challenges and difficulties in integrating human rights into corporate culture and business conduct. It provides evidence of practical experiences and describes successful strategies in this area.

Use the tool to learn more about the legal requirements that a company has to respect, and how to build and sustain a human rights-sensitive corporate culture.

User Evaluation

Files
	Human_Rights_Corporate_Accountability_Guide_-_From_Law_to_Norms_to_Values_01.pdf

Human Rights Matrix

1. Key Data
Origin of the Initiative	Business-led initiative: Business Leaders Initiative (BLIHR) and Global Business Initiative on Human Rights (GBI)
Year of Development	2003, revised version - second edition 2010 (online tool)
Accessibility	Register to get a user log-in
Availability	Free, no costs
Language	English
Contact	Contact form at the website http://www.humanrights-matrix.net/page3/page3.php
Website	http://www.humanrights-matrix.net

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Risk Assessment, Human Rights Impact Assessment
Specific Focus	General
Aim	The Human Rights Matrix is an initial self-assessment and learning tool that enables a company to begin to understand and address its human rights performance. This is achieved by identifying the company's policies on human rights and the approaches it has taken towards human rights.
Function	The Matrix should be read in parallel with the BLIHR Guide on Integrating Human Rights into Business Management and the Corporate Accountability Guide. It is organised into seven "business areas" that BLIHR companies consider helpful for the majority of companies: Employment Workplace Products and services Supply chain Security Community Business conduct Within each of these business areas, there are 'Sub-Areas' that provide additional specificity on the topics addressed. For example, within "employment", sub-areas include hiring and dismissal, remuneration and benefits, and collective bargaining. The human rights obligations for companies are divided into "essential" and "beyond essential". "Essentials" form the foundations of a sustainable and credible management of human rights in the business process. "Beyond compliance" indicates activities that go beyond the minimum requirements. The tool translates human rights obligations into simple business language. Users are asked to tick boxes in a multiple choice system. The Matrix records responses, data and notes and provides for a visual representation using traffic lights systems, pie charts and issue flags. As a result, it generates simple reports on company performance. A filter function allows the user to, for example, see the list of issues that require attention, or extract key data.
Monitoring	No
Target Group	Companies Additional according to LARRGE evaluation: consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Large and medium size companies
Case Studies/Good Practice	Yes
Interactivity	The revised version is a fully interactive tool. Users are invited to feed back and to contribute to the optimisation of the tool.
Human Rights Knowledge Required	None to basic
Flexibility	The tool is very flexible and provides guidance on a broad range of business and human rights challenges. It can be tailored to the specific needs of a company or project.

4. Normative Framework
Human Rights	Declaration on the Rights of Indigenous Peoples International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights UN Convention on the Elimination of All Forms of Discrimination against Women Un Convention on the Elimination of All Forms of Racial Discrimination Universal Declaration on Human Rights
Labour Rights	ILO Convention concerning Termination of Employment at the Initiative of the Employer (no.158) ILO Convention on Night Work of Young Persons (no. 90) ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111), ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no.87) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Minimum Age (no. 138), ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on the Right to Organise and Collective Bargaining (no.98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Workers with Family Responsibilities (no. 151) ILO Convention on Workers with Family Responsibilities (no. 156) ILO Minimum Wage Fixing Convention (no. 131) ILO Unemployment Convention (no. 2)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Compensation
Copyright and patenting
Corruption and bribery
Customers / consumers
Data protection and privacy
Detention
Disciplinary measu
Dispute resolution / grievance mechanism
Diversity
Due diligence
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of movement (e.g. passport withholding)
Harassment
Health
Housing conditions
Indigenous peoples
Land management
Local communities
Migrant workers
Minorities
Natural resources
Physical abuse / threats
Property
Safety
Security forces and arrangements
Supply chain management
Torture
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The Seven Business Areas within the tool cover the workplace, the marketplace, the supply chain, the community and interactions with governments. See also Essential Steps for Business to Respect Human Rights
Supply Chain	Yes
Human Rights Impact Assessment	Yes. The Matrix does enable companies to understand their impact but it is not a full HRIA tool. Rather, it is about seeing how current policies, practices and initiatives relate to international human rights.
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

The Matrix is a very comprehensive and flexible tool. It covers a broad range of relevant human rights issues in the business context and allows users to conduct detailed self assessments. It translates human rights requirements into business language and is therefore easily understandable. It is one of the key tools for human rights impact assessments. It requires some time to get familiar with the system but it is worth investing this time. At first sight, it is quite complex and does not function on an intuitive basis. Read the instructions before you start the tool http://www.humanrightsmatrix.net/page1/assets/FLYER%20beta-1.pdf and read also the BLIHR Essential steps http://www.humanrights-matrix.net/assets/ES%20final.pdf

The Matrix offers a valuable opportunity to assess your company's human rights performance, to identify gaps, and to learn about businesses' human rights' obligations in general.

User Evaluation

Files

Business Social Compliance Initiative (BSCI)

The Business Social Compliance Initiative (BSCI) is a global business-driven platform for the improvement of social compliance in the global supply chain.

It offers companies a comprehensive monitoring and qualification system covering all products sourced from any country. Its system is regulated by the BSCI Code of Conduct, which is implemented by its members through a combination of external monitoring and collaborative capacity building activities that ensure sustainable improvement in labour practices.

BSCI Code of Conduct and Process

1. Key Data
Origin of the Initiative	Business Social Compliance Initiative (BSCI)
Year of Development	2004/ 2009 (3^rd revision)
Accessibility	Free
Availability	Free
Language	English Arabic Bengali Bulgarian Cambodian Chinese French German Hindi Italian Lithuanian Polish Romanian Russian Slovak Spanish Tamil Thai Turkish Urdu Vietnamese
Contact	info@bsci-eu.org
Website	http://www.bsci-eu.org/index.php?id=2012

2. Aim and Function of the Tool
Type	Human Rights Training Human Rights Monitoring
Specific Focus	Supply chain Decent Work
Aim	The purpose of the BSCI Code of Conduct is to attain compliance with social and environmental standards and to improve working conditions in supplier countries. Supplier companies must ensure that the Code is also observed by subcontractors involved in the production process.
Function	The BSCI provides an internationally applicable monitoring system. It requires its members to accept the BSCI Code of Conduct and implement it in their supply chain. To this aim, it advocates a development oriented approach through which it supports the suppliers with training and capacity building activities. In order to avoid redundant auditing, common social standards monitoring systems are put in place in suppliers' facilities. Auditors have to fulfil certain prerequisites and to conduct the audits according to the BSCI Management Manual and Audit Guidelines. The BSCI process is conceived as a long-term process, audits are repeated every three years. The BSCI maintains continuous dialogue with a broad range of stakeholders that are represented in the BSCI stakeholder board. To initiate sustainable improvements in supplier countries BSCI initiates round tables and dialogue forums to bring together all stakeholders including business associations, trade unions, NGOs, and civic groups.
Monitoring	Yes. The whole BSCI process is conceived as a monitoring system.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	Primary Agriculture Secondary Consumer goods
Region	All regions (focus on producing countries)
Company Size	Large Medium (minimum turnover of 500.000 €)
Case Studies/Good Practice	Yes, SA 8000 certification is BSCI's best practice.
Interactivity	The Code of Conduct is not interactive but BSCI conducts regular trainings and audits which contain a strong interactive aspect.
Human Rights Knowledge Required	No. Trainings are provided.
Flexibility	The Code of Conduct should be implemented and respected in its entirety. However specific aspects and needs can be addressed in trainings and audits.

4. Normative Framework
Human Rights	Universal Declaration of Human Rights UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of the Child UN Global Compact OECD Guidelines for Multinational Enterprises
Labour Rights	ILO Convention concerning Termination of Employment at the Initiative of the Employer (no.158) ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111), ILO Convention on Equal Remuneration (no. 100), ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no.87), ILO Convention on Holidays with Pay (Agriculture) (no.101) ILO Convention on Hours of Work (Industry) (no.1) ILO Convention on Human Resources Development (no. 142) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Maternity Protection (no. 183) ILO Convention on Migrant Workers (Supplementary Provisions) Convention (no.143) ILO Convention on Minimum Age (Agriculture) (no. 10) ILO Convention on Minimum Age (no.138) ILO Convention on Minimum Wage-Fixing Machinery (no.26) ILO Convention on Night Work of Young Persons (Non-Industrial Occupations) (no. 79) ILO Convention on Occupational Safety and Health (no. 155) ILO Convention on Plantations (no.110) ILO Convention on Safety and Health in Agriculture (no.184) ILO Convention on Social Security (Minimum Standards) (no. 102) ILO Convention on the Abolition of Forced Labour (no.105) ILO Convention on the Right of Association (Agriculture) (no.11) ILO Convention on the Right to Organise and Collective Bargaining (no.98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Vocational Rehabilitation and Employment (Disabled Persons) (no.159) ILO Convention on Weekly Rest (Industry) (no.14) ILO Convention on Workers' Representatives (no.135), ILO Convention on Workmen's Compensation (Agriculture) (no.12) ILO Minimum Wage Fixing Convention (no. 131)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Collective bargaining
Compensation
Corruption and bribery
Discrimination
Dispute resolution / grievance mechanism
Disciplinary measures
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of conscience and religion
Freedom of movement (e.g. passport withholding)
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Housing conditions
Indigenous peoples
Migrant workers
Physical abuse / threats
Stakeholder engagement
Supply chain management
Trafficking in human beings
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes. Supply chain management and monitoring are one of the key focuses of this tool.
Human Rights Impact Assessment	No. The "BSCI System: Rules and Functioning" only very shortly refers to the need to take into account the local, regional and national situation when implementing the Code of Conduct in a respective country.
Specific Guidance on Individual(Company)Responsibility	Yes. BSCI provides Implementation Guidelines, a Management Manual and Recommendations on Buying Practices.

8. Concluding Evaluation

LARRGE Evaluation

The BSCI takes a very comprehensive and sustainable approach to ensure social and environmental standards enshrined in the Code of Conduct. It promotes broad stakeholder involvement to achieve the maximum impact on the improvement of social standards and working conditions. Audits are combined with trainings, coaching and consulting services in order to minimise the policing effect and to realize substantive change.

Becoming a member of BSCI entails a range of obligations and will initiate a long term process but it gives you the opportunity to substantially work and cooperate with your supplying partners, to sustainably improve working conditions and to ensure long-term socially responsible business conduct.

User Evaluation

Why tool was used: Company retailers were already members; creating a more internationally acknowledged Code of Conduct for Textiles; tool also was consistent with codes and principles.

How tool was discovered: publication/advertising, industry associations, relations with NGOs/civil society organizations, websites

Tool was relevant for:

Realizing transparency in our supply chains.
Controlling the risks on the producer level (factories in risk countries)
Raising awareness on human rights responsibilities
Promoting the culture of dialogue with stakeholders on the ground
Monitoring of the supply chain concerning forced or forbidden child labor
Competitive advantages creation
Encouraging increased innovation in reputation to minimize risk
Increasing creation of the corporate culture
Minimizing company impact
Securing Social License to operate
Managing risk and enhancing of comparative advantage

How tool was implemented: By company employees with assistance from the tool creators and NGOs or civil society organizations

Time for tool implementation: more than 1 year to implement

Most often used with: A Guide to Human Rights Impact Assessment and Management (IBLF, UNGC), A Human Rights Framework (BLIHR, IBLF, OHCHR), Human Rights Compliance Assessment Tool (Danish Institute for Human Rights), A 8000 Standard (Social Accountability International), The Labour Principles of the UN Global Compact - A Guide for Business (ILO, UNGC)

Files
	2_bsci_codeofconduct_english_2009_pdf.pdf Evaluation_francaise_-_BSCI_Code_of_Conduct.pdf

CSR Europe

CSR Europe is the leading European business network for corporate social responsibility with around 75 multinational corporations and 27 national partner organisations as members.

Its mission is to support member companies in integrating CSR into the way they do business, every day.

CSR Europe is a platform for:

Connecting companies to share best practice on CSR

Innovating new projects between business and stakeholders

Shaping the modern day business and political agenda on sustainability and competitiveness

The organisation was founded in 1995 by senior European business leaders in response to an appeal by the European Commission President Jacques Delors. It has since grown to become an inspiring network of business people working at the very forefront of CSR across Europe and globally.

CSR Europe’s Toolbox – Sustainable Business at the Base of the Pyramid

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative under the umbrella of the European Alliance for CSR: facilitated by CSR Europe, Business Europe and the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME) Sustainable Business at the Base of the Pyramid represents one of five tools contained in the Toolkit "(R)Evolutionary Business Models - Pioneering Growth". The Base of the Pyramid Working Paper has ben elaborated in one of CSR Europe's "Laboratories" with participants from Groupe Danone, Microsoft, Vodafone, Unilever and contributors from other well-known companies as well as the EU Commission.
Year of Development	2008
Accessibility	Free; CSR Europe members and Laboratory participants can access additional information in the members' area.
Availability	Free
Language	English
Contact	info@csreurope.org
Website	http://www.csreurope.org/pages/en/sustainable_business_at_the_base_of_the_pyramid.html

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Development solutions and poverty alleviation, stakeholder engagement
Aim	The Working Paper "Creating Wealth and Value at the Base of the Pyramid" intends to provide a common understanding of the theory and practice of Base of the Pyramid (BoP) programmes and to demonstrate the benefits of such action. BoPs attempt to create sustainable businesses that directly benefit communities in developing and emerging economies, focusing on the creation of jobs, environmental sustainability, community support and the alleviation of poverty.
Function	Starting from the assumption of a clear win-win-win situation (that is to say, that all actors involved - companies, communities and government partners - benefit from Base of the Pyramid initiatives), the objectives of the BoP Laboratory were threefold: Enhancing mutual understanding between the public and the private sector on their innovative roles towards social and economic development in emerging economies. Exploring areas of mutual benefit and support between the public and the private sector and other stakeholders to combine funding for projects aimed at facilitating the creation of social and sustainable business. Exchanging practical experience and identifying concrete areas for action. The Laboratory's findings are presented in the BoP Working Paper, which focuses on different aspects of private-public collaboration in developmental work. This includes the definition of sustainable enterprises' initiatives at the base of the pyramid; providing an overview of BoP and development initiatives (both public and private); an analysis of the barriers and gaps across BoP initiatives; and providing a guide for solutions, by highlighting current best practices and the available public support. The Working Paper features six chapters on: The concepts and latest theories on BoP; Existing networks of private‐public cooperation on BoP issues; Congruencies of the principles and mechanisms of the EU's development policy and those of BoP initiatives; Discussion of gaps and challenges faced by companies; Potential synergies of collaboration in BoP initiatives; and Conclusions and steps forward.
Monitoring	No
Target Group	Companies, governmental and public organisations, policy makers According to LARRGE evaluation also business support organisations, consultants, CSR experts, intermediaries, non-governmental organisations/civil society

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions, above all developing and emerging countries
Company Size	Small, medium and large companies
Case Studies/Good Practice	Yes. A compendium of best practices is also included to support the Working Paper's recommendations. The Website features further databases containing company solutions on mainstreaming CSR and on innovative business partnerships.
Interactivity	No. But corporate members of CSR Europe may seek to engage in the BoP Laboratory's future activities (information provided on the Website).
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	General reference to human rights as a central component of the EU's development cooperation objectives, the foundations for which are laid down in the Treaty of Rome 1957 (Treaty Establishing the European Community, Title XVIII) and the Millennium Development Goals (MDGs)
Labour Rights	General reference only that "businesses shall act responsibly and within the law".
National Laws	General reference only that "businesses shall act responsibly and within the law".

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Corruption and bribery
Customers / consumers
Democracy / relations to government
Environment
Health and wellbeing
Judicial effectiveness / -independence
Legal protection gaps
Local communities
Natural resources
Social investment
Stakeholder engagement
Training, skills and talent

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

In general, CSR Europe's Toolbox is designed to help practitioners with innovative business tools and network models to address socio-economic and environmental challenges and integrate corporate social responsibility (CSR) into mainstream business practice. In twenty so-called CSR Laboratories, involving business and stakeholder representatives from across Europe, innovative new approaches and practical tools have been filtered out and organised in five key CSR themes, one of which was pioneering new business models and partnerships that foster innovation, inclusion and growth.

The "Base of the Pyramid"-Laboratory's aim was to identify synergies and explore opportunities to deepen cross-collaboration between companies and other public and private actors in order to jointly develop new business models that create economic activity at the so-called "base of the pyramid"; that is to say, to provide people on the margins of the global economy access to products and services that address their basic needs. The Working Paper assists in paving the way for such public-private partnerships. Use it for figuring out possible entry points for your company's engagement in human development and poverty alleviation in the context of your business operations located in developing or emerging economies.

User Evaluation

Files
	Base_of_the_pyramid_workingpaper.pdf

CSR Europe’s Toolbox – Responsible Supply Chain Management

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative under the umbrella of the European Alliance for CSR: facilitated by CSR Europe, Business Europe and the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME) Responsible Supply Chain Management represents one of five tools contained in the Toolkit "(R)Evolutionary Business Models - Pioneering Growth". It has been elaborated in one of CSR Europe's "Laboratories" with participants from Hewlett-Packard, L'Oréal, Titan, Volkswagen and other companies and institutions, supported by CSR Europe, Business Social Compliance Initiative (BSCI) and the Hellenic Network for CSR.
Year of Development	2008
Accessibility	Free (for most parts); CSR Europe members and Laboratory participants can access additional information in the members' area.
Availability	Free online portal Laboratory participants in addition can access a special collection of Responsible Supply Chain Management Tools.
Language	English (Web-portal); some tools presented on the portal are available in Bulgarian, Chinese, Czech, Danish, English, French, German, Greek, Hungarian, Japanese, Russian, Serbian and Spanish
Contact	supplychain@csreurope.org
Website	http://www.csr-supplychain.org/ Toolbox Website: http://www.csreurope.org/pages/en/responsible_supply_chain_management.html

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Supply chain, CSR management
Aim	The Laboratory on Supply Chain Management aims to promote a cascade of responsible business behaviour in the supply chain by reviewing current practice and helping companies and suppliers to mature supply chain management initiatives. To this aim, the online portal for Responsible Supply Chain Management (RSCM) provides a menu of useful tools and information to support practitioners in developing their own approach to CSR in the supply chain.
Function	The RSCM Portal constitutes a basket of materials which practitioners can use to better meet their objectives. Its key content elements are: 1. Key topics Descriptive section of some of the key issues in the supply chain (including child labour, forced or bonded labour, compensation, corruption and bribery, discrimination, environment and climate, freedom of association and collective bargaining, health and safety) with links to further useful information. The key topics give an overview of the risks and opportunities to understand and seize related to RSCM. 2. Supply chain programmes Examples of integrated approaches to responsible supply chain management. Each of these cases illustrate the complete journey to explain how to tackle RSCM from the introductory phase up to the procedures, training, audit, dialogue and monitoring. 3. Reference materials Examples of material that can be used by buyers to promote responsible supply among their suppliers such as supplier questionnaires, audit templates, training material and codes of conduct. 4. Standards Non-exhaustive and non-exclusive selection of internationally recognised initiatives and standards in the area of responsible supply chain management related to human rights, labour, environment, health and safety and ethics (e.g. Business Social Compliance Initiative, Ethical Trading Initiative, FLA Workplace Code of Conduct, UN Global Compact etc.) For buyers, the portal offers 6 steps f on the way to implement a responsible supply chain program: Understanding & Responsibilities Analyzing Risks & Opportunities Strategy Monitoring & Compliance Communication Continuous Improvement A 4-step approach is provided for producers on how to cope with the customer's requirements: Understanding Responsibilities & Opportunities Good practices, standards and guidelines Implementation & Improvement Communication
Monitoring	No. Advice on how to do monitoring is given, but no monitoring is offered by the portal itself.
Target Group	Companies, governmental and public organisations, non-governmental organisations/civil society, academics According to LARRGE evaluation also business support organisations, consultants, intermediaries

3. Practicability and Flexibility
Business Sector	All sectors (primary, secondary, tertiary and public), in particular: Aerospace and Defence Agriculture and Forestry Automotive and Logistics Biotechnology Construction and Property Consumer Goods Education and Training Energy and Utilities Financial Services and Banking Government and Regulators IT Manufacturing (Heavy, Chemicals etc) Media (Publishing, Broadcasting, Mass media etc) Mining Pharmaceuticals and Healthcare Research Retail Services (Consulting, Certification etc) Telecommunications Tourism and Leisure
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes. The section on supply chain programmes contains examples of integrated approaches to RSCM - from the introductory phase to training, audit, dialogue and monitoring. Additionally, the Toolbox Website features databases containing company solutions on mainstreaming CSR and on innovative business partnerships.
Interactivity	Yes. Visitors of the Portal are also encouraged to enrich the current set of materials and offers by providing their input, additional information and tools.
Human Rights Knowledge Required	No
Flexibility	No. But the portal offers a plenty of information on initiatives and tools of which users may select and subsequently adapt it for their use.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights (UNDHR) International Covenant on Economic, Social and Cultural Rights (ICESCR) International Covenant on Civil and Political Rights (ICCPR) UN Global Compact OECD Guidelines for Multinational Enterprises OECD Convention on the Combating of Bribery of Foreign Public Officials in International Business Transactions
Labour Rights	ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no. 29) ILO Convention on Labour Clauses (Public Contracts) (no. 94) ILO Convention on Medical Examination of Young Persons (Industry) (no. 77) ILO Convention on Medical Examination of Young Persons (Non-Industrial Occupations) (no. 78) ILO Convention on Medical Examination of Young Persons (Underground Work) (no. 124) ILO Convention on Minimum Age (Agriculture) (no. 10) ILO Convention on Minimum Age (Industry) (no. 5) ILO Convention on Minium Age (Industry) revised (no. 59) ILO Convention on Minimun Age (Non-Industrial) (no. 33) ILO Convention on Minimum Age (Non-Industrial Employment) revised (no. 60) ILO Convention on Minimum Age (no. 138) ILO Convention on Minimum Age (Underground Work) (no. 123) ILO Convention on Minium Age (Trimmers and Stokers) (no. 15) ILO Convention on Minimum Wage-Fixing Machinery (no. 26) ILO Convention on Minimum Wage Fixing Machinery (Agriculture) (no. 99) ILO Convention on Night Work of Young Persons (Non-Industrial Occupations) (no. 79) ILO Convention on Night Work of Young Persons (no. 90) ILO Convention on Night Work of Young Persons (Industry) (no. 6) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Prevention of Major Industrial Accidents (no. 174) ILO Convention on Protection of Wages (no. 95) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Conveniton on Protection of Workers' Claims (Employer's Insolvency) (no. 173) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Workers with Family Responsibilities (no. 156) ILO Convention on Working Environment (Air Pollution, Noise and Vibration) (no. 148) ILO Minimum Wage Fixing Convention (no. 131) ILO Promotional Framework for Occupational Safety and Health Convention (no. 187)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Compensation
Corruption and bribery
Customers / consumers
Discrimination
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Harassment
Health and wellbeing
Monitoring / auditing
Natural resources
Remuneration
Safety
Supply chain management
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes (primary focus of the tool)
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

In this context the Responsible Supply Chain Management Portal has been designed. Companies are increasingly cooperating with their suppliers to support their internal CSR capacities. This is no easy task, as businesses have to cope with countless environmental, social and governance standards and other challenges. The Portal for RSCM provides user-friendly access to key international standards and principles, reference materials for responsible supply change management systems, and background information on related issues (i.e. overtime and child labour). It offers different types of content, cross linked and cross referenced, to enable easy and fast access to relevant information. Use the Portal as a simple yet content rich resource for practical information and materials to enhance ownership and capabilities in the area of Sustainable Development and CSR, independent whether you are buyer or producer.

User Evaluation

Files

CSR Europe’s Toolbox – Proactive Stakeholder Engagement

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative under the umbrella of the European Alliance for CSR: facilitated by CSR Europe, Business Europe and the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME) Proactive Stakeholder Engagement represents one of three tools contained in the Toolkit "Communication and Transparency - Competing for Trust". It has been elaborated in one of CSR Europe's "Laboratories" led by Total, GDF SUEZ and Observatoire sur la Responsabilité Sociétale des Entreprises (ORSE) with representatives from other companies and supported by CSR Europe.
Year of Development	2008
Accessibility	Free CSR Europe members and Laboratory participants can access additional information in the members' area.
Availability	Free
Language	English
Contact	info@csreurope.org Jan Noterdaeme: jn@csreurope.org Chabuca Barnes: cb@csreurope.org
Website	http://www.csreurope.org/pages/en/proactive_stakeholder_engagement.html http://www.csreurope.org/data/files/toolbox/Stakeholder_engagement.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Stakeholder engagement, CSR management
Aim	This Laboratory aims to increase the understanding of various innovative approaches towards stakeholder engagement with the ambition to map out and better understand proactive ways in which companies can engage with e.g. government(s) at various levels, NGOs, employees and trade unions and to explore opportunities for joint action. This was done by means of a practical guide addressing both companies and stakeholders.
Function	The didactic guide "Proactive Stakeholder Engagement" accompanies its users in: better identifying the issues raised through engagement with stakeholders and choice of good practices; selecting their partners, by prioritizing the mapping of issues, actors and tools; and asking the right questions to enable internal implementation of commitments. The guide contains two sorts of chapters, i.e. firstly practical guidelines breaking down engagement with specific stakeholders and secondly practical information on tools. Engagement with the following stakeholders is being discussed: - NGOs - Suppliers - Local Communities - Employees - Consumers - Shareholders At the end of each chapter recommendations are summarized.
Monitoring	No
Target Group	Companies, consultants, employees, governmental and public organisations, non-governmental organisations/civil society, trade unions, trainers, as well as any other company stakeholders;

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes. The guidebook includes best practices collected from various companies, structured according to prevention, identification and support as well as re-integration measures.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No. The Guide is not conceived for flexible adaptation to specific company situations. However, companies might find similar problems in the case studies and use these experiences as a source for good practice.

4. Normative Framework
Human Rights	Universal Declaration of Human Rights (UDHR) OECD Guidelines for Multinational Enterprises UN Global Compact
Labour Rights	General reference to ILO fundamental conventions, particulary mentioned: ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on Workers' Representatives (no. 135)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Corruption and bribery
Corporate- / organisational culture
Customers / consumers
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Health and wellbeing
Housing conditions
Local communities
Monitoring / auditing
Natural resources
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Workers' representation
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. Stakeholders are introduced according to the different spheres of action (influence) of a company.
Supply Chain	Yes
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

In general, CSR Europe's Toolbox is designed to help practitioners with innovative business tools and network models to address socio-economic and environmental challenges and integrate corporate social responsibility (CSR) into mainstream business practice. In twenty so-called CSR Laboratories, involving business and stakeholder representatives from across Europe, innovative new approaches and practical tools have been filtered out and organised in five key CSR themes (Toolkits), one of which was on communication and transparency issues.

When engaging in CSR, companies and institutions accept a range of responsibilities that go far beyond economic performance. Transparent communication with all stakeholders (i.e. with all actors, whether closely or distantly associated with the company) is essential in this context. Identifying and engaging relevant stakeholders are challenges faced by many companies, but which critical for the credibility and innovation of business activities. The CSR Europe's guide on Proactive Stakeholder Engagement supports companies in this endeavour. It constitutes a very useful toolbox containing pedagogical material for companies and their stakeholders. Use it to learn how to best figure out the issues for engagement, how to select the relevant partners therefore and how to reconcile the specific expectations and constraints of everyone involved in the process.

User Evaluation

Files
	Stakeholder_engagement.pdf

CSR Europe’s Toolbox – Equality Between Men and Women

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative under the umbrella of the European Alliance for CSR: facilitated by CSR Europe, Business Europe and the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME) Equality Between Men and Women represents one of four tools contained in the Toolkit "Integrated Workplace - Whistling in Tune". It has been elaborated in one of CSR Europe's "Laboratories" led by Sodalitas and IBM Italia, with representatives from other companies and supported by CSR Europe.
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English
Contact	info@csreurope.org
Website	http://www.csreurope.org/data/files/toolbox/Equality_practising_gender_equality_in_careers.pdf http://www.csreurope.org/pages/en/equality_between_men_and_women.html

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Fair hiring process, gender equality
Aim	The Laboratory on Equality between Men and Women aimed to develop practical recommendations and tools to help companies in achieving a greater level of equality within the workplace. Building on CSR Europe's business-to-business working group on Women in Leadership Positions (initiated by Sony to explore innovative tools for further promoting gender diversity in the company) its declared objectives were to attain in-depth understanding of the working woman's condition and expectations of work-life balance issues; to prepare a "toolkit" with guidelines/recommendations for implementation and management of equal opportunities programs; and to enhance mainstreaming activities on gender equalities
Function	The report "Practicing gender equality in careers" provides practical suggestions for the implementation of an effective management system for equal gender opportunities, covering policies, organizational structures, measurement systems, communications and career development tools. It presents a complete process for the planning and creation of an organisational programme for equal opportunities that ranges from topics as the formulation of gender policies to internal communication mechanisms, via the processes of hiring, training, remuneration and career development. It contains general information based on the companies' experience shared in the Laboratory organized by CSR Europe and practical examples demonstrating solutions for specific problems encountered by individual companies. The report is divided into the following sections: Commitment of the company and formulation of policies Definition of organizational responsibilities Analyses, objectives and measurement systems Tools for facilitating careers progress Internal communication system
Monitoring	Companies, employees (particularly Diversity Managers, Equal Opportunity Managers, Human Resource Managers)
Target Group

3. Practicability and Flexibility
Business Sector	Secondary and tertiary, e.g. IT, Telecommunications, Manufacturing, Financial Services.
Region	All regions. The report and best practice examples given are focusing on Italy.
Company Size	Medium and large enterprises
Case Studies/Good Practice	Yes
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	General reference to UN and OECD standards.
Labour Rights	No reference to ILO conventions.
National Laws	General hint to the obligation to comply with the increasingly large number of laws on the subject of gender equality.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Compensation
Corporate- / organisational culture
Discrimination
Diversity / equal opportunities
Harassment
Health and wellbeing
Recruitment and employment practices
Remuneration
Training, skills and talent
Women's rights

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

In general, CSR Europe's Toolbox is designed to help practitioners with innovative business tools and network models to address socio-economic and environmental challenges and integrate corporate social responsibility (CSR) into mainstream business practice. In twenty so-called CSR Laboratories, involving business and stakeholder representatives from across Europe, innovative new approaches and practical tools have been filtered out and organised in five key CSR themes (Toolkits), one of which was on integrated workplace issues.

Back in 2005 the overall pay gap between men and women was 15% in the EU-27 and 25% in private sector companies. Almost a third of women in the EU work part-time, compared to less than 1 in 10 for men. Although women represent 59% of EU university graduates, only 12% of directorships in the 100 biggest British companies were held by women (and this is actually double the figure from 2000). Therfore, increasing equality between men and women in the workplace is a priority both for governments and businesses. In this context the Equality Between Men and Women tool has been designed by means of surveys and exchange of experiences.

Use the tool's practical guidelines and indications on implementation and management of equal opportunities programs aiming at granting career opportunities to women working in your company. Draw from the findings of the comprehensive study on the challenges faced by working women in Italy in order to introduce business policies and programmes with regard to both gender equality and work/life balance.

User Evaluation

Files
	Equality_practising_gender_equality_in_careers.pdf

CSR Europe’s Toolbox – Mainstreaming Diversity in the Company

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative under the umbrella of the European Alliance for CSR: facilitated by CSR Europe, Business Europe and the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME) Mainstreaming Diversity in the Company represents one of four tools contained in the Toolkit "Integrated Workplace - Whistling in Tune". It has been elaborated in one of CSR Europe's "Laboratories" with participants from L'Oréal, IMS-Entreprendre pour la Cité and other companies and institutions, supported by CSR Europe.
Year of Development	2008
Accessibility	Free CSR Europe members and Laboratory participants can access additional information in the members' area.
Availability	Free
Language	English
Contact	info@csreurope.org
Website	http://www.csreurope.org/data/files/toolbox/diversity_making_it_happen_DELIVERABLE.pdf http://www.csreurope.org/pages/en/mainstreamingdiversity.html

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Diversity Management
Aim	The Laboratory on Mainstreaming Diversity in the Company aims to incorporate diversity management within and across companies focusing on management processes related to issues such as recruitment, training, work/life balance, internal and external communication, evaluation, internal mobility and Key Performance Indicators. For these purposes the report "Make the Difference! What you need to know to fight discrimination and make diversity work in your company" has been designed to assist human resource managers in implementing diversity and inclusion goals in their organisation.
Function	The report includes a brief introduction to diversity management and its relevance for company strategy, business development and performance as well as an assortment of tools for practicising diversity, such as: Best practice examples structured by topic (including integration, work-life balance, supplier diversity and other issues) as well as by company (including Adecco, Canon, Danone, IMS, L'Oréal, Toyota and others); Do's and Don'tsfor Human Resource Managers on: Diversity Training Work/Life Balance Recruitment & Diversity Communication (Internal & External) Evaluation and Internal Mobility Measuring Diversity & Key Performance Indicators A Mainstreaming Diversity Quiz: five questions are asked as to figure out relevant diversity topics Diversity Career Fair Guidelines (PDF), i.e. brief recommendations on how to organise a "diversity career fair" including quick facts as well as a 9-steps-plan to create a diversity career fair. How To Host a Local Event: in order to promote the organization of events to mainstream diversity a guide on how to launch such events on a local level is given as well as an example of one such a local event.
Monitoring	No
Target Group	Companies, employees (particularly Diversity/ Human Resource Managers)

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes, the Toolkit features best practices by theme as well as by company.
Interactivity	Yes (e.g. Quiz section).
Human Rights Knowledge Required	No
Flexibility	No. But the portal offers plenty of information on initiatives and measures of which users may select and subsequently adapt it to their requirements.

4. Normative Framework
Human Rights	EU Racial Equality Directive 2000/43/EC
Labour Rights	EU Employment Equality Directive 2000/78/EC
National Laws	Compliance with national laws on discrimination.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Customers / consumers
Discrimination
Diversity / equal opportunities
Health and wellbeing
Migrant workers
Minorities
Recruitment and employment practices
Remuneration
Supply chain management
Training, skills and talent

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes, there is a section on how to promote non-discrimination and promote diversity towards suppliers.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

In general, CSR Europe's Toolbox is designed to help practitioners with innovative business tools and network models to address socio-economic and environmental challenges and integrate corporate social responsibility (CSR) into mainstream business practice. In twenty so-called CSR Laboratories, involving business and stakeholder representatives from across Europe, innovative new approaches and practical tools have been filtered out and organised in five key CSR themes (Toolkits), one of which was on integrated workplace issues.

In this context the Mainstreaming Diversity tool has been designed. Promoting and managing diversity on topics pertaining to social inclusion represents a great challenge that is faced by many businesses today. This tool provides comprehensive material to get a sense of the essentials of successful company diversity management. It offers different types of content, cross linked and cross referenced, to enable easy and fast access to relevant information. Use the tool as a means to learn from best practices applied at the European level and to develop joint concrete activities to leverage diversity at different levels within your company and in collaboration with your stakeholders.

User Evaluation

Files
	diversity_making_it_happen_DELIVERABLE.pdf

CSR Europe’s Toolbox – Wellbeing in the Workplace

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative under the umbrella of the European Alliance for CSR: facilitated by CSR Europe, Business Europe and the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME) Wellbeing in the Workplace represents one of four tools contained in the Toolkit "Integrated Workplace - Whistling in Tune". It has been elaborated in one of CSR Europe's "Laboratories" led by Johnson&Johnson with representatives from other companies and supported by CSR Europe.
Year of Development	2008
Accessibility	Free CSR Europe members and Laboratory participants can access additional information in the members' area.
Availability	Free
Language	English
Contact	info@csreurope.org Marion Birnstill: mb@csreurope.org Colleen Fletcher: cf@csreurope.org
Website	http://www.csreurope.org/pages/en/wellbeing_workplace.html http://www.csreurope.org/data/files/toolbox/wellbeing_guide.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Wellbeing at work
Aim	The Laboratory on Wellbeing in the Workplace aims to identify the key areas related to wellbeing issues in the workplace as well as mainstream and coordinate policy initiatives through discussions of best practices and development of associated tools. The guidebook "Wellbeing in the Workplace" aims to support companies in addressing the essential aspects of a wellbeing promotion strategy, such as prevention, identification and support, and reintegration in to the workplace, in accordance with the European Commission's 'European Pact for Mental Health and Well-being' (June 2008). This pact highlights the strong and direct links between mental and physical wellbeing and a competitive and responsible Europe.
Function	The Wellbeing guidebook contains eleven straight-forward, practical tips for implementation, a detailed analysis of the elements affecting mental health and wellbeing, and a collection of best practice examples to support the suggestions and recommendations of the Guidebook. The guide is divided into three parts: The Business Case for Wellbeing and Tips for Implementing a Successful Wellbeing Strategy Best Practice Examples Further Resources on Wellbeing
Monitoring	No
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	European Union
Company Size	Small, medium and large
Case Studies/Good Practice	Yes. The guidebook includes best practices collected from various companies, structured according to prevention, identification and support as well as re-integration measures.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No. But the tips for implementing a successful wellbeing strategy are applicable for all organizations. The approach, however, might need to be adjusted depending on the organizations' size, resource availability and allocation.

4. Normative Framework
Human Rights	No reference
Labour Rights	General reference to ILO standards in the Resources section.
National Laws	General hint that legal requirements have to be taken into consideration.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Data protection and privacy
Health and wellbeing
Safety
Stakeholder engagement
Training, skills and talent
Workers' representation
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

In general, CSR Europe's Toolbox is designed to help practitioners with innovative business tools and network models to address socio-economic and environmental challenges and integrate corporate social responsibility (CSR) into mainstream business practice. In twenty so-called CSR Laboratories, involving business and stakeholder representatives from across Europe, innovative new approaches and practical tools have been filtered out and organised in five key CSR themes (Toolkits), one of which was on integrated workplace issues.

Businesses are increasingly concerned about both direct and indirect costs associated with wellbeing issues like absenteeism, staff turnover, productivity, and staff satisfaction. Based on an overall recognition of the importance of human capital, Human Resource, Health & Safety and CSR managers have started to consider wellbeing of employees as a top management priority and have begun to explore strategic responses to promoting wellbeing. In doing so however, companies are facing certain challenges, which are addressed by this comprehensive Wellbeing Guidebook. Use the guidebook to mainstream and coordinate a wellbeing management policy, to identify the essential aspects of a wellbeing promotion strategy (e.g. prevention, identification and support, reintegration) and to make out the most effective tools to implement and monitor a wellbeing strategy in your company.

User Evaluation

Files
	wellbeing_guide.pdf

4C Association

The 4C Association is an inclusive membership driven organization of coffee farmers, trade and industry and civil society. Members work jointly towards improving economic, social and environmental conditions through more sustainable and transparent practices for all who make a living in the coffee sector.

4C aims at improving producers' income and living conditions through cost reductions, quality improvements, optimisation of the supply chain, improved marketing conditions and better access to markets and credits. It also promotes environmental sustainability, for example through reducing the use of hazardous agrochemicals, and protecting tropical rainforests. An independent third party verification will check the process on an aggregated level, emphasizing the responsibility of actors along the chain.

The 4C Code of Conduct (previously: Common Code for the Coffee Community)

1. Key Data
Origin of the Initiative	4C Association
Year of Development	2009 (latest version; incl. Generic Indicators approved in 2010) The new 4C Code of Conduct has been revised in May 2009 and from July 2010 on, all 4C members will be verified against the revised code. The previous "Common Code for the Coffee Community" will be valid only until June 2010.
Accessibility	Free
Availability	Free of costs, but membership in the 4C Association required
Language	English, French, Spanish, Portuguese, Indonesian
Contact	info@4c-coffeeassociation.org
Website	http://www.4c-coffeeassociation.org/en/code-of-conduct.php

2. Aim and Function of the Tool
Type	General Guidance (Code of Conduct) Self-Assessment Human Rights Monitoring (Verification, Auditing) Benchmarking (producers certified under other standards can apply for the 4C license without having to go through the entire 4C verification process)
Specific Focus	General
Aim	The 4C Code of Conduct (CoC) seeks to improve the social, environmental and economic conditions in the green coffee chain; that is to say, it aims at creating a more sustainable production, post-harvest processing and trading of coffee.
Function	The 4C CoC consists of 10 Unacceptable Practices and the 4C Code Matrix, covering 28 social, environmental and economic principles for all actors in the green coffee supply chain (including farmers, plantations, producer organizations, estates, mills, exporters, traders, etc.). Actors of the coffee chain cannot participate in the 4C system if they practise any of the unacceptable practices. Their exclusion needs to be documented in the self-assessment report. These are: Worst forms of child labour Bonded and forced labour Trafficking of persons Prohibiting membership of or representation by a trade union Forced eviction without adequate compensation Failure to provide adequate housing where required by workers Failure to provide potable water to all workers Cutting of primary forest or destruction of other forms of natural resources that are designated as protected areas Use of banned pesticides Immoral transactions in business relations Once the participants have eliminated 10 practices defined as unacceptable, they have to continuously improve their practices in order to comply with the CoC. This is done by a matrix designed as a traffic light system: Red indicates that the current practice must be discontinued; Yellow shows a practice that needs to be further improved within a transitional period; and Green reflects a desirable practice. Reaching the status of "average yellow" (tantamount to the same number of green and red criteria) allows the 4C members to market their product as 4C compliant coffee. Membership in the 4C Association is voluntary, participatory and open to any actor in the coffee sector, including producers, trade & industry and civil society. Other interested parties may be registered as associate members. Membership is open to smallholders, organisations and associations, plantations and estates which organise themselves in so-called 4C Units. Such a Unit enters the operational system of the CoC with a self-assessment test and receives a license to supply 4C compliant coffee after successful implementation verification.
Monitoring	Yes. A self-assessment is the "entry ticket" to marketing 4C coffee. Building on the self-assessment report, an independent third-party verification of the self-assessment checks the compliance with the requirements of the CoC, which must be conducted by independent third-party verifiers approved and registered by 4C. Independent third-party auditors, equally registered and approved by 4C, audit the whole system of verification.
Target Group	Companies, auditors, governmental and public organisations, intermediaries, non-governmental organisations/civil society, trade unions

3. Practicability and Flexibility
Business Sector	All sectors, predominantly Coffee Industry and Trade
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	No
Interactivity	Yes
Human Rights Knowledge Required	No
Flexibility	Yes

4. Normative Framework
Human Rights	Universal Declaration of Human Rights (UDHR) International Covenant on Economic, Social and Cultural Rights OECD Guidelines for Multinational Enterprises Additional reference documents - human rights related treaties, resolutions and other texts that may be useful for companies: General Comment no.7 (to the International Covenant on Economic, Social and Cultural Rights) on the rights to adequate housing UN Convention against Transitional Organized Crime UN Convention on Contracts for the International Sale of Goods UN Commission on Human Rights Resolution 1993/77 on Forced Eviction UN Sub-Commission on the Protection and Promotion of Human Rights Resolution 1998/9 on Forced Evictions
Labour Rights	ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on Forced Labour (no. 29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on Plantations (no. 110)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Compensation
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Housing conditions
Monitoring / auditing
Natural resources
Physical abuse / threats
Remuneration
Resettlement / land management
Safety
Trafficking in human beings
Training, skills and talent
Transparency / disclosure
Workers' representation
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes. The implementation verification also provides a report on the current status of production as a basis for developing a management plan to start the process of continuous improvement. On the basis of this implementation report, the 4C Secretariat facilitates access to the support and resources needed for improving practices in use (e.g. training modules). A time frame to comply with the specific requirements of the individual improvement plans is defined, taking into account the members' individual performance. A re-verification after three years checks the level of compliance with the CoC, monitors the continuous improvement process and allows a constant development of improvement plans. If verification fails, the member loses its license to supply 4C compliant coffee until it regains verification.

8. Concluding Evaluation

LARRGE Evaluation

The 4C Code of Conduct may not be a solution to all the coffee sectors problems and challenges but offers a long-term development perspective to suppliers and establishes a new basis for competition with regard to the quality of both coffee products and sustainable production methods. The CoC serves as a base reference standard applicable to mainstream coffee. With a benchmarking process it aims at co-operating with existing standards and initiatives based on recognition of content, scope and goals with respect for each other's identities. The convenient set of practices and its flexible design allow for a moderate entry level that is easily accessible for all actors, who, however, have to commit themselves to continuous improvement.

As a producers, use the 4C CoC for improving your management capacity, to increase efficiency and profitability, to enhance returns from production, to have better market access and market information and to improve the living and social conditions of your workers and their families. Pertaining to the trade and industrial sector, join the Code so as to ensure the coffee market for the future, attain higher consistency in quality and quantity of coffee supplied, show your commitment to CSR and sustainability and thus create a positive image, and to ehance market transparency and traceability.

User Evaluation

Files
	4CDoc_001a_CodeofConduct_v1.2_en.pdf Evaluation_francaise_-_The_4C_Code_of_Conduct.pdf

Danish Institute for Human Rights (DIHR)

The Danish Institute for Human Rights (DIHR) is an independent, national human rights institution modelled in accordance with the UN Paris Principles. The Institute, which was established by statute in 2002, carries on the mandate vested in the Danish Centre for Human Rights in 1987.

The chief objective of the DIHR is to promote and develop knowledge about human rights on a national, regional and international basis predicated on the belief that human rights are universal, mutually interdependent and interrelated.

Arc of Human Rights Priorities

1. Key Data
Origin of the Initiative	Danish Institute for Human Rights (DIHR), UN Global Compact (UNGC) Office. Case study examples provided by Coca-Cola.
Year of Development	2008-2009
Accessibility	Free
Availability	Free
Language	English
Contact	Mike Baab: MBA@humanrights.dk
Website	http://humanrightsbusiness.org/?f=publications

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Risk Assessment
Specific Focus	General
Aim	The Arc of Human Rights Priorities is designed to allow companies to focus their resources on the most urgent human rights issues in their operations.
Function	Through a step-by-step process, companies map their risks according to sector and countries of operation, and then place issues on the Arc according to their potential impact on human rights and their connection to the company. This allows companies to focus their resources on those issues where the need is most urgent and where the company has the greatest ability to affect change. The Arc of Human Rights Priorities maps human rights issues along two axes: Human Rights Impact and Company Connection. Each axis is subdivided as follows: The Human Rights Impact axis charts: the severity of the violation, and the number affected. The Company Connection axis charts: direct vs. indirect connection, and single vs. collective responsibility. These dimensions allow companies to monitor, prevent and mitigate the most urgent issues, as well as find opportunities for the greatest positive impact.
Monitoring	No. But The Arc is designed to assist companies target issues to mitigate, monitor and report.
Target Group	Companies, consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes. The publication was developed in cooperation with Coca-Cola, and the company provided case studies illustrating each component of the Arc.
Interactivity	No. The Arc of Human Rights is currently a freely available publication. However, DIHR seeks to engage company partners for testing.
Human Rights Knowledge Required	Basic
Flexibility	Yes. The Arc is a broad-based tool that provides multiple entry points for its users in terms of human rights issues as well as company policies, processes, monitoring and reporting.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights Apart from the Declaration, the Arc includes a general reference to human rights, distinguishing fundamental rights (e.g. the freedoms from slavery and torture), civil and political rights (e.g. the freedom of expression) and economic, social and cultural rights (e.g. the right to adequate housing) without mentioning any international legal documents.
Labour Rights	General reference to the core labour standards (freedom of association and the right to collective bargaining; the elimination of forced and compulsory labour; the abolition of child labour; and the elimination of discrimination) without mentioning the respective ILO document(s) (e.g. ILO Declaration on Fundamental Principles and Rights at Work).
National Laws	Not referenced

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Collective bargaining
Customers / consumers
Discrimination
Due diligence
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Health and wellbeing
Local communities
Migrant workers
Minorities
Monitoring / auditing
Natural resources
Physical abuse / threats
Recruitment and employment practices
Remuneration
Resettlement / land management
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Torture
Training, skills and talent
Working conditions
Remuneration

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The Arc of Human Rights Priorities was devised as a continuation of the Sphere of Influence Concept. It is recommended as a further step for companies that have completed the Sphere of Influence.
Supply Chain	Yes
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes. The Arc provides a prioritized map of human rights issues, and offers guidance for company intervention once issues are identified.

8. Concluding Evaluation
LARRGE Evaluation	The Arc of Human Rights Priorities offers practical guidance to help companies understand their human rights risks and obligations. Case-study examples of the concepts outlined in the Arc publication give a useful demonstration of the real-world impact of company human rights policies and procedures.
User Evaluation	tertert

Files
	arc_of_human_rights_priorities__road_testing_version__7_july.pdf

Human Rights Compliance Assessment

1. Key Data
Origin of the Initiative	Tripartite, multi-stakeholder initiative: Danish Institute for Human Rights (DIHR), Human Rights and Business Project; Confederation of Danish Industries, Danish Industrialization Fund for Developing Countries, Danish International Development Agency (DANIDA)
Year of Development	2005; database regularly updated based on legal developments and feedback from companies and civil society groups
Accessibility	Upon registration. HRCA Quick Check is free (condensed version)
Availability	Online for purchase. Subscribers are given a login and password. Price is dependent on the nature and size of the user (pricing structure distinguishes between large companies and SMEs; NGOs and researchers may get access on a case by case basis)
Language	English (Quick Check also in Chinese, Danish, Dutch and Spanish)
Contact	business@humanrights.dk
Website	https://hrca.humanrightsbusiness.org/ (07.04.2010)

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Impact Assessment
Specific Focus	General
Aim	The Human Rights Compliance Assessment is a diagnostic tool designed to help companies detect the potential human rights impact of their operations on employees, local communities, consumers and other stakeholders. It has been mapped against international guidelines for CSR or human rights reporting, and can assist companies in doing so.
Function	The HRCA is a self-assessment tool applicable to all kinds of companies, regardless of their size, in a wide range of economic sectors as well as for governments, academics and NGOs. It actually consists of a set of instruments that help to detect potential human rights risks and opportunities and the gaps between corporate policy and practice, namely: Human Rights Compliance Assessment: full self-assessment check (available for purchase); Quick Check: a condensed introductory version of the HRCA (free upon registration); Country Risk Assessments (CRAs): reports on political, cultural, social and legal context of a given country of operation including an overall company risk rating; CSR Compass: web-based tool for SMEs that want to address human rights and environmental risks in their supply chain; Company managers complete checklists measuring policy, procedures and performance against more than 80 international human rights instruments (see "Normative Framework" below), that is the human rights compliance assessment more specifically. Using the whole portfolio of the HRCA, it may also serve as a risk assessment tool (CRAs: focus on policies, procedures and performance on sensitive issues and input for stakeholder dialogue) as well as an impact assessment tool covering a broad scale of human rights issues, including community impact (see "Human Rights Impact Assessment" below).
Monitoring	No. But the HRCA tools are easily applied during the process of obtaining certifications from other initiatives such as SA 8000, the Ethical Trading Initiative (ETI) or Business Social Compliance Initiative (BSCI) and also for helping to achieve the performance level that is needed for compliance with the UN Global Compact principles. After completing the HRCA checklist, the company receives a computerized report from the programme, which can be used to review and track performance year on year, and to assign tasks for follow-up.
Target Group	Companies, governmental and public organisations, non-governmental organisations/civil society, auditors

3. Practicability and Flexibility
Business Sector	All sectors: primary, secondary, tertiary and public
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes
Interactivity	Yes. To use the assessment checklists, companies must read the indicators and questions and determine if they are true or false in respect of r the company's operations being assessed. It should be completed by managers who possess detailed knowledge of company procedures and performance. Based on the answers, the programme generates an assessment report which indicates high, medium, and low risk areas.
Human Rights Knowledge Required	No human rights knowledge required. The HRCA covers all relevant human rights standards, and offers practical guidance for managers to improve performance.
Flexibility	Yes. The HRCA contains over 300 questions with related indicators, presented in an easy check-the-box format. Shorter and specialized versions of the full database are also available. Questions are organised according to twenty rights, or according to operational practice areas, so it can be adapted to individual company and country contexts. The relevance of the human rights indicators will vary according to the industry, risks and types of operation.

4. Normative Framework
Human Rights	UN Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment, UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of the Child UN Declaration on the Rights of Indigenous Peoples UN Global Compact UN International Convention on the Protection of the Rights of All Migrant Workers Universal Declaration on Human Rights Additional reference documents - human rights related treaties, resolutions and other texts that may be useful for companies: African Charter on Human and Peoples' Rights American Convention on Human Rights incl. Additional Protocols Arab Charter on Human Rights Basel Convention on the Control of Transboundary Movements of Hazardous Wastes and Their Disposal Berne Convention for the Protection of Literary and Artistic Works (amended) Business Principles for Countering Bribery Charter of Paris for a New Europe (Conference for Security and Cooperation in Europe of the Organization for Security and Co-operation in Europe) Charter of the Organization of American States Charter on Industrial Hazards and Human Rights (Permanent Peoples' Tribunal on Industrial Hazards and Human Rights) Constitution of the World Health Organisation (United Nations Economic and Social Council) Declaration of the Principles of International Cultural Co-operation (UNESCO) Declaration on the Elimination of All Forms of Intolerance and of Discrimination Based on Religion or Belief Declaration on the Right to Development Draft Declaration of Principles on Human Rights and the Environment Earth Summit Agenda 21 EU Data Protection Directive On the Protection of Individuals with Regard to the Processing of Personal Data and on the Free Movement of Such Data Directive 95/46/EC European Convention for the Protection of Human Rights and Fundamental Freedoms incl. Additional Protocols European Social Charter FAO World Declaration on Nutrition FAO/WHO Codex Alimentarius: Code of Ethics for International Trade in Food Hague Agreement Concerning the International Deposit of Industrial Designs Helsinki Convention on the Transboundary Effects of Industrial Accidents Model Provisions for National Laws on the Protection of Expressions of Folklore against Illicit Exploitation and other Prejudicial Actions (UNESCO and WIPO) OECD Guidelines for Multinational Enterprises OECD Recommendation Concerning Guidelines Governing the Protection of Privacy and Transborder Flows of Personal Data Principles and Guidelines for the Protection of the Heritage of Indigenous People (United Nations) Rio Declaration on Environment and Development Rotterdam Convention on the Prior Informed Consent Procedure for Certain Hazardous Chemicals and Pesticides in International Trade The Patent Cooperation Treaty (The International Patent Cooperation Union) UN Basic Principles for the Treatment of Prisoners UN Basic Principles on the Independence of the Judiciary UN Basic Principles on the Role of Lawyers UN Body of Principles for the Protection of All Persons under Any Form of Detention or Imprisonment UN Convention Establishing the World Intellectual Property Organization (WIPO, amended) UN Convention for the Protection of Cultural Property in the Event of Armed Conflict (UNESCO) UN Convention for the Protection of Individuals with Regard to Automatic Processing of Personal Data UN Convention on Consent to Marriage, Minimum Age for Marriage and Registration of Marriages UN Convention on the Environmental Impact Assessment in a Transboundary Context UN Convention on the Means of Prohibiting and Preventing the Illicit Import, Export and Transfer of Ownership of Cultural Property (UNESCO) UN Convention on the Political Rights of Women UN Convention on the Protection of the World Cultural and Natural Heritage (UNESCO) UN Convention to Combat Desertification in Those Countries Experiencing Serious Draught and/or Desertification, Particularly in Africa UN Declaration on the Eradication of Hunger and Malnutrition UN Declaration on the Rights of Persons Belonging to National or Ethnic, Religious and Linguistic Minorities UN Declaration on the Use of Scientific and Technological Progress in the Interests of Peace and for the Benefit of Mankind UN Guidelines for the Prevention of Juvenile Delinquency, (the Riyadh Guidelines) UN Guidelines on the Role of Prosecutors UN Human Rights Principles and Responsibilities for Transnational Corporations and Other Business Enterprises UN Rules for the Protection of Juveniles Deprived of Their Liberty UN Safeguards Guaranteeing Protection of the Rights of Those Facing the Death Penalty UN Standard Minimum Rules for the Administration of Juvenile Justice, (the Beijing Rules) UN Standard Minimum Rules for the Treatment of Prisoners United Nations General Assembly, 'Guidelines for the Regulation of Computerized Personal Data Files', (Resolution 45/95) Universal Copyright Convention (UNESCO, Revised) World Food Summit Rome Declaration on World Food Security WTO Agreement on Trade-Related Aspects of Intellectual Property Rights (TRIPS)
Labour Rights	ILO Benefits in the case of Employment Injury Convention (no. 121) ILO Code of Practice: Protection of Workers Personal Data ILO Collective Agreements Recommendation (no. 91) ILO Convention concerning Indigenous and Tribal Peoples (no. 169) ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111) ILO Convention on Employment Policy (no. 122) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on Holidays with Pay (no. 132 revised) ILO Convention on Hours of Work (Commerce and Offices) (no. 30) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Hours of Work and Rest Periods (Road Transport) (no. 153) ILO Convention on Hygiene in Commerce and Offices (no. 120) ILO Convention on Indigenous and Tribal Peoples (no. 169) ILO Convention on Invalidity, Old-Age and Survivors' Benefits (no. 128) ILO Convention on Maternity Protection (no. 183) ILO Convention on Medical Examination of Young Persons (Industry) (no. 77) ILO Convention on Medical Examination of Young Persons (Non-Industrial Occupations) (no. 78) ILO Convention on Migrant Workers (Supplementary Provisions) Convention (no. 143) ILO Convention on Migration for Employment (no. 97) ILO Convention on Minimum Age (no. 138) ILO Convention on Minimum Wage-Fixing Machinery (no. 26) ILO Convention on Night Work (no. 171) ILO Convention on Night Work of Young Persons (Non-Industrial Occupations) (no. 79) ILO Convention on Night Work of Young Persons (no. 90) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Part-time Work (no. 175) ILO Convention on Plantations (no. 110) ILO Convention on Prevention of Major Industrial Accidents (no. 174) ILO Convention on Protection of Wages (no. 95) ILO Convention on Sickness Insurance (Industry) (no. 24) ILO Convention on Social Policy (Basic Aims and Standards) (no. 117) ILO Convention on Social Policy (Non-Metropolitan Territories) (no. 82) ILO Convention on the Forty-Hour Week (no. 47) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Unemployment Provision (no. 44) ILO Convention on Vocational Rehabilitation and Employment (Disabled Persons) (no. 159) ILO Convention on Weekly Rest (Commerce and Offices) (no. 106) ILO Convention on Weekly Rest (Industry) (no. 14) ILO Convention on Workers with Family Responsibilities (no. 156) ILO Convention on Workers' Representatives (no. 135) ILO Convention on Working Conditions (Hotels and Restaurants) (no. 172) ILO Convention on Working Environment (Air Pollution, Noise and Vibration) (no. 148) ILO Income Security Recommendation (no. 67) ILO Minimum Wage Fixing Recommendation (no. 135) ILO Occupational Health and Safety Recommendation (no. 164) ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Welfare Facilities Recommendation (no. 102) ILO Workers' Housing Recommendation (no. 115) ILO Workers' Representatives Recommendation (no. 143)
National Laws	Compliance with national laws and regulations in the country of operation. The Danish Working Environment Act, for example, is referenced in a guidance note on human rights (i.e. a specific human rights description outlining international and subject-specific legal sources).

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Copyright and patenting
Corruption and bribery
Data protection and privacy
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Housing conditions
Indigenous peoples
Judicial effectiveness / -independence
Local communities
Migrant workers
Minorities
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Resettlement / land management
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Torture
Transparency / disclosure
Women's rights
Workers representation
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	The HRCA does not explicitly refer to the sphere of influence concept, but the theoretical framework is well integrated. The database helps to determine a company's specific range of influence and the tool incorporates a large complicity component.
Supply Chain	Yes. The HRCA underlines relations with the suppliers, contractors and other associates. Access to the full HRCA also includes the use of a supply chain management tool.
Human Rights Impact Assessment	Yes. The HRCA assists companies in assessing and managing the human rights impacts of business operations on people within the company, and within its wider sphere of influence.
Specific Guidance on Individual(Company)Responsibility	Yes. The HRCA proposes specific indicators to implement and monitor human rights compliance. The tool generates an assessment report based on the answers given by a company, which indicates high, medium, and low risk areas. Using this report, companies can identify risk areas and gaps, and develop a prioritized compliance programme. Companies are recommended, however, to use advisers when using the tool for the first time to ensure that results are robust and actionable.

8. Concluding Evaluation

LARRGE Evaluation

The HRCA is currently the only available tool that comprehensively compares company policy, procedure and performance against international human rights standards. It has been widely applied by a number of industry sectors, and enjoys wide acceptance and endorsement throughout the business field.

Currently, the beta version of the HRCA 2.0 is being tested to ensure user-friendliness throughout the system. The 2.0 version will have new, user-friendly features including:

The opportunity for companies to create their own checklists
The opportunity to integrate country risk criteria and filter out questions that are low-risk for the country of operation
A HRCA 2.0 Programme that will analyse indicators to produce a compliance rating
The categorisation of indicators according to Global Compact reporting categories for easier reporting
Exportable company checklists - no more uploading of data through the internet (feature available in 2010)

Use the HRCA to understand human rights issues in general, and to detect potential human rights violations resulting from your business. Apply the HRCA for clarifying what is expected from your company and put your company to the test to determine if policy and practice are in line with international human rights norms and standards, as well as to find out the extent to which they impact on the human rights of your employees and the wider community in which you operate.

User Evaluation

Why the tool was used: ability to identify issue areas and convey best practice

How the tool was discovered: Industry association and relations with NGOs/civil society organizations

The tool was relevant for:

Raising awareness on human rights responsibilities
Promoting the culture of dialogue with stakeholders on the ground
Monitoring of the supply chain concerning forced or forbidden child labor
Creating competitive advantages
Encouraging increased innovation in reputation to minimize risk
Increasing creation of the corporate culture
Minimizing company impact
Securing social license to operate
Highlighting current prioritization of Human Rights

How the tool was implemented: By company employees with assistance from tool creators and NGOs or civil society organisations

Time for the tool implementation: 6 months to more than 1 year

Most often used with: A Guide to Human Rights Impact Assessment and Management (IBLF, UNGC), A Human Rights Framework (BLIHR, IBLF, OHCHR), BSCI Code of Conduct (BITC), SA 8000 Standard (Social Accountability International), The Labour Principles of the UN Global Compact - A Guide for Business (ILO, UNGC)

Files
	Evaluation_francaise_-_DIHR_Human_Rights_Compliance_Assessment.pdf Evaluation_francaise_-_Human_Rights_Compliance_Assessment.pdf

Human Rights Compliance Assessment Quick Check

1. Key Data
Origin of the Initiative	Tripartite, multi-stakeholder initiative: Danish Institute for Human Rights (DIHR), Human Rights and Business Project; Confederation of Danish Industries, Danish Industrialization Fund for Developing Countries, Danish International Development Agency (DANIDA)
Year of Development	2006; annual updates are based on feedback from companies and human rights groups
Accessibility	Free, no registration
Availability	Free for download, hardcopy for purchase
Language	English, Ukrainian, Dutch, Chinese, Danish, Spanish
Contact	business@humanrights.dk
Website	hrca.humanrightsbusiness.org/020_project_publications.htm, www.humanrightsbusiness.org/files/1744393703/file/quick_check_august_2006.pdf

2. Aim and Function of the Tool
Type	Self-Assessment
Specific Focus	General
Aim	The Human Rights Compliance Assessment Quick Check is a diagnostic tool designed to help companies detect human rights risks in their operations in respect of employees, local residents and other stakeholders. It has been mapped according to the guidelines of the Global Reporting Initiative (GRI) and can also assist companies with GRI and Global Compact reporting.
Function	As a condensed version of the full Human Rights Compliance Assessment (HRCA), the Quick Check includes approximately 10 percent of the questions contained in the full database. This gives companies a general overview of risks in their operations and identifies areas of priority. It covers violations in relation to employment practices, community impact and supply chain management.
Monitoring	No
Target Group	Companies, consultants

3. Practicability and Flexibility
Business Sector	All sectors: primary (agriculture, fisheries), secondary (industry, extractive), tertiary (services) and public
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	No (best practice examples are contained in the full version of the HRCA)
Interactivity	Yes, it is an interactive web-based tool.
Human Rights Knowledge Required	No human rights knowledge required. In its questions, the Quick Check explains the meaning of human rights and uses practical examples.
Flexibility	The Quick Check can be adapted to individual company and country contexts. The relevance of the human rights indicators will vary depending on the industry and location. In terms of stakeholder involvement, the Human Rights Compliance Assessment Quick Check was taken through a yearlong consultation process that included 80 companies in 10 countries and various human rights groups.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights OECD Guidelines for Multinational Enterprises UN Basic Principles on the Use of Force and Firearms by Law Enforcement Officials UN Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment, UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of the Child UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights UN Global Compact International Convention on the Protection of the Rights of All Migrant Workers Universal Declaration on Human Rights Additional reference documents - human rights related treaties, resolutions and other texts that may be useful for companies: Charter on Industrial Hazards and Human Rights (Permanent Peoples' Tribunal on Industrial Hazards and Human Rights) OECD Convention on the Combating of Bribery of Foreign Public Officials in International Business Transactions Rio Declaration on Environment and Development UN Convention against Corruption
Labour Rights	ILO Code of Practice: Protection of Workers Personal Data ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Hygiene in Commerce and Offices (no. 120) ILO Convention on Indigenous and Tribal Peoples (no. 169) ILO Convention on Migrant Workers (Supplementary Provisions) (no. 143) ILO Convention on Migration for Employment (no. 97) ILO Convention on Minimum Age (no. 138) ILO Convention on Occupational Health Services (no. 161) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Prevention of Major Industrial Accidents (no. 174) ILO Convention on Social Policy (Basic Aims and Standards) (no. 117) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Workers' Representatives (no. 135) ILO Declaration on Fundamental Principles and Rights at Work ILO Examination of Grievances Recommendation (no. 130) ILO Minimum Age Recommendation (no. 146) ILO Minimum Wage Fixing Convention (no. 131) ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Worst Forms of Child Labour Recommendation (no. 190)
National Laws	Compliance with national laws and regulations in the country of Operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Conflict
Corruption and bribery
Customers / consumers
Data protection and privacy
Democracy / relations to government
Disciplinary measures
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Health and wellbeing
Housing conditions
Human rights defenders
Indigenous peoples
Local communities
Migrant workers
Monitoring / auditing
Natural resources
Property
Recruitment and employment practices
Remuneration
Resettlement / land management
Safety
Security forces and arrangements
Social Investment
Stakeholder engagement
Supply chain management
Training, skills and talent
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	The Quick Check does not explain the concepts of sphere of influence and complicity, but refers to the complete Human Rights Compliance Assessment and the DIHR document 'Defining the Scope of Business Responsibility for Human Rights Abroad'.
Supply Chain	Yes. It underlines the relations with the suppliers, contractors and other associates (see Quick Check section C.1. Supply Chain Management)
Human Rights Impact Assessment	No. It does not provide guidance on conducting human rights impact assessments as such. However, in the description of the human rights issues, it repeatedly emphasizes the importance of human rights impact assessments, and the integration of stakeholders on the local level.
Specific Guidance on Individual(Company)Responsibility	Yes. The Quick Check helps companies understand human rights issues and detect potential human rights violations. It provides indicators for implementing and monitoring human rights compliance.

8. Concluding Evaluation
LARRGE Evaluation	The Quick Check is a useful and practical self-assessment tool, providing an overview of potential human rights risks in the business context. The proposed indicators give an idea of the measures to be taken to ensure human rights-compliant business conduct. It provides a good preliminary understanding, which can be deepened with the full version of the Human Rights Compliance Assessment tool.
User Evaluation	The Quick Check is an excellent low threshold entry point into the topic for any newcomer to the field. Using a question format and a "ticking off" methodology it is very user friendly, and helps spot "red areas" easily. The short explanations on the relevant human rights that are "hidden" in the questions are well written. Its limits, on the other hand, are equally obvious: Those who want to understand more of the conceptual frame of human rights in the business context and argue the human rights case will have to turn to other materials. (This user evaluation is written from the perspective of a legally trained human rights consultant)

Files
	quick_check_august_2006.pdf Evaluation_francaise_-_DIHR_Human_Rights_Compliance_Assessment_Quick_Check.pdf

Diversity in the Workplace

1. Key Data
Origin of the Initiative	Danish Institute for Human Rights, DK
Year of Development	2003
Accessibility	Free
Availability	Free
Language	Danish English
Contact	Signe Hinz Andersen, sha@humanrights.dk
Website	www.miapris.dk/ (Danish) www.miaaward.info (English)

2. Aim and Function of the Tool
Type	General guidance
Specific Focus	Diversity management
Aim	The overall message of the Diversity in the Workplace project is: "Stop discrimination and use human differences as a resource for business and society". As such, the Diversity in the Workplace project is not only about legislation and problems of discrimination. It also projects a positive vision of a society made strong and innovative through plurality and inclusiveness. Companies are important institutions for social development and change. The idea of the project is to target companies in order to raise awareness about discrimination and promote diversity, both in business andin other areas of society.
Function	On the basis of the two EU directives on equal treatment and with support from the EU, The Danish Institute for Human Rights in 2003 launched a comprehensive project on diversity and equal opportunities in the workplace. The project has published books and compliance tools, offered consultancy to companies, maintained a webpage and hosted the annual MIA Award throughout Denmark. (MIA is the Danish acronym for Diversity at the Workplace)
Monitoring	No, Diversity in the Workplace is an awareness-raising campaign.
Target Group	Companies, non-governmental organisation/civil society, trade unions, employees

3. Practicability and Flexibility
Business Sector	All sectors
Region	Denmark
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes. One of the main objectives of the Diversity in the Workplace project is to share experiences and expertise among companies and industry sectors. This is done through publications and the website.
Interactivity	Yes. This project has a number of modules that enable companies to interact with DIHR staff and other companies. Moreover, every year the project bestows the Diversity in the Workplace Award on three companies that have shown excellence in diversity management.
Human Rights Knowledge Required	No
Flexibility	Yes, the project applies to all industry sectors and company sizes and is adaptable to a company's specific circumstances.

4. Normative Framework
Human Rights	UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of Persons with Disabilities EU Racial Equality Directive 2000/43/EC International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights International Convention on the Protection of the Rights of All Workers UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights UN Global Compact Universal Declaration on Human Rights UN Convention on the Rights of Persons with Disabilities
Labour Rights	EU Employment Equality Directive 2000/78/EC ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on Migrant Workers (Supplementary Provisions) Convention (no. 143) ILO Convention on Migration for Employment (no.97) ILO Convention on the Elimination of All Forms of Discrimination Against Women ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Declaration on Fundamental Principles and Rights at Work ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Minimum Wage Fixing Convention (no. 131) ILO Convention on Collective Bargaining (no. 154) ILO Convention on Employment Policy (no. 122) ILO Convention on Freedom of Association and the Protection of the Right to Organise (no. 87) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on Workers' Representatives (no. 135)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Corporate- / organisational culture
Discrimination
Diversity / equal opportunities
Freedom of conscience and religion
Harassment
Health and wellbeing
Migrant workers
Minorities
Physical abuse / threats
Training, skills and talent
Women's rights

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes. Diversity in the Workplace provides a number of tools for companies wishing to measure their performance and implement best practices.

8. Concluding Evaluation
LARRGE Evaluation	The Diversity in the Workplace project helps companies manage diversity by sharing experiences and disseminating information. The tool is currently limited by its Danish-only application, but Danish Institute staff have begun to expand the project beyond Denmark.
User Evaluation

Files

Electronic Industry Citizenship Coalition (EICC)

EICC members believe that by working together, social, environmental, and economic outcomes can be improved for all stakeholders in global electronics supply chains. These improvement will produce:

For companies and suppliers: Increased efficiency and productivity, reduced risks, and improved business continuity.

For workers: Improved working conditions.

For communities: A cleaner environment and economic development.

Electronic Industry Code of Conduct (EICC)

1. Key Data
Origin of the Initiative	Electronic Industry Citizenship Coalition
Year of Development	2004, last revision 2009
Accessibility	Free
Availability	Free
Language	English, Chinese, Czech, French, Hungarian, Italian, Japanese, Korean, Malay, Polish, Portuguese, Russian, Spanish, Vietnamese
Contact	Wendy Dittmer, wdittmer@eicc.info
Website	http://www.eicc.info/Home.html

2. Aim and Function of the Tool
Type	General Guidance Self-Assessment Human Rights Risk Assessment Human Rights Reporting
Specific Focus	General
Aim	Through the application of a shared standard, the EICC Code of Conduct, and supporting tools, the EICC works to create better social, economic, and environmental outcomes for all involved in the electronics supply chain. These outcomes include: improved conditions for workers, increased efficiency and productivity for customers and suppliers, economic development, and a cleaner environment for communities. The EICC has developed a comprehensive assessment and monitoring system, as well as learning and capability building tools, to ensure the respect of human and labour rights as well as environmental requirements in the supply chain. To support implementation of the Code, the EICC has developed additional tools and mechanisms to support members and supply chain partners. These include initial company self-assessment tools, as well as the Validated Audit Process (VAP). The VAP provides a single process, supported by third-party certified auditors, to assess compliance to the Code. It also provides Corrective Action planning and guidance.
Function	The EICC Code provides guidance in five areas of CSR performance: Labour Health and safety Environment Management System Ethics The Code requires EICC members to establish a management system based on specific criteria that facilitates continuous improvement and provides for constant documentation and records. The EICC provides three primary resources for assessing the potential for and actual social and environmental risk in the supply chain. The Initial Risk Assessment Tool assists a company in understanding risk of Code non-conformance (in their own and their supplier's facilities), and includes questions about facility location, manufacturing processes, and the relationship between customer and supplier. The Self Assessment Questionnaire serves as a means to better understand the practices of suppliers and to identify potential risks. Suppliers are expected to up-date the online questionnaire in order to demonstrate continuous improvement. The questions relate to the EICC Code and are structured to assess both corporate-level and facility-level social and environmental responsibility. The Validated Audit Process provides an evaluation of a facility's labor, ethics, occupational health and safety, and environmental practices relative to the EICC Code of Conduct. The process also identifies corporate responsibility practices that may require improvement in order to meet those requirements. The audit is performed at the facility by specially trained, independent and qualified third-party auditors. The assessment processes are supported by the Electronic Tool for Accountable Supply Chains (E-TASC), a web-based information management system to help member companies to collect, manage, and analyse social and environmental responsibility data from their suppliers. The EICC also provides several e-Learning modules to assist member companies (and their suppliers) in building their understanding of corporate responsibility. Example content includes principles of corporate social responsibility (CSR), the business case for CSR, and EICC expectations around the Code of Conduct.
Monitoring	Yes. The EICC System requires regular reports and provides for independent audits by certified auditors.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	Secondary sector (industry, extractive)- Electronic sector
Region	All regions
Company Size	Small Medium Large
Case Studies/Good Practice	No
Interactivity	Some EICC tools are conceived as interactive web-based tools (self assessment, electronic tool for accountable supply chains).
Human Rights Knowledge Required	No
Flexibility	The Code is conceived as a given set of guidelines. The self assessment can be flexibly adapted to each company, supplier and facility.

4. Normative Framework
Human Rights	OECD Guidelines for Multinational Enterprises UN Global Compact Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Compensation
Corporate- / organisational culture
Corruption and bribery
Disciplinary measures
Discrimination
Due diligence
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Housing conditions
Local communities
Monitoring / auditing
Physical abuse / threats
Recruitment and employment practices
Remuneration
Safety
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Workers' representation
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes, supported by the EICC self assessment.

8. Concluding Evaluation

LARRGE Evaluation

EICC provides a very comprehensive and detailed system for supply chain control. It sets out clear standards and requirements and verifies compliance through strict audit and reporting strategies. The self-assessment questionnaire contains a broad range of targeted questions that support member companies and suppliers in understanding the meaning of the standards required by the EICC Code and helps them to assess their concrete obligations.

EICC has developed various additional tools to ensure consistent implementation of its Code. It offers a reliable whole-sector approach that contributes to ensuring human and labour rights as well as environmental standards in the electronic industry sector.

User Evaluation

Files
	EICC_Code_of_Conduct_English.pdf

European Commission

The European Commission's Directorate-General for Employment, Social Affairs and Equal Opportunities works towards the creation of more and better jobs, an inclusive society and equal opportunities for all.

EU employment and social policies bring practical benefits to citizens, for example, in finding a job, moving to another Member State for work or other reasons, upgrading skills, etc. In partnership with national authorities, social partners, civil society organisations and other stakeholders, the Directorate-General addresses challenges linked to globalisation, the ageing of Europe's population and changing social realities.

The Directorate-General for Enterprise and Industry works to ensure that EU policies contribute to the sustainable competitiveness of EU enterprises and facilitate job creation and sustainable economic growth. It has the task of ensuring that the internal market for goods runs smoothly and is a major contributor to the implementation of the Lisbon strategy for growth and jobs.

DG Enterprise and Industry pays particular attention to the needs of the manufacturing industry and to those of small and medium-sized enterprises. It manages programmes to encourage entrepreneurship and innovation, and ensures that EU legislation takes proper notice of businesses' concerns.Promoting the European growth and jobs strategy; strengthening the sustainable competitiveness of industry; increasing innovation - these are just some of the DG Enterprise and Industry's main objectives.

Diversity at work – A guide for SMEs

1. Key Data
Origin of the Initiative	European Commission, Directorate General for Employment, Social Affairs and Equal Opportunities (published as part of the European Commission's ' For Diversity Against Discrimination' campaign)
Year of Development	2009
Accessibility	Free
Availability	Free
Language	Belgian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Irish (Gaelic), Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovenian, Spanish, Swedish;
Contact	European Commission DG Employment, Social Affairs and Equal Opportunities B-1049 Brussels /BELGIUM Contact form on the website (see below)
Website	http://ec.europa.eu/social/main.jsp?catId=780 (PDF Document for Download)

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Diversity management, support for SMEs
Aim	The Diversity at work guide offers practical advice for SME employers on how diversity could benefit their business. The brochure suggests some simple tips for adopting a Diversity approach and offers advice on recruitment, employee management and marketing.
Function	The guide begins with information from previous EU research on what Diversity means to SMEs. Based on this, it provides 8 'Top Tips' for getting started, including how to recruit from a more diverse pool of talent, gaining new customers and accessing new markets. Suggestions on how to recruit, retain and make the most of a diverse workforce are also part of a further advice section. This expands on the advice given, and provides a check list and pointers for key areas including job descriptions, advertising vacancies, and selecting the right person for the job. The check list constitutes a basic template which can be used to review one's business in relation to specific Diversity issues, usually referred to as a Diversity Needs Analysis. This helps users to understand what is already being done, and what gaps need to be filled. Finally, a resources section provides links to useful publications and organisations that can offer help and support.
Monitoring	No
Target Group	Companies Additional (according to LARRGE evaluation): employers' organisations

3. Practicability and Flexibility
Business Sector	Primary, secondary and tertiary
Region	All regions
Company Size	Small and medium-sized enterprises
Case Studies/Good Practice	No
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	No references included
Labour Rights	No references included
National Laws	Only general hints to meet the legal requirements in respect of marketing (responsibility to customers) and recruitment (responsibility to employees)

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Customers / consumers
Discrimination
Diversity / equal opportunities
Recruitment and employment practices
Training, skills and talent
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

Diversity at work - A guide for SMEs is a simple beginner's aid for employers of small and medium sized enterprises who wish to learn the basics on making diversity work in such businesses.

The tips arewell-elaborated and are based on comprehensive EU research work on diversity in European SMEs, and as such reflects the day-to-day reality of SMEs. The guide suggests relatively simple actions as first steps, encouraging an incremental approach. However, the guide only touches on the subject and does not go into detail, in contrast to the Training Manual for Diversity Management or the Turning Diversity into Talent and Competitiveness for SMEs Package which contain the same top 8 tips for SMEs. Extensive guidance documents are likely to needlessly complicate matters for SME employers, the main target group for the Diversity at Work brochure. Only a small minority of SMEs will use CSR tools that are more sophisticated than a relatively simple introductory guide.

Added value is its availability in 23 European Union languages.

Use the tool for gaining an understanding of the meaning of diversity for SMEs, the business benefits it may deliver, and how to approach the issue given limited resources and time constraints.

User Evaluation

Files
	Diversity_at_work_A_guide_for_SMEs.pdf Evaluation_francaise_-_EU_Com_Diversity_at_work_-_a_guide_for_SME.pdf

Opportunity and Responsibility – How to help more small businesses to integrate social and environmental issues into what they do

1. Key Data
Origin of the Initiative	European Commission, Directorate General for Enterprise and Industry (report produced by: European Expert Group on Corporate Social Responsibility and Small and Medium-sized Enterprises)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English (3 page summary of key messages also in: Belgian, Czech, German, Greek, Spanish, English, French, Italian, Latvian, Lithuanian, Hungarian, Maltese, Dutch, Polish, Portuguese, Slovenian, Finnish, Swedish, Estonian)
Contact	Experts of the Enterprise and Industry DG: entr-sustainable-industrial-policy@ec.europa.eu Corporate Social Responsibility: entr-csr@ec.europa.eu
Website	http://ec.europa.eu/enterprise/policies/sustainable-business/files/csr/documents/ree_report_en.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Support for SMEs
Aim	The aim of the report is to increase the quality and quantity of initiatives taken to support the uptake of CSR amongst SMEs. It captures the latest thinking on the issue in Europe and should provide ideas and inspiration for new and better initiatives. It is a contribution to the debate on CSR in Europe, and it should help advance understanding and recognition of the particular role of SMEs in the development of CSR.
Function	The Opportunity and Responsibility report is the work of the European Expert Group on CSR and SMEs, established by the European Commission in September 2005. The group comprised experts appointed by EU Member States, from a variety of backgrounds (SME and employers' organisations, non-governmental organisations, CSR networks, academics and civil servants). It was assisted by a number of observers and others with expertise in particular areas (a full list of involved persons can be found at the end of the report). The report builds on a number of previous European initiatives on the topic, which are documented on the website of the Enterprise and Industry DG. The report starts with a summary of 16 key findings of the Expert Group, e.g. that CSR is not a new concept for SMEs, that language and terminology must be appropriate, and that there is a lack of academic research on CSR and SMEs. 6 chapters then address the following questions: Awareness-raising and communicating with SMEs about CSR: what techniques work best when communicating with SMEs about CSR, and what should be avoided? Capacity-building for SME intermediaries and business support organisations: what competences do business support organisations need to advise SMEs on CSR, and how can they be acquired? CSR tools for SMEs: what kinds of toolkits, guides, certification systems, and reporting/communication techniques are most appropriate for SMEs? CSR in the supply chain: what is the influence of the CSR requirements that larger companies impose on suppliers, and how should the ideal buyer behave? The business case of CSR for SMEs: what advantages can CSR bring for SMEs, and how important are such advantages as a motivation for SMES to engage in CSR? CSR, SMEs and regional competitiveness: can CSR be part of a regional development strategy and contribute to socio-economic development at a regional level? Each section begins with a summary of the questions at stake, followed by concrete recommendations. Additional information and links are subsequently provided.
Monitoring	No
Target Group	Business support organisations, trade unions, networks, non-governmental organisations/civil society, policy makers, intermediaries Additional (according to LARRGE evaluation): Companies, consultants, employers' organisations, trainers, governmental and public organisations, CSR experts

3. Practicability and Flexibility
Business Sector	Primary, secondary and tertiary
Region	All regions
Company Size	Small and medium-sized enterprises
Case Studies/Good Practice	Yes. The European Expert Group on CSR and SMEs has also produced a series of one-page good practice descriptions, explaining how some organisations have successfully helped small businesses to engage in responsible entrepreneurship. However, these are not included in the report itself but provided separately on the DG Enterprise and Industry website.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	None. Opportunity and Responsibility emphasises that it is not realistic to expect a significant number of SMEs to read and study major international instruments and reference texts on CSR, such as the UN Declaration of Human Rights or the UN Global Compact. CSR tools produced specifically for SMEs can help bridge this gap by incorporating relevant aspects of such instruments, even if they are not mentioned by name. Care must in any case be taken not to undermine the basic standards established in international law.
Labour Rights	None. Opportunity and Responsibility emphasises that it is not realistic to expect a significant number of SMEs to read and study major international instruments and reference texts on CSR, such as the ILO declarations and conventions. CSR tools produced specifically for SMEs can help bridge this gap by incorporating relevant aspects of such instruments, even if they are not mentioned by name. Care must in any case be taken not to undermine the basic standards established in international law.
National Laws	The report explains that CSR is culturally specific and varies according to political traditions, the nature of social dialogue, and the degree to which certain social (and environmental) issues are regulated by law. It is useful to have a common understanding at EU level of the definition and importance of CSR, but ultimately the practice of CSR has to be adapted to the particular circumstances of different nations and regions.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Customers / consumers
Diversity / equal opportunities
Environment
Health and wellbeing
Local communities
Natural resources
Recruitment and employment practices
Safety
Social investment
Stakeholder engagement
Supply chain management
Training, skills and talent
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes. Chapter 4 of the report is dedicated to this particular issue. It addresses the promotion of CSR through the supply-chain by asking which influence the CSR requirements made by larger companies on their suppliers have and how the ideal buyer should behave.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

Raising awareness of CSR for small and medium-sized enterprises is a challenge, mostly because their owners are very busy and focused on ensuring the short-term survival of the company. Also, many SMEs may not consider social (and environmental) issues as immediately relevant to their business. Only a small minority will seek to use CSR tools - even fewer the more sophisticated the tool becomes.

Against this background, a multi-stakeholder group of experts has developed the Opportunity and Responsibility report with the aim of supporting SMEs in their approaches to CSR. It does not say anything about human rights or decent work, since it tackles the topic from a purely technical perspective, addressing the most promising methods for CSR awareness-raising, consulting, and reporting, etc. in respect of SMEs. Regarding the content of SMEs' CSR strategies, the report states that aspects of CSR most relevant to the areas of business in which the SME operates should be identified; otherwise it may appear overwhelming or excessively complicated.

Use the report as a valuable reference book when advising or otherwise working closely with SMEs, in particular when helping them to improve their social, environmental and financial performance. Draw on its findings in order to elaborate good CSR initiatives/policies tailored to the needs of this "hard-to-reach" group. Though it is not primarily addressed to companies, it may help smaller businesses gain a deeper understanding of the business case for CSR, including what is expected from them and how far they can benefit from engagement with the concept. The Toolkit CSR for SMEs (DG Enterprise) is also highly recommended in this respect

User Evaluation

Files
	ree_report_en.pdf Evaluation_francaise_-_Opportunity_and_Responsibility.pdf

The Business Case for Diversity – Good Practices in the Workplace

1. Key Data
Origin of the Initiative	European Commission, Directorate General for Employment, Social Affairs and Equal Opportunities (report produced by: Focus Constancy Ltd., The Conference Board Europe)
Year of Development	2005
Accessibility	Free
Availability	Free
Language	English, French, German
Contact	European Commission DG Employment, Social Affairs and Equal Opportunities B-1049 Brussels /BELGIUM Contact form on the website (see below)
Website	http://ec.europa.eu/social/main.jsp?catId=780 (PDF Document for Download)

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Diversity management
Aim	The Business Case for Diversity is a best practice guide that provides a selection of successful and innovative examples of good practice in diversity management, implemented by employers and businesses across the European Union.
Function	The Business Case for Diversity builds on a study launched by the European Commission on good practice in the implementation of diversity and anti-discrimination measuresin the workplace. It provides a framework, supported by case studies, illustrating the business case for diversity across the EU. It can serve to promote the development of diversity policies in companies, indicating the perceived business benefits, specific challenges and the means for overcoming such challenges. On the basis of two surveys, conducted in 2005 among companies of various sizes and from different industrial sectors operating in the enlarged European Union (then 25 Member States), diversity-awareness and business practices were investigated and examples of good practice were identified in the areas of race and ethnicity, age, sexual orientation, disability and religion or belief., These examples were selected as case studies for the compendium so that other businesses could learn from the experiences and insights when implementing their own diversity policies. The Business Case for Diversity consists of four main parts: Outline of the approach, methodology and selection criteria; Thematic analysis of the consultation and good practice research findings of the European Business Test Panel (EBTP); Conclusions and next steps; Presentation of case studies of good practice in workplace diversity and anti-discrimination.
Monitoring	No. However, monitoring is stressed as an essential criterion for the effective implementation of workplace diversity. Among good practice companies, many undertake a range of goal-setting and monitoring activities as well as internal and external benchmarking to support their diversity approaches.
Target Group	Companies Additional (according to LARRGE evaluation): civil society, consultants, employers' organisations

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Medium and large businesses
Case Studies/Good Practice	Yes. The Business Case for Diversity provides a broad spread of good practice/case studies across approximately 10 European Union Member States. It provides some level of geographic balance, as well as a balance between companies from various sectors and of different sizes.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	EU Racial Equality Directive 2000/43/EC
Labour Rights	EU Employment Equality Directive 2000/78/EC
National Laws	The Business Case explains that a broad regulatory framework exists to promote equality and anti-discrimination in the workplace, including national legislation but also sector-specific regulations (e.g. industry standards and awards).

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Customers / consumers
Discrimination
Diversity / equal opportunities
Migrant workers
Minorities
Recruitment and employment practices
Training, skills and talent
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

One of the biggest challenges in addressing workplace diversity and anti-discrimination is the lack of information and awareness of the issues and practices. The Business Case for Diversity takes up this issue, and provides a useful and thorough thematic overview of the current corporate diversity situation in Europe. It considers the drivers for diversity policy and practice, implementation, and the perceived benefits, challenges and impacts of diversity measures.

The collection of best practice examples provides added value. The compendium highlights the activities of companies that seek to embrace their social responsibility in terms of workplace diversity and anti-discrimination.

Use the tool in order to gain an overview of corporate diversity and equality strategies pursued in the European Union, and to understand the business benefits these approaches deliver - illustrated by the considerable number of good practice examples.

User Evaluation

Files
	busicase_en.pdf

Toolkit – Corporate Social Responsibility for SMEs

1. Key Data
Origin of the Initiative	European Commission, Directorate General for Enterprise and Industry
Year of Development	2005
Accessibility	Free
Availability	Free
Language	Belgian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Italian, Latvian, Lithuanian, Norwegian, Polish, Portuguese, Romanian, Slovak, Slovenian, Spanish, Swedish, Turkish
Contact	Experts of the Enterprise and Industry DG: entr-sustainable-industrial-policy@ec.europa.eu Corporate Social Responsibility: entr-csr@ec.europa.eu
Website	http://ec.europa.eu/enterprise/policies/sustainable-business/documents/corporate-social-responsibility/toolkit/index_en.htm

2. Aim and Function of the Tool
Type	General Guidance, Self-Assessment
Specific Focus	Support for SMEs
Aim	The Toolkit presented at the Corporate Social Responsibility for SMEs Documentation Centre features a simplified information-package smaller businesses may need in order to take the first steps towards becoming responsible entrepreneurs. It consists of 4 parts, including an introductory document, a compendium of case studies, a questionnaire for raising awareness of CSR and a manual on how to communicate about the issue.
Function	The Toolkit for SMEs comprises the following documents: The "Introduction to Corporate Social Responsibility for Small & Medium-Sized Enterprises" briefly introduces some of the simple steps that SMEs can take to integrate CSR into their daily business practices. It highlights ways in which CSR can make their business more successful. The document addresses why one should be a responsible entrepreneur, and what this means in practice, and gives a few useful sources of further information. "Case studies": This collection of 10 real-life examples, taken from small and medium-sized enterprises across Europe, shows how these companies have become more successful due to their commitment to CSR. (See below for more details.) The "awareness-raising questionnaire" was designed to help SMEs think about their efforts towards CSR and identify steps that might be useful for improving business practice in a profitable and sensible manner. It can be completed within 10 minutes and is for personal use only (not be submitted to DG Enterprise). The "Guide to communicating about Corporate Social Responsibility" explains that communication on CSR-related matters does not need to be complicated, demonstrates that SMEs can get maximum benefit from the steps they take, and provides information on how these steps might be taken. The guide includes information on communication techniques that may be employed in order to inform company staff, communities and the media about the measures being taken.
Monitoring	No
Target Group	Companies According to LARRGE evaluation also: Non-governmental organisations/civil society, employers' organisations, employees, intermediaries, business support organisations

3. Practicability and Flexibility
Business Sector	Primary (agriculture, fisheries), secondary (industry, extractive) and tertiary (services)
Region	All regions
Company Size	Small and medium-sized enterprises
Case Studies/Good Practice	Yes. There is a compendium of 10 company case studies taken from European SMEs (Hungary, Slovenia, Poland, Germany, Belgium, UK, Romania, Spain, Turkey and Finland) doing business in a variety of sectors such as agriculture, manufacturing (IT engineering, furniture, plastics and metal working, industrial lubricants), services (including financial) and research. Moreover, the cases address different CSR issues, e.g. community impact, employees, training, environment, business relationships, or sponsorship. The Compendium sketches the CSR actions taken, who was involved, why the company engaged in CSR, what benefits could be gained and how this was reported.
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	Yes. Users might use the Toolkit in its entirety, or just draw on the part(s) that are of relevance.

4. Normative Framework
Human Rights	No reference included
Labour Rights	No reference included
National Laws	No reference included

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Customers / consumers
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Environment
Health and wellbeing
Home Workers
Local communities
Recruitment and employment practices
Remuneration
Safety
Social investment
Stakeholder engagement
Training, skills and talent
Transparency / disclosure
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No. The Toolkit only refers to suppliers in the context of good communication processes (ensure effective feedback, consultation and/or dialogue).
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

It is challenging to raise awareness on CSR - or responsible entrepreneurship as it is called here - among small and medium-sized enterprises since they have limited resources (time, manpower, expertise and finances), and might not see the positive effects it can have on their business. Therefore, only a small minority will be interested in using CSR tools, particularly if these tools are very sophisticated. As such, the DG for Enterprise and Industry has developed the Toolkit for SMEs as part of a pan-European awareness-raising campaign on CSR.

The Toolkit is a beginner's pack of information for smaller companies that might never have heard about the concept before, and do not need to be overwhelmed with complex facts and circumstances. This is the reason for the lack of references to international human or labour rights documents. Quite a number of human rights issues are covered implicitly, however, encouraging SME owners to reconsider their workplace, marketplace and community policies.

Beginning with the Introduction to CSR for SMEs, the Toolkit describes how CSR can help SMEs secure the long-term competitiveness and continuity of their business. Read case studies of SMEs which have successfully integrated CSR into their daily operations, and learn about the many ways in which others can engage in, and benefit from, responsible business conduct. Use the questionnaire to find out how to improve your business in a profitable and sensible manner, and how to take further action for the strengthening of your business, its reputation and performance. Use the guide to learn about some of the simplest, most common and most effective means for communicating about CSR activities.

User Evaluation

Files
	guide_en.pdf introduction_en.pdf questionaire_en.pdf cases_en.pdf Evaluation_francaise_-_Toolkit_Corporate_Social_Responsibility_for_SMEs.pdf

Training Manual for Diversity Management

1. Key Data
Origin of the Initiative	European Commission, Directorate General for Employment, Social Affairs and Equal Opportunities (report produced by: International Society for Diversity Management (IDM), Human European Consultancy, Migration Policy Group)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	Belgian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Italian, Latvian, Lithuanian, Polish, Portuguese, Romanian, Slovak, Slovenian, Spanish, Swedish, Turkish;
Contact	European Commission DG Employment, Social Affairs and Equal Opportunities B-1049 Brussels /BELGIUM Contact form on the website (see below)
Website	http://ec.europa.eu/social/main.jsp?catId=780 (PDF Document for Download)

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Training
Specific Focus	Diversity management
Aim	The manual is designed to accompany and support the implementation of diversity management measures and policies within companies. It provides a solid overview of the issue, offers a variety of diversity management applications along with good practice examples, and suggests further sources of information.
Function	The Training Manual for Diversity Management is structured into three main parts: The first section provides an introduction to diversity management as a discipline, which is still in its infancy in Europe. This includes an overview and a definition of the subject, and a description of the benefits resulting from the implementation of diversity management in companies. Section 2 focuses on practical applications of diversity management. It shows how businesses can initiate change processes for optimum diversity management, introduces a self assessment tool (the Diversity Audit) and provides the example of a Charter of Diversity (showing how companies can address the topic). Real life case studies illustrate those steps undertaken by several European companies in the right direction. The manual also suggests ways of conducting company internal workshops for different target groups on the topic of diversity management. The last section gives additional information in the form of a suggested reading list and web-links dealing with diversity management in Europe.
Monitoring	No
Target Group	Companies, consultants, employers' organisations, trainers Additional (according to LARRGE evaluation): Non-governmental organisations/civil society, employees, trade unions

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions (specifically targeted at European Union Member States and Turkey)
Company Size	Companies of all sizes (small, medium and large)
Case Studies/Good Practice	Yes The term "Best Practices" is intentionally not used in the manual since it emphasises that every effort towards fostering diversity, and creating active diversity management, is welcome. Learning from each other, sharing experiences and discussing opportunities and dangers seem better means with which to implement a company's own diversity management strategy. The four examples of good practice that are given in the manual were taken from "The Business Case for Diversity - Good Practices in the Workplace" (EC, 2005).
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	EU Council Racial Equality Directive 2000/43/EC
Labour Rights	EU Council Employment Equality Directive 2000/78/EC
National Laws	National (anti-discrimination) law

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Corporate- / organisational culture
Customers / consumers
Discrimination
Diversity / equal opportunities
Harassment
Home workers
Migrant workers
Minorities
Monitoring / auditing
Recruitment and employment practices
Stakeholder engagement
Training, skills and talent
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation
LARRGE Evaluation	The Training Manual for Diversity Management is an adequate beginner's guide for users in search of clear and understandable information on the issue, as well as basic instructions for putting diversity into business practice. Use the tool to gain an overview of the key points and principles of some practical managerial tools such as a corporate change process, an eight step approach tailored to the needs of SMEs, a procedure for facilitating the use of diversity as a resource, diversity auditing or the signing of a diversity charter. It also contains some good practice examples, and examples of how to design company internal workshops on diversity management. The additional reading list is most helpful in the likely case one has lost track of available information on this fast-growing subject. On the whole, the manual serves to address the increasing complexity in companies' environments regarding the diversity of stakeholders, customers, suppliers, colleagues, and shareholders and the changing political and economic context. Moreover, it outlines some steps towards actively managing this.
User Evaluation

Files
	traisem_en.pdf Evaluation_francaise_-_Training_Manual_for_Diversity_Management.pdf

Turning Diversity into Talent and Competitiveness for SMEs – Package

1. Key Data
Origin of the Initiative	European Commission, Directorate General for Employment, Social Affairs and Equal Opportunities (report produced by: Focus Consultancy, EIM Business & Policy Research)
Year of Development	2008
Accessibility	Free
Availability	Free
Language	English, French, German
Contact	European Commission DG Employment, Social Affairs and Equal Opportunities B-1049 Brussels /BELGIUM Contact form on the website (see below)
Website	http://ec.europa.eu/social/main.jsp?catId=423&langId=en&eventsId=125&furtherEvents=yes (PDF Document for Download) http://ec.europa.eu/social/BlobServlet?docId=3177&langId=en (Teaching Materials for Download, in English only)

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Training
Specific Focus	Diversity management, support for SMEs
Aim	Turning "Diversity" into Talent and Competitiveness for SMEs is a support package that aims to: explain and illustrate what Diversity actually means beyond the language used by public sector and Government organisations, deliver clear information to managers and employees of SMEs so that they can understand Diversity as a set of logical business procedures and apply them, and rectify any misconceptions and misunderstandings regarding Diversity and enable SMEs to make the best use of approaches related to Diversity without legal or regulation concerns.
Function	The package was designed to help owner-managers and those supporting SMEs (so-called Intermediaries) to cope with some simple approaches for implementing and refining a solid business approach to recruitment, business management and marketing in view of Diversity. Based on research from across the EU, including the views of owner managers and business support organisation, it is meant to be used as a set of general help guidelines on Diversity, specifically for smaller and medium sized enterprises, with stand alone sections or as a comprehensive package (depending on the users needs), and to compliment any local information or direct personal support available. The package is a skeleton framework that can, and should, be adapted to local needs and resources. It is not possible to cover all circumstances and all examples across all EU member states for all SMEs in all sectors. Depending on the circumstances of the individual, time and existing knowledge, users can access just a specific section (or part of it), or draw from a range of sections including the presentation of empirical evidence, guided approaches, adaptable templates and an outline of teaching materials, together with supporting references and FAQs. The training and teaching materials described in the package are provided in a separate document, called The Business Case for Diversity (BC4D) Teaching Material Package. It contains a brief set of exercises and presentations/material that people can use when they want to introduce the issue of Diversity as part of a training and/or development process.
Monitoring	No
Target Group	Companies, consultants, trainers, employees, governmental and public organisations, intermediaries

3. Practicability and Flexibility
Business Sector	Secondary (Extractive, Industry) Tertiary (Services)
Region	All regions
Company Size	Small and medium-sized enterprises
Case Studies/Good Practice	Yes. Section 5 of the package provides some simple tips for what SME owner managers can do when approaching Diversity issues. These are complemented by a series of real-life case studies that explain their application in relation to each tip, plus references to additional material if required.
Interactivity	No. The package is just a general guidance tool. However, it may act as a spring board for accessing personalised direct support or advice - a list of respective links and websites is provided.
Human Rights Knowledge Required	No
Flexibility	Yes. The package provides a framework with some examples that can be supplemented with, or adapted to, national/local material where necessary. Most of the material can be directly applied to local circumstances, without the need for supplementary information. The various sections of the package are set out so that they can be used as stand alone information, or with other sections for a more comprehensive set of support material.

4. Normative Framework
Human Rights	None. One of the package's main aims is to allow small and medium sized enterprises to make the best use of Diversity approaches without legal or regulation concerns.
Labour Rights	None. One of the package's main aims is to allow small and medium sized enterprises to make the best use of Diversity approaches without legal or regulation concerns
National Laws	The package addresses the issue of national law by pointing out the difficulties that SMEs face when attempting to navigate information about employee rights and equality legislation. They are advised to seek help if they are uncertain about what is legally permissible e.g. concerning job descriptions.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Customers / consumers
Discrimination
Diversity / equal opportunities
Harassment
Local communities
Minorities
Monitoring / auditing
Recruitment and employment practices
Social investment
Stakeholder engagement

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Turning "Diversity" into Talent and Competitiveness for SMEs - Package is an adequate beginner's guide for users looking for clear, straightforward information on the issue of diversity, as well as basic instructions for approaching the topic in smaller and medium sized enterprises.

The training and teaching materials are, in particular, helpful for users who do not know how to approach their workforce and explain why Diversity is beneficial and not an attempted intrusion into business. Also for those who simply lack time to consider issues which they do not think are priorities. Unfortunately (and incomprehensibly) these simple and very useful materials are not included in the package, but are provided as a further resource which can be found elsewhere on the internet. However, they are only available in English.

Use the Package to learn about the benefits a diverse workforce and customer base can bring, and to discover how such diversity may be effectively managed and implemented. Use the teaching materials in order to introduce the subject in a structured and organised way, or to define terms in their wider context.

User Evaluation

Files
	Turning_Diversity_into_Talent_and_Competitiveness_for_SMEs_tools_package.pdf Evaluation_francaise_-_Turning_Diversity_into_Talent_and_Competitiveness_for_SMEs.pdf

Fair Labour Association (FLA)

Incorporated in 1999, the Fair Labor Association (FLA) is a collaborative effort of socially responsible companies, colleges and universities, and civil society organizations to improve working conditions in factories around the world. The FLA has developed a Workplace Code of Conduct, based on ILO standards, and created a practical monitoring, remediation and verification process to achieve those standards.

The FLA is a brand accountability system that places the onus on companies to voluntarily achieve the FLA's labor standards in the factories manufacturing their products. Universities affiliated with the FLA ensure that the licensees supplying their licensed products manufacture or source those products from factories in which workers' rights are protected.

FLA 3.0

1. Key Data
Origin of the Initiative	Fair Labour Association (FLA)
Year of Development	Last revision 2008
Accessibility	Registration
Availability	Contact FLA
Language	English
Contact	info@fairlabor.org; ikaempfer@fairlabor.org
Website	http://www.fairlabor.org/

2. Aim and Function of the Tool
Type	Self-Assessment Human Rights Training Human Rights Reporting
Specific Focus	Decent work, supply chain
Aim	FLA 3.0, the FLA's sustainable compliance methodology, is a combination of online and offline tools designed to help factories assess their own level of labour compliance, and build capacity for filling compliance gaps by addressing root causes of labour violations.
Function	Factories work in collaboration with affiliated companies and the FLA to take increasing responsibility for the progress and sustainability of their labour compliance programs. Taking a partnership approach, the 3.0 assessment reveals substantive information about the factory's strengths and weaknesses and provides a roadmap for improvement. The results from the 3.0 assessment are used to develop a capacity-building program; evaluation of compliance is conducted upon successful implementation of the capacity-building efforts and not at the beginning of the process when progress is yet to be made. The tool focuses on the identification and remediation of root causes of persistent and serious non-compliance issues, so that a more systematic approach can be applied at the supplier level. The FLA 3.0 approach addresses problems one at a time, according to priority issues. The factory management completes a web-based self-assessment exercise to determine their views on factory compliance regarding a priority issue.. In parallel, a representative sample of the factory's workforce is surveyed on the same questions. The impact of capacity-building efforts is assessed through an independent external assessment which evaluates the current situation against the one determined in the baseline assessment. In this way, improvement over time is measured. The final step for the FLA in the FLA 3.0 process is the public reporting of these results on an aggregate level.
Monitoring	Yes
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large companies
Case Studies/Good Practice	No. Case studies are not included in the Code or the Benchmark document but can be found on the FLA website.
Interactivity	Yes, FLA 3.0 establishes an interactive process between FLA and companies.
Human Rights Knowledge Required	No
Flexibility	Yes, the purpose of the process is to develop company-specific solutions.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work Other relevant ILO conventions.
National Laws	Yes, the purpose of the process is to develop company-specific solutions.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arrest and detention
Capacity / capability-building
Child labour
Collective bargaining
Discrimination
Dispute resolution / grievance mechanism
Disciplinary measures
Diversity / equal opportunities
Due diligence
Forced and bonded labour
Freedom of assembly and association
Freedom of movement (e.g. passport withholding)
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Housing conditions
Minorities
Physical abuse / threats
Recruitment and employment practices
Safety
Stakeholder engagement
Supply chain management
Training, skills and talent
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes, FLA requires its members to ensure and enforce respect for the Code of Conduct in its supply chain.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes, FLA 3.0 develops individual company solutions.

8. Concluding Evaluation

LARRGE Evaluation

FLA 3.0 engages companies and their suppliers in a very comprehensive process. It works with various tools (such as self-assessments, matrices, etc.) and relies on broad stakeholder involvement throughout the process. It explicitly takes account of the realities in most factories and of the negative policing effect of audits. Therefore, it promotes an approach that addresses the root causes of non-compliance and encourages strong ownership of the company.

Use the tool to ensure substantive improvement of working conditions in your company and in the supply chain. FLA 3.0 is conceived as a long-term process that brings about measureable results and sustainable solutions.

User Evaluation

Files
	Evaluation_francaise_-_FLA_3.0.pdf

FLA Code of Conduct and Compliance Benchmarks

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Fair Labour Association (FLA), the Apparel Industry Partnership
Year of Development	1997
Accessibility	Free
Availability	Free
Language	Code of Conduct: English, Arabic, Bahasa Indonesia, Bengali, Brazilian Portuguese, French, German, Greek, Hindi, Italian, Japanese, Khmer, Korean, Bahasa Malaysia, Mandarin, Portuguese, Simplified Chinese, Singhalese, Spanish, Tamil, Tagalog, Thai, Turkish, Vietnamese Compliance Benchmarks: English
Contact	info@fairlabor.org
Website	http://www.fairlabor.org/about_us_code_conduct_e1.html

2. Aim and Function of the Tool
Type	Benchmarking, Human Rights Reporting
Specific Focus	Decent work, supply chain
Aim	The FLA Workplace Code of Conduct is based on International Labour Organization (ILO) standards. It aims at ensuring the protection of workers' rights and improving working conditions worldwide by promoting adherence to international labour standards.
Function	The Code delineates the specific code elements that FLA-affiliated companies are required to implement in factories that supply their products. It is supplemented by FLA Compliance Benchmarks, which identify specific benchmarks for each Code element.
Monitoring	Yes. The FLA requires member companies to establish company internal monitoring systems. In addition any stakeholder can anonymously report violations of the Code to FLA. Accredited independent monitors conduct unannounced inspections and work with the companies and workers to develop sustainable solutions to comply with the Code. The process is accompanied by follow-up visits. FLA publishes reports on each of the monitoring visits.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors, focus on manufacturing
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	No. Case studies are not included in the Code or the Benchmark document but can be found on the FLA website.
Interactivity	Yes, the FLA conducts monitoring and supports companies in their compliance with the Code.
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	Universal Declaration of Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work Other relevant ILO conventions
National Laws	Compliance with national laws and regulations in the country of operation

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arrest and detention
Capacity / capability-building
Child labour
Collective bargaining
Discrimination
Dispute resolution / grievance mechanism
Disciplinary measures
Diversity / equal opportunities
Due diligence
Forced and bonded labour
Freedom of assembly and association
Freedom of movement (e.g. passport withholding)
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Housing conditions
Minorities
Physical abuse / threats
Recruitment and employment practices
Safety
Stakeholder engagement
Supply chain management
Training, skills and talent
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes, the FLA requires its members to ensure and enforce respect for the Code of Conduct in their supply chain.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes, in the monitoring and counselling process.

8. Concluding Evaluation

LARRGE Evaluation

The FLA Code of Conduct and the FLA Compliance Benchmarks provide a detailed framework for the respect of workers' rights. The benchmarks specify the company's obligations under the respective issues mentioned in the Code. The FLA's continuous monitoring and training approach promotes long-term and sustainable improvement, and a learning process.

Use the Code implementation and monitoring process to ensure respect for decent work in your company and also, and especially, in your supply chain.

User Evaluation

Files
	FLA_workplace_code_of_conduct.pdf Evaluation_francaise_-_FLA_Code_of_Conduct_and_Compliance_Benchmarks.pdf

FLA Toolbox: Conflict Settlement and Grievance Procedure

1. Key Data
Origin of the Initiative	Fair Labour Association (FLA)
Year of Development	2008
Accessibility	Restricted to membership, registration needed
Availability	contact FLA
Language	English
Contact	info@fairlabor.org; trainingportal@fairlabor.org; assessmentportal@fairlabor.org
Website	http://ap.fairlabor.org/en

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Training
Specific Focus	Grievance Mechanism
Aim	The tool measures factory performance in allowing and managing grievances and complaints. It assesses factors such as policy, procedure, training, implementation, communication, documentation, workers' integration and awareness.
Function	The toolkit proposes a three step grievance management system: Step 1: Know the situation at your workplace through: Management self- assessment tool Workers survey Step 2: Capacity Building, via: Face to face course E-course Step 3: Evaluate changes you put in place through: Progress charts Management self-assessment Workers survey tool The management self-assessment on grievance procedures is a quantitative tool with a range of multiple choice questions. The data generated display a factory's compliance score at a glance. The workers' survey follows a standardised and quantitative survey design. Interviews are anonymous. The results can be directly compared to the results from the management self-assessment. A factory's progress in capacity building is indicated by the progress charts. Self-assessments and a workers' survey are repeated after approx. 12 months. Trainings are offered and can be accessed through the FLA Training Portal or through a live training session. Through exercises, case studies, and an analysis of real grievance procedures and different theoretical explanations, participants will gain a better understanding of different concepts and principles. The course is divided into three sections: General aspects of conflict management Mediation, dialogue and consensus building Design of a formal grievance process
Monitoring	Yes, the process is supported by FLA experts, company progress is regularly assessed.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes, in a training session or through the FLA Training Portal
Interactivity	The possibility for interaction is provided through the training and assessment portal and through live training sessions.
Human Rights Knowledge Required	No
Flexibility	No. Currently fixed tool with a range of multiply choice questions (FLA will upgrade online usage beginning 2011 which will allow to customize and filter the tools to suit the users needs)

4. Normative Framework
Human Rights	Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work, Other relevant ILO conventions
National Laws	Compliance with national laws and regulations in the country of operation

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Conflict
Corporate- / organisational culture
Dispute resolution
Grievance mechanism
Stakeholder engagement
Training, skills and talent

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The FLA toolbox on conflict settlement and grievance procedures provides a very specific tool for establishing a culture of conflict resolution and management within a company. It is based on the broad stakeholder involvement of workers and management, and is therefore a valuable tool for sustainable conflict management.

Use the toolbox to identify your company's status and performance, and for improving through continuous learning and training.

User Evaluation

Files
	FLA_toolbox_GRIEVANCE.pdf Evaluation_francaise_-_FLA_Toolbox_Conflict_Settlement_and_Grievance_Procedure.pdf

FLA Toolbox: Fair Hiring Processes

1. Key Data
Origin of the Initiative	Fair Labour Association (FLA)
Year of Development	2008
Accessibility	Restricted to membership, registration needed
Availability	Self- Assessment free for members / on purchase for others, Workers survey and Training on purchase
Language	English
Contact	info@fairlabor.org; trainingportal@fairlabor.org; assessmentportal@fairlabor.org
Website	http://ap.fairlabor.org/en

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Training
Specific Focus	Fair hiring process
Aim	The toolbox measures factories' performance in fair hiring processes, and highlights possible risks of unequal or discriminative practices. The FLA tool understands that hiring is not just about recruitment, but concerns the whole process from deciding that a job has to be created, or a vacancy has to be filled, to assessing the performance of new workers. It assesses policy, procedure, training, implementation, communication, documentation, workers' integration and awareness.
Function	It proposes a three step management system to establish a fair hiring procedure: Step 1: Know the situation at your workplace through: Management self- assessment tool Workers survey Step 2: Capacity Building, via: Face to face course E-course Step 3: Evaluate changes you put in place through: Progress charts Management self-assessment Workers survey tool The management self-assessment on hiring processes is a quantitative tool with a range of multiple choice questions. The data generated display a factory's compliance score at a glance. The workers' survey follows a standardised and quantitative survey design. Interviews are anonymous. The results can be directly compared to the results from the management self-assessment. A factory's progress in capacity building is indicated by the progress charts. Self-assessments and workers' surveys are repeated after approx. 12 months. Trainings are offered and can be accessed through the FLA Training Portal or through a live training session. The training course is organized into two sections. The first part focuses on general aspects of managing the hiring process, illustrating different steps in the procedure and principles to follow. The second part addresses the important issues that every company encounters in hiring, and offers practical hands-on training on: job descriptions, selection tools, designing application forms, recruitment resources and receiving new employees.
Monitoring	Yes, the process is accompanied by FLA experts, company progress is regularly assessed through progress tracking charts.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes, in a training session or through the FLA Training Portal
Interactivity	The possibility for interaction is provided through the training and assessment portal, and through live training sessions.
Human Rights Knowledge Required	No
Flexibility	No. Currently fixed tool with a range of multiply choice questions (FLA will upgrade online usage beginning 2011 which will allow to customize and filter the tools to suit the users needs).

4. Normative Framework
Human Rights	Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work, Other relevant ILO conventions
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Discrimination
Diversity / equal opportunities
Employment practices
Indirect recruitment and employment
Stakeholder engagement
Training, skills and talent

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The FLA toolbox on fair hiring processes is a very specific tool for putting in place objective and non-discriminatory hiring processes. It is based on the broad stakeholder involvement of workers and management, and is therefore a valuable tool for ensuring a fair process.

Use the toolbox to identify your company's status and performance, and for improving through continuous learning and training.

User Evaluation

Files
	FLA_toolbox_HIRING.pdf Evaluation_francaise_-_FLA_Toolbox_Fair_Hiring_Processes_01.pdf

FLA Toolbox: Hours of Work

1. Key Data
Origin of the Initiative	Fair Labour Association (FLA)
Year of Development	2008
Accessibility	Restricted to membership, registration needed
Availability	Self- Assessment free for members / on purchase for others, Workers survey and Training on purchase
Language	English
Contact	info@fairlabor.org; trainingportal@fairlabor.org; assessmentportal@fairlabor.org
Website	http://ap.fairlabor.org/en

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Training
Specific Focus	Hours of work
Aim	The tool measures factories' compliance performance in regards to working hours. It focuses on aspects directly related to managing hours of work (having a clear policy, procedures and documentation) and other issues that affect hours of work, such as production planning and risk management (e.g. dealing with last minute orders).
Function	It proposes a three step work hours management system: Step 1: Know the situation at your workplace through: Management self- assessment tool Workers survey Step 2: Capacity Building, via: Face to face course E-course Consultation Step 3: Evaluate changes you put in place through: Progress charts Management self-assessment Workers survey tool The management self-assessment on hours of work is a quantitative tool with a range of multiple choice questions. The data generated display a factory's compliance score at a glance. The workers' survey follows a standardised and quantitative survey design. Interviews are anonymous. The results can be directly compared to the results from the management self-assessment. A factory's progress in capacity building is indicated by the progress charts. Self-assessments and workers' surveys are repeated after approx. 12 months. Trainings are offered and can be accessed through the FLA Training Portal or through a live training session.
Monitoring	Yes, the process is accompanied by FLA experts, company progress is regularly assessed through progress tracking charts
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes, in a training session or through the FLA Training Portal
Interactivity	There is the possibility for interaction through the training and assessment portal and through live training sessions.
Human Rights Knowledge Required	No
Flexibility	Yes, the process is accompanied by FLA experts, company progress is regularly assessed through progress tracking charts .

4. Normative Framework
Human Rights	Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work Other relevant ILO conventions
National Laws	Compliance with national laws and regulations in the country of operation

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Training, skills and talent
Working conditions
Stakeholder engagement

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The FLA toolbox on hours of work is a very specific tool for reducing long working hours in factories. It is based on the broad stakeholder involvement of workers and management and is therefore a valuable tool for establishing dialogue and elaborating sustainable solutions.

Use the toolbox to identify your company's status and performance, and for improving through continuous learning and training.

User Evaluation

Files
	FLA_toolbox_HOURS_OF_WORK_01.pdf Evaluation_francaise_-_FLA_Toolbox_Hours_of_Work.pdf

FLA Toolbox: Retrenchment

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Fair Labour Association (FLA)
Year of Development	2009
Accessibility	Restricted to membership, registration needed
Availability	Self- Assessment free for members / on purchase for others, Workers survey and Training on purchase
Language	English
Contact	info@fairlabor.org; trainingportal@fairlabor.org; assessmentportal@fairlabor.org
Website	http://ap.fairlabor.org/en

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Training
Specific Focus	Retrenchment
Aim	The FLA toolbox on retrenchment provides a range of assessment tools for factories to prepare them for eventual worker redundancies or to evaluate recent layoffs both from both a worker's and manager's perspective. The tool measures the level of transparency, objectivity and fairness in factories' retrenchment procedures. There are two different management assessment tools: the retrenchment prevention and the retrenchment evaluation.
Function	It proposes a three step process to ensure responsible downsizing and factory closures: Step 1: Evaluate your system: would you be ready? Retrenchment prevention: management self-assessment Retrenchment prevention: workers' survey Step 2: Capacity building, via: Face to face course Online toolkit on FLA training portal Consultation Step 3: Evaluation after layoffs: how did you do? Retrenchment evaluation: management self-assessment Retrenchment evaluation: workers' survey The management self-assessment on retrenchment is a quantitative tool with a range of multiple choice questions. To suit the factories' situation, FLA has developed two different self-assessments; one for retrenchment prevention and another one for retrenchment evaluation. The data generated display a factory's compliance score at a glance. The tool provides for three different workers' surveys comprising retrenchment prevention, retrenchment evaluation and retrenchment evaluation for affected workers. It follows a standardised and quantitative survey design. Interviews are anonymous. The results can be directly compared to the results from the management self-assessment. Trainings are offered and can be accessed through the FLA Training Portal or through a live training session. The objective of the training course is to ensure that, throughout the retrenchment process, workers' rights are respected, that decisions are based on objective criteria and that there is transparency for workers, clients and other stakeholders.
Monitoring	Yes, the process is accompanied by FLA experts, company progress is regularly assessed through progress tracking charts.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes, in a training session or through the FLA Training Portal
Interactivity	The possibility for interaction is provided through the training and assessment portal and through live training sessions.
Human Rights Knowledge Required	No
Flexibility	No. Currently fixed tool with a range of multiply choice questions (FLA will upgrade online usage beginning 2011 which will allow to customize and filter the tools to suit the users needs).

4. Normative Framework
Human Rights	Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work
National Laws	Compliance with national laws and regulations in the country of operation

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Discrimination
Stakeholder engagement
Supply chain management
Retrenchment
Redundancy
Training, skills and talent
Transparency / disclosure

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The FLA toolbox on retrenchment is a very specific tool for the protection of workers' rights in the course of downsizing and factory closures. It is based on the broad stakeholder involvement of workers and management and is therefore a valuable tool for achieving equitable solutions.

Use the toolbox to learn how to deal with worker redundancies, to prepare for this situation, and to evaluate recent layoffs.

User Evaluation

Files
	FLA_toolbox_RETRENCHMENT.pdf Evaluation_francaise_-_FLA_Toolbox_Retrenchment.pdf

FLA Toolbox: Workers Participation

1. Key Data
Origin of the Initiative	Fair Labour Association (FLA)
Year of Development	2009
Accessibility	Restricted to membership, registration needed
Availability	Self-Assessment free for members/ on purchase for others, Workers' survey and Training on purchase
Language	English
Contact	info@fairlabor.org; trainingportal@fairlabor.org; assessmentportal@fairlabor.org
Website	http://ap.fairlabor.org/en

2. Aim and Function of the Tool
Type	Self-Assessment, Human Rights Training
Specific Focus	Workers' representation and participation
Aim	The tool focuses on aspects related to how workers contribute to the decision-making processes in the factory. Its key objectives are to improve the efficacy of worker representation in factories by providing a platform for labour management dialogueestablishing a system of communication, consultation, and negotiation providing capacity training to worker representatives and factory management on their roles and responsibilities promoting a sustainable training model that will ensure that all workers and supervisors in the factory receive regular training on local labour laws.
Function	It proposes a three step approach to build an effective labour-management dialogue: Step 1: Know the situation at your workplace through: Management self- assessment tool Workers survey Step 2: Capacity Building, via: Dialogue programme Step 3: Evaluate changes you put in place by: Progress Charts Management self-assessment Workers survey The management self-assessment on workers representation and participation is a quantitative tool with a range of multiple choice questions. It assesses factors such as policy, procedure, training, implementation, communication and awareness. The data generated display a factory's compliance score at a glance. The workers' survey follows a standardised and quantitative survey design. Interviews are anonymous. The results can be directly compared to the results from the management self-assessment. A factory's progress in capacity building is indicated by the progress charts. Self-assessments and workers' survey are repeated over a period of time. Trainings are offered and can be accessed through the FLA Training Portal or through a live training secession.
Monitoring	Yes, the process is accompanied by FLA experts, company progress is regularly assessed through progress tracking charts.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes, in a training session or through the FLA Training Portal
Interactivity	The possibility to interact is given through the training and assessment portal and through the live training sessions.
Human Rights Knowledge Required	No
Flexibility	No. Currently fixed tool with a range of multiply choice questions (FLA will upgrade online usage beginning 2011 which will allow to customize and filter the tools to suit the users needs)

4. Normative Framework
Human Rights	Universal Declaration on Human Rights
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work, Other relevant ILO conventions
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Corporate- / organisational culture
Freedom of assembly and association
Freedom of expression / - of the press / access to information
Stakeholder engagement
Training, skills and talent
Workers' representation

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The FLA toolbox on workers' representation and participation provides a very specific tool for establishing a culture of dialogue within a company. It is based on a broad stakeholder involvement and therefore a valuable tool to bring the workforce and the management together.

Use the toolbox to identify your company's status and performance and to improve through continuous learning and training.

User Evaluation

Files
	FLA__toolbox_WORKERS_PARTICIPATION.pdf Evaluation_francaise_-_FLA_Toolbox_WORKERS_PARTICIPATION.pdf

Fairtrade Labelling Organizations International (FLO)

Fairtrade Labelling Organziations International (FLO) is a coalition of 24 organizations working to secure a better deal for producers and coordinates Fairtrade labelling at an international level.

A key part of FLO's role is to develop and review the Fairtrade standards. These standards apply to all Fairtrade producers. They also apply to the companies who market Fairtrade products, such as importers, exporters and licensees.

FLO also helps producers to gain Fairtrade certification and develop market opportunities. This is done through locally based Liaison Officers who provide training, guidance on certification and facilitate relationships with buyers.

Fairtrade Standards

1. Key Data
Origin of the Initiative	Fairtrade Labelling Organizations International (FLO)
Year of Development	Generic Fairtrade Trade Standard: 2009 (latest update) Generic Fairtrade Standard for Small Producers' Organizations: 2009 (latest update) Generic Fairtrade Standard for Contract Production: 2010 (latest update) Generic Fairtrade Standard for Hired Labour: 2008 (latest update) Product specific Fairtrade Standards: 2009/2010 (latest updates)
Accessibility	Free
Availability	Free
Language	English, Spanish, French, Portuguese
Contact	http://www.fairtrade.net/standards_contact_us.html (contact form)
Website	http://www.fairtrade.net/standards.html

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Reporting
Specific Focus	General, Decent Work
Aim	Fairtrade is an alternative approach to conventional trade and is based on a partnership between producers and consumers. It is a certification standard that aims at offering producers a better deal and improved terms of trade. The key objectives of the standards are: to ensure that producers receive prices that cover their average costs of sustainable production; provide an additional Fairtrade Premium which can be invested in projects that enhance social, economic and environmental development; enable pre-financing for producers who require it; facilitate long-term trading partnerships and enable greater producer control over the trading process; set clear minimum and progressive criteria to ensure that the conditions of production and trade of all Fairtrade certified products are socially, economically fair and environmentally responsible.
Function	There are two distinct sets of Fairtrade standards, which acknowledge different types of disadvantaged producers: One set of standards applies to smallholders that are working together in co-operatives or other organizations with a democratic structure. The other set applies to workers, whose employers pay decent wages, guarantee the right to join trade unions, ensure health and safety standards and provide adequate housing where relevant. The standards include generic standards that must be respected by all Fairtrade companies: Generic Fairtrade Trade Standard Generic Fairtrade Standard for Small Producers' Organizations Generic Fairtrade Standard for Contract Production Generic Fairtrade Standard for Hired Labour Moreover there exist Fairtrade product specific standards on the following products: Bananas, cocoa, coffee, dried fruit, fresh fruit, fresh vegetables, fruit juices, herbs and spices, honey, nuts and oil seeds, quinoa, rice, cane sugar, soybeans and pulses, tea, wine grapes, gold, flowers and plants, seed cotton and sportsballs. The Fairtrade explanatory documents support companies in understanding and practically implementing the standards. Fairtrade standards also cover terms of trade. Most products have a Fairtrade price, which is the minimum that must be paid to the producers. This price aims to ensure that producers can cover their average costs of sustainable production. In addition producers get an additional sum, the Fairtrade Premium, to invest in their organization, business and communities. This money goes into a communal fund for workers and farmers to use to improve their social, economic and environmental conditions. Fairtrade is a certification standard for the FAIRTRADE Mark. The producer standards distinguish between minimum requirements, which producers must meet to be certified, and progress requirements that encourage producers to continuously improve and to invest in the development of their organizations and their workers. This concept is developed for the target group of Fairtrade, namely disadvantaged producers. It encourages sustainable, social, economic and environmental development of producers and their organizations. In addition, Fairtrade standards for traders set minimum requirements that encourage traders to offer fair trading relationships and conditions to producers.
Monitoring	Yes. FLO sets the standards and supports producers to meet them. A separate certification company, FLO-CERT, regularly inspects and certifies producers and traders against the standards.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	Primary: Agriculture (e.g. cocoa, sugar, fresh fruit, coffee and tea industry, flowers, cotton...) Secondary: Gold Timber Clothing and other Manufacturing Industries
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	The Generic Fairtrade Standards apply to all traders and producers that trade with Fairtrade products. In addition Fairtrade has developed specific product standards (see above).

4. Normative Framework
Human Rights	Universal Declaration of Human Rights (UDHR)
Labour Rights	ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no. 29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on Minimum Age (no. 138) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Plantations (no. 110) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Collective bargaining
Democracy / relations to government
Disciplinary measures
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Harassment
Health and wellbeing
Housing conditions
Local communities
Migrant workers
Monitoring / auditing
Physical abuse / threats
Recruitment and employment practices
Remuneration
Safety
Social investment
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Women's rights
Workers' representation
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes
Human Rights Impact Assessment	Yes
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Fairtrade Standards contribute substantially to the realisation of human and labour rights in business practice. They comprehensively cover human rights and Decent Work issues and equally address environmental, social and development goals.

The standards are based on a set of international human rights and labour rights conventions and provide detailed guidelines for diverse stakeholders (e.g. traders and producers) and sectors (e.g. bananas, gold, etc.).

The explanatory documents describe the intent and the requirements of the standards. All standards include progress requirements. Fairtrade companies' compliance with the standards is regularly assessed by independent monitoring and ensures thus continuous improvement.

User Evaluation

Why tool was used: attend to sponsor requests

How tool was discovered: relations with NGOs/civil society organizations

Tool was relevant for: Systemizing commitments and activities

How tool was implemented: by company employees with assistance from tool creators

Time for tool implementation: more than 1 year

Most often used with: AA1000 (Accountability), Fairtrade, SA 8000 Standard (Social Accountability International), Q Res

Files
	Evaluation_francaise_-_Fairtrade_Standards.pdf

Fair Wear Foundation (FWF)

The Fair Wear Foundation (FWF) is an international verification initiative dedicated to improving labour conditions in the garment industry and enhancing workers' lives all over the world.

FWF works closely with a growing number of companies that produce clothing and other sewn products and that take responsibility for their supply chain. It keeps track of the improvements made by the companies it works with. And through sharing expertise, social dialogue and strengthening industrial relations, FWF increases the effectiveness of the efforts made by companies.

FWF Code of Labour Practices

1. Key Data
Origin of the Initiative	Fair Wear Foundation (FWF)
Year of Development	2009 (latest update)
Accessibility	Free
Availability	Free
Language	English
Contact	info@fairwear.nl
Website	http://fairwear.org/

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Reporting
Specific Focus	Decent Work
Aim	The FWF Code and verification system aim to improve labour conditions in the garment industry.
Function	The FWF Code of Labour Practices enshrines the eight guiding FWF labour standards against which member companies are assessed. When a company joins FWF, it commits to implement the FWF Code of Labour Practices equally in its supply chain. While this includes efforts to work directly with factories to improve conditions there, it also means developing internal management systems to better support good workplace conditions. FWF provides for an elaborated independent multi-stakeholder verification process (see monitoring below). It equally establishes a complaints procedure, which serves as a safety net for workers that applies when other options, such as factory grievance systems or local labour courts, are not fair, effective, and accessible. It is designed to ensure that workers in member companies' supply chains always have recourse in instances of noncompliance - but only in instances where workers are not able to access local grievance systems. In every country where the complaints procedure is active, FWF has a local complaints handler. This ensures that workers making products for FWF affiliates can safely and fairly seek redress for violations of the Code.
Monitoring	Yes. FWF verifies whether companies comply with the Code of Labour Practices, through factory audits and a complaints procedure, through management system audits at the affiliates and through extensive stakeholder consultation in production countries. In order to gain real insight into company performance, FWF's verification system exists at three levels: FWF verifies at factory level and implements a complaints procedure. Finally, FWF also verifies at the company level to check whether companies implement the FWF Code of Labour Practices in their management systems effectively.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	Secondary: Clothing
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	No
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No. The Code of Labour Practices provides a given set of standards.

4. Normative Framework
Human Rights	Universal Declaration of Human Rights (UDHR)
Labour Rights	ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no. 29) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Minimum Age (no. 138) ILO Convention on Minimum Wage-Fixing Machinery (no. 26) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Workers' Representatives (no. 135) ILO Minimum Wage Fixing Convention (no. 131)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Disciplinary measures
Discrimination
Freedom of assembly and association
Harassment
Health and wellbeing
Physical abuse / threats
Recruitment and employment practices
Remuneration
Safety
Stakeholder engagement
Training, skills and talent
Transparency / disclosure
Working conditions
Workers' representation
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Fair Wear Foundation's Code of Labour Practices and the FWF verification process offer a comprehensive and sustainable solution for the improvement of working conditions in the clothing sector. FWF ensures continuous monitoring and auditing. One of its special features is the FWF local complaints procedure, which enables all workers to address non-compliance.

FWF is based on a strong multi-stakeholder approach and works in close cooperation with local stakeholders and partners. Overall its sectors approach has proven to be very effective to ensure the respect of human and labour rights standards.

User Evaluation

Files
	Evaluation_francaise_-_FWF_Code_of_Labour_Practices.pdf

Foretica

Forética is an initiative that came about within the X Congress of Quality and Environmental Management in Barcelona in 1999. A diverse group of managers and opinion leaders questioned the way by which companies could possibly assess and audit their performance on business ethics and CSR, enabling them to be accountable to the society. Their works materialised on the Corporate Standard SGE 21, the first standard that can both be audited and certified by third party on CSR.

Consequently, companies and civil society joined this initiative by creating FORÉTICA where more than 150 associates were companies, NGOs, academics and universities work together to improve the knowledge of CSR in Spain.

Foretica's mission lies in promoting ethical and socially responsible policies among companies and institutions at the core of their corporate values, providing them with frameworks for auditable management systems.

SGE 21 – Ethical and CSR Management System

1. Key Data
Origin of the Initiative	Multistakeholder initiative: Foro para la Evaluación de la Gestión Ética (Forética), companies, academics, NGOs
Year of Development	2000/2008 (third revision)
Accessibility	Free, no registration
Availability	Free, no costs
Language	English, Spanish
Contact	foretica@foretica.es
Website	http://www.sge21.foretica.es/es/

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	CSR management, cororate culure
Aim	The purpose of the tool is to support companies in establishing, implementing and evaluating an ethical and socially responsible management system
Function	SGE 21 is conceived as a standard. It functions as a framework document and offers criteria which permit to establish, implement and evaluate the Ethical and Socially Responsible Management System proposed by Forética in organisations. It is structured in six sections: The first five explain the background and the general aspects of the document. Section six lists nine relevant management areas and sets out the standard's requirements against which organisations are to be assessed: Senior management Clients Suppliers Persons forming the organisation Social conditions Environment Investors Competition Government authorities
Monitoring	Yes, the system provides for voluntary certification.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	No
Interactivity	No
Human Rights Knowledge Required	Advanced
Flexibility	SGE 21 can be flexibly adapted and used according to the individual company needs.

4. Normative Framework
Human Rights	UN Global Compact OECD Guidelines for Multinational Enterprises
Labour Rights	ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Corporate- / organisational culture
Child labour
Collective bargaining
Corruption and bribery
Customers / consumers
Data protection and privacy
Discrimination
Dispute resolution / grievance mechanism
Due diligence
Environment
Forced and bonded labour
Harassment
Health and wellbeing
Local communities
Monitoring / auditing
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes
Human Rights Impact Assessment	Yes, the tool very briefly refers to impact assessments but does not give instructions.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

SGE21 provides a very compact and comprehensive framework that includes organisational as well as content specific recommendations. It works like a "to-do-list" for managers that aim at integrating and monitoring economic, social and environmental sustainability aspects. It gives a quick overview on the actions that should be taken and draws the attention to key issues in various areas.

SGE 21 covers some fundamental human and labour issues but is not complete on these issues. Therefore, to learn more you may consult the various tools offered in the LARRGE Guide. Human and labour rights experts might also be useful to support the process.

Use the tool to get an overview on the system that is required to set- up and to maintain sustainable CSR management. Benefit from SGE 21's management recommendations that are only rarely included in other tools.

User Evaluation

Files
	SGE_21_2008_en.pdf Evaluation_francaise_-_SGE_21.pdf

International Alert

International Alert is an independent peacebuilding organisation working in over 20 countries and territories around the world. Its dual approach involves working directly with people affected by violent conflict as well as at government, EU and UN levels to shape both policy and practice in building sustainable peace.

Alert's approach to peacebuilding is combines high level advocacy with grass-roots engagement. The organisation also works to strengthen the expertise, impact and public profile of the peacebuilding sector. We organise training courses and publish resources on peacebuilding.

Conflict-Sensitive Business Practice: Guidance for Extractive Industries

1. Key Data
Origin of the Initiative	International Alert
Year of Development	2005
Accessibility	Free, no registration
Availability	Free download, no costs
Language	English
Contact	Diana Klein, dklein@international-alert.org
Website	http://www.internationalalert.org/pdfs/conflict_sensitive_business_practice_all.pdf

2. Aim and Function of the Tool
Type	Human Rights Impact Assessment, Human Rights Risk Assessment
Specific Focus
Aim	The CSBP guides companies in the extractive industries towards adopting a conflict-sensitive and human rights-compliant approach to their operations.
Function	It highlights potential problems, conflicts, misunderstandings and misconceptions, and gives practical guidance on how to avoid or to deal with upcoming problems. The described steps in the tool mirror a basic project cycle for extractive industries. The CSBP is structured in different sections: Introduction (conflict patterns and scenarios, business context) Operational guidance charts (link between typical project cycles of oil, gas or mining investments with other elements of the CSBP) Screening tool (checklist with conflict-risk indicators for rapid assessment to identify conflict issues in the pre-investment phase, country and conflict dynamics, risk levels) Macro-level conflict risk and impact assessment tool (M-CRIA) (context analysis on national and regional level, potential interaction with the project) Project-level conflict risk and impact assessment tool (M-CRIA) (in depth analysis of the conflict and its impact on the project, guidance for building trusting relationships with stakeholders and for the prevention of conflict) Flashpoint papers (outline key issues that commonly arise at the company/conflict interface, and describe likely impacts and good practice in each area) Stakeholder engagement Resettlement Compensation Indigenous peoples Social investment Dealing with armed groups Security arrangements Human rights
Monitoring	No explicit reference or guidelines for monitoring conflict- sensitive business conduct.
Target Group	Companies, consultants

3. Practicability and Flexibility
Business Sector	Companies, consultants
Region	All regions
Company Size	Large and medium companies
Case Studies/Good Practice	Yes
Interactivity	Large and medium companies
Human Rights Knowledge Required	No. The steps to be taken are well explained. Nevertheless, companies are advised to involve specific experts in the risk areas (human rights, corruption, etc.).
Flexibility	It gives a good overview on possible risk constellations. Companies may identify similar problems in their operations. Questions and indicators help the user identify individual risks.

4. Normative Framework
Human Rights	Asian Development Bank Involuntary Resettlement Policy Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment, Convention on the Elimination of All Forms of Discrimination against Women, Convention on the Rights of the Child Geneva Conventions and Additional Protocols I and II Inter- American Development Bank Operational Policy on Involuntary Resettlement IFC Operational Directive 4.30 on Involuntary Resettlement International Convention on the Protection of the Rights of All Workers International Convention on the Suppression of the Financing of Terrorism International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights OECD Guidelines for Multinational Enterprises UN Code of Conduct for Law Enforcement Officials and Basic Principles on the Use of Force and Firearms by Law Enforcement Officials UN Convention against the Recruitment, Use, Financing and Training of Mercenaries UN Draft Declaration on the Rights of Indigenous Peoples UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights Universal Declaration on Human Rights World Bank Draft Operational Policy 4.10 on Indigenous Peoples
Labour Rights	Convention on Discrimination (no. 111) Convention on Equal Remuneration (no. 100) Convention on Forced Labour (no.29) Convention on Freedom of Association and Protection of the Right to Organise (no.87) Convention on Indigenous and Tribal Peoples (no.169) Convention on Minimum Age (no. 138) Convention on the Abolition of Forced Labour (no.105) Convention on the Right to Organise and Collective Bargaining (no.98) Convention on the Worst Forms of Child Labour (no. 182) Declaration on Fundamental Principles and Rights at Work Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of Operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Armed groups
Child labour
Compensation
Conflict
Corruption and bribery
Discrimination
Environment
Forced and bonded labour
Indigenous peoples
Resettlement
Security arrangements
Social investment
Stakeholder engagement
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	The CSBP does not refer to a company's specific sphere of influence. Specific questions in the screening tool, and the macro-level and project-level risk and impact assessment tools, guide the user and highlight potential risks linked with the operation. The "Human Rights flashpoint" briefly outlines the risk of being complicit in human rights violations committed by other actors.
Supply Chain	No
Human Rights Impact Assessment	Yes. The Guide provides a framework for human rights impact assessments. It focuses specifically on community impacts including in-depth recommendations on the flashpoint issues (see above).
Specific Guidance on Individual(Company)Responsibility	Yes. The Guide provides guiding questions for assessing human rights and other non-financial risks in a given country.

8. Concluding Evaluation

LARRGE Evaluation

A valuable and comprehensive tool for conducting conflict risk assessments in the areas of human rights, stakeholder engagement, resettlement, compensation, security arrangements and armed groups, social investment, indigenous peoples, corruption and transparency. It provides a concise overview of potential risks and dilemmas, and provides information about successful strategies to ensure conflict-sensitive business conduct.

Use it as a risk awareness tool for the interfaces between conflicts and business operations, and consequently as guidance for conflict-sensitive business conduct. See the links at the end of each section to learn more on specific issues.

User Evaluation

Files
	conflict_sensitive_business_practice_all.pdf

International Labour Organization (ILO)

The International Labour Organization (ILO) is devoted to advancing opportunities for women and men to obtain decent and productive work in conditions of freedom, equity, security and human dignity. Its main aims are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue in handling work-related issues ( http://www.ilo.org/global/About_the_ILO/lang--en/index.htm).

Decent Work sums up the aspirations of people in their working lives. It involves opportunities for work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development and social integration, freedom for people to express their concerns, organize and participate in the decisions that affect their lives and equality of opportunity and treatment for all women and men ( http://www.ilo.org/global/Themes/Decentwork/lang--en/index.htm).

The ILO Helpdesk helps companies to put Decent Work Principles into practice. The Helpdesk is available free of charge to managers and workers, as well as workers' and employers' organizations. Its primary audience are the people who deal with day-to-day company operations and supply chain management, and who develop private policies shaping those operations, particularly concerning respect for workers' rights. The Helpdesk deals with questions relating to international labour standards and draws on guidance provided by the ILO Declaration of Fundamental Principles and Rights at Work, the ILO MNE Declaration and a range of other declarations, conclusions, guidelines, tools and other instruments. The Helpdesk addresses how these instruments might guide company operations.

The Helpdesk draws on the jurisprudence of ILO supervisory bodies, such as the Committee of Experts on the Application of Conventions and Recommendations and the Committee on Freedom of Association, as it relates to company operations. That makes it easier for business, trade unions and other non specialists to understand the guidance. Questions concerning government responsibilities or specific complaints of non-compliance should be addressed to the ILO Standards Department ( http://www.ilo.org/wcmsp5/groups/public/---ed_emp/---emp_ent/documents/publication/wcms_106376.pdf).

Eliminating Child Labour – Guides for Employers

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: International Labour Organization (ILO), International Organisation for Employers (IOE)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English, Russian, Indonesian
Contact	ilo@ilo.org
Website	http://www.ilo.org/public/english/dialogue/actemp/whatwedo/projects/cl/guides.htm

2. Aim and Function of the Tool
Type	General Guidance Human Rights Risk Assessment Human Rights Impact Assessment
Specific Focus	Child labour
Aim	The set of Guides is designed to help employers and their associations understand and take action against child labour.
Function	The tool provides strategies for the prevention of child labour, the withdrawal of children from work, and the protection of those children who are above the minimum age of employment and do work. It consists of three Guides that serve different purposes: This first Guide provides definitions, an explanation of the causes and the consequences of child labour, and the rationale for why enterprises should not employ children. The two subsequent Guides explain what can be done about child labour from the business point of view. Guide Two is addressed to enterprises and explains their options and possible strategies for eliminating child labour. It also discusses measures that may be taken to reduce child labour among suppliers. Guide Three provides information about the collective role that employers' organizations and other business associations can play in helping their members on the issue of child labour.
Monitoring	Yes, Guide 2 contains specific recommendations on monitoring and auditing.
Target Group	Companies, employers' organisations

3. Practicability and Flexibility
Business Sector	All sectors, focus: agriculture
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes, the Guide includes examples of a range of measures that have been taken by business actors to combat child labour.
Interactivity	The Guide is not an interactive tool.
Human Rights Knowledge Required	Basic
Flexibility	Yes. The Guide emphasises that there is no single strategy for the elimination of child labour. It offers a broad range of recommendations and case examples that support companies in developing their own strategy.

4. Normative Framework
Human Rights	UN Convention on the Rights of the Child
Labour Rights	ILO Convention on Minimum Age (no. 138) ILO Convention on the Worst Forms of Child Labour (no. 182)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Corporate- / organisational culture
Child labour
Collective bargaining
Customers / consumers
Detention
Discrimination
Due diligence
Forced and bonded labour
Health and wellbeing
Home workers
Local communities
Migrant workers
Minorities
Monitoring / auditing
Physical abuse / threats
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes, Guide 2 refers to the sphere of influence as one of the guiding principles that should be observed by companies.
Supply Chain	Yes, Guide 2 provides specific recommendations concerning supply chain management.
Human Rights Impact Assessment	Yes. Guide 2 gives detailed instructions on how to assess the risks associated with child labour. It includes checklists that may be used in a preliminary assessment.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The three Guides provide a very useful and practical source of information for companies and employers' organisations. They follow a clear and user-friendly structure.

Guide 2, which is specifically geared towards companies, describes an eight step process that can be adapted according to the specific needs of a given situation. The document maps different problem scenarios including those that may become relevant for small and medium companies in developing countries that rely on work by children. It includes practical tools such as checklists, informs about cost considerations in the context of child labour, and provides recommendations on how to set up a code of conduct.

Use the Guides for a concise overview of the complexities of child labour, and to improve legal understanding. Adapt or follow the eight step process to set up your own company strategy, and benefit from the various case examples.

Note: the tool focuses on agriculture but the strategies can also be applied in other sectors.

User Evaluation

Files
	Eliminating_child_labour_guide1_introduction_to_the_issue.en.pdf Eliminating_child_labour_guide2_employers.en.pdf Eliminating_child_labour_guide3_employers___organisations.en.pdf

Guidelines for Developing Child Labour Monitoring Processes

1. Key Data
Origin of the Initiative	International Labour Organization (ILO) - International Programme on the Elimination of Child Labour (IPEC)
Year of Development	2005
Accessibility	Free
Availability	Free
Language	English, Spanish, French
Contact	ipec@ilo.org
Website	http://www.ilo.org/ipecinfo/product/viewProduct.do?productId=1500

2. Aim and Function of the Tool
Type	General Guidance Human Rights Training Human Rights Reporting
Specific Focus	Child labour
Aim	The aim of the Guidelines is to assist with the elimination of child labour in the formal and informal sector. They provide a comprehensive framework for child labour monitoring, based on broad stakeholder involvement and joint actions.
Function	The Guidelines explain how to design, develop and operate sustainable child labour monitoring systems. They provide a generic model for child labour monitoring, as well as practical examples. The process is explained in a very structured manner following clear steps and objectives: Preparing for Child Labour Monitoring (CLM) Designing, testing and training The monitoring phase The follow-up phase The annexes include a range of practical tools such as sample forms, interviewing guidelines and additional case studies
Monitoring	Yes, the Guidelines constitute a specific child labour monitoring tool.
Target Group	Primary target group according to tool developers: ILO staff, governmental organisations (policy makers), NGOs Secondary target group according to LARRGE evaluation: companies, consultants, trade unions, employers' organisations

3. Practicability and Flexibility
Business Sector	All sectors; case stories on mining, agriculture, manufacturing
Region	All regions
Company Size	Large Medium
Case Studies/Good Practice	Yes, see especially annex A
Interactivity	The Guidelines are conceived as a resource book, they are not interactive.
Human Rights Knowledge Required	Advanced knowledge in human and labour rights
Flexibility	Yes. Since each child labour situation is specific, there is no single template to fit every situation. The aim of the Guidelines is to provide a practical resource covering the many activities that comprise child labour monitoring. They can be adapted to specific child labour patterns.

4. Normative Framework
Human Rights	UN Convention on the Rights of the Child
Labour Rights	ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Minimum Age (no. 138) ILO Convention on the Worst Forms of Child Labour (no. 182)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Data protection and privacy
Discrimination
Disciplinary measures
Diversity / equal opportunities
Forced and bonded labour
Harassment
Health and wellbeing
Housing conditions
Home workers
Indigenous peoples
Local communities
Physical abuse / threats
Recruitment and employment practices
Stakeholder engagement
Trafficking in human beings
Training, skills and talent
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	No. Since the Guidelines are designed to address child labour in formal and informal situations, they do not specifically refer to the supply chain. However, in practice the recommendations can be directly applied to supply chain monitoring.
Human Rights Impact Assessment	Yes. The Guidelines provide detailed instructions on how to assess the human rights risks arising from child labour.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Guidelines are not specifically geared towards companies. They mainly address ILO-staff, governmental staff including policy makers, and NGOs. Nevertheless, the document has been selected by the LARRGE team as an important reference book for companies, workers' councils and employers' organisations, with the aim of substantively contributing towards the abolition of child labour.

The Guidelines take a very holistic approach to fighting child labour in the formal and informal sector, and call for a broad multi-stakeholder process. Moreover, the document gives a comprehensive overview of the complex root causes of, and the enabling environment for, child labour. The detailed recommendations for setting up, maintaining, improving and following up on a child labour monitoring system will support companies, workers and employers' organisations in the elaboration of their strategies.

Use the tool to learn about the multifaceted dimensions of child labour, and the requirements for substantive stakeholder involvement. Benefit from the recommendations on developing monitoring tools and on setting up a broad monitoring structure. Note the valuable annexes that include case studies, a chart detailing the different responsibilities for the stakeholders involved, a sample monitoring profile, a summary of the variables for collecting information, an interview sample, a child participation sample and sample forms for child monitoring.

User Evaluation

Files
	ILO_child_labour_monitoring_guidelines_en_01.pdf ILO_child_labour_monitoring_overview_en_01.pdf Evaluation_francaise_-_Guidelines_for_Developing_Child_Labour_Monitoring_Processes.pdf

The Labour Principles of the UN Global Compact

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: International Labour Organization (ILO), UN Global Compact (UNGC) Office, International Organisation of Employers (IOE), International Trade Union Confederation (ITUC)
Year of Development	2008. The Guide will be updated periodically based on user experience and as new tools and resources become available.
Accessibility	Free
Availability	Free
Language	English
Contact	arai@ilo.org
Website	http://www.ilo.org/public/libdoc/ilo/2008/108B09_260_engl.pdf

2. Aim and Function of the Tool
Type	General guidance
Specific Focus	Decent Work
Aim	The purpose of the Guide is to increase understanding of the four labour principles of the UN Global Compact, which are taken from the ILO Fundamental Principles and Rights at Work. It provides an inventory of key resources to help integrate these principles into business operations.
Function	The Guide includes a brief description of each of the four Global Compact labour principles: freedom of association and the effective recognition of the right to collective bargainin the elimination of all forms of forced and compulsory labour the effective abolition of child labour the elimination of discrimination in respect of employment and occupation. It explains their meaning and clarifies specific responsibilities for governments and companies. Each section contains a set of recommendations on how to implement the principles in the workplace and in the community. The final chapter presents an inventory of key ILO resources and tools concerning these four principles.
Monitoring	No
Target Group	Companies, trade unions, employers' organisations; According to LARRGE evaluation: also consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	No
Interactivity	The tool is a reference guide. It is not interactive.
Human Rights Knowledge Required	No
Flexibility	The Guide provides general information on the fundamental labour principles. It does not offer recommendations on how to ensure the respect for these principles in varying company situations.

4. Normative Framework
Human Rights	No. The purpose of the Guide is to explain ILO fundamental principles and rights at work; it therefore refers only to ILO instruments.
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work, ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy (MNE Declaration)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Forced and bonded labour
Freedom of assembly and association
Harassment
Health and wellbeing
Physical abuse / threats
Recruitment and employment practices

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes, the Guide refers to the concept but provides no further explanation.
Supply Chain	Yes, supply chain issues are mentioned in the context of child labour and forced labour.
Human Rights Impact Assessment	No. There is only a short list of indicators on how to identify child labour.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Guide on labour principles gives a short and concise overview of the meaning and relevance of the four fundamental labour principles, namely freedom of association and the effective recognition of the right to collective bargaining, the elimination of all forms of forced and compulsory labour, the effective abolition of child labour and the elimination of discrimination in respect of employment and occupation. It is a valuable tool for gaining an overview of the shared responsibilities between state and business actors.

Use the Guide in order to understand the fundamental principles, and for incorporating the recommendations into business practice. You might need to consult other tools and information sources in order to tackle the practical challenges you might encounter while implementing the recommendations in corporate practice. See the additional key resources for further tools and guidance on labour rights.

User Evaluation

Why tool was used: Respondents found it to be one of the best known tools; UNGC suggestion. Some companies base their code of conduct on UNGC and GRI guidelines.

How tool was discovered: through worker representatives; industry association; relations with NGOs/civil society organizations; Publication/advertising; websites

Tool was relevant for:

Raising awareness on human rights responsibilities
Promoting the culture of dialogue with stakeholders on the ground
Monitoring of the supply chain concerning forced or child labor
Creating competitive advantages
Encouraging increased innovation in reputation
Creating corporate culture
Minimizing company impact
Securing social license to operate
Minimizing risk and enhancing comparative advantage
Reducing costs from external consultants

How tool was implemented: By company employees, with assistance from the tool creators, NGOs or civil society organizations or 3rd party auditing companies
Time for tool implementation: 6-12 months
Most often used with: Guide to Human Rights Impact Assessment and Management (IBLF, UNGC), A Human Rights Framework (BLIHR, IBLF, OHCHR), BSCI Code of Conduct (BITC), Human Rights Compliance Assessment Tool (Danish Institute for Human Rights), A 8000 Standard (Social Accountability International)

Files
	the_labour_principles_a_guide_for_business.pdf Evaluation_francaise_-_Labour_principles_of_the_UNGC.pdf

International Petroleum Industry Environmental Conservation Association (IPIECA)

The International Petroleum Industry Environmental Conservation Association (IPIECA) was established in 1974 following the establishment of the United Nations Environment Programme (UNEP). IPIECA provides one of the industry's principal channels of communication with the United Nations.

IPIECA is the single global association representing both the upstream and downstream oil and gas industry on key global environmental and social issues. IPIECA's programme takes full account of international developments in these issues, serving as a forum for discussion and cooperation involving industry and international organisations.

IPIECA aims to develop and promote scientifically-sound, cost-effective, practical, socially and economically acceptable solutions to global environmental and social issues pertaining to the oil and gas industry.

IPIECA Human Rights Training Toolkit for Oil and Gas Industry

1. Key Data
Origin of the Initiative	International Petroleum Industry Conservation Association (IPIECA)
Year of Development	2006/ 2009 (second edition)
Accessibility	Free, no registration
Availability	Free, no costs. A hard copy with a CD-Rom can be directly requested from the IPIECA Secretariat.
Language	English, French, Spanish
Contact	info@ipieca.org
Website	http://www.ipieca.org/activities/social/social_hr.php

2. Aim and Function of the Tool
Type	Human Rights Training
Specific Focus	General
Aim	Recognizing the importance of human rights in their business practice, IPIECA members developed this Training Toolkit to raise awareness of human rights issues in the oil and gas industry.
Function	The Training Toolkit provides managers with a template that can be used and adapted to conform to a company's policy or position on human rights and applicable domestic laws and regulations. It consists of four sections: A Powerpoint presentation with the key messages for use in a training session. It explains the human rights concept, the business context, key risk areas for the oil and gas industry and includes a broad range of examples for stakeholder relations. A workbook to be used in conjunction with the presentation, which gives background information to each slide. A trainer's manual, which gives recommendations on how to conduct trainings. A resource guide, which includes links to relevant organisations. Company representatives are recommended to review the trainer's manual prior to using the Training Toolkit. The Trainer's Manual provides information on how to finalize the materials for a company's specific purposes (e.g. the organization's policies and operations). In addition it contains example for dilemmas that might be used throughout the training sessions to foster discussion. Companies may equally use these dilemmas as a template, and substitute examples that best reflect their operations to help the material be most relevant to the trainee.
Monitoring	No
Target Group	Companies (country, business, asset managers) According to LARRGE evaluation: Consultants

3. Practicability and Flexibility
Business Sector	Secondary (Extractive, Industry) Oil, gas, mining
Region	All regions
Company Size	Small Medium Large
Case Studies/Good Practice	Yes. The IPIECA website provides for a broad range of case studies ( http://www.ipieca.org/activities/social/social_case_studies.php).
Interactivity	No. The Toolkit itself is not interactive but companies are encouraged to facilitate interactive sessions when using the training materials; recommendations and ideas are included in the Training Manual.
Human Rights Knowledge Required	Advanced. The Tookit provides a very good basis but a certain level of human rights knowledge is a precondition to do trainings and to deal with upcoming questions in the discussion.
Flexibility	Yes. The Toolkit is divided into topics, so that a company may extract a section that covers a specific issue of interest. Alternatively the training material may be presented in its entirety to provide a broad overview of human rights issues.

4. Normative Framework
Human Rights	Universal Declaration of Human Rights, World Bank Operational Policies IFC Performance Standards UN Global Compact
Labour Rights	ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111), ILO Convention on Equal Remuneration (no. 100), ILO Convention on Equality of Treatment (Social Security) (no. 118) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no.87), ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Prevention of Major Industrial Accidents (no. 174) ILO Convention on the Abolition of Forced Labour (no.105) ILO Convention on the Forty-Hour Week (no. 47) ILO Convention on the Right to Organise and Collective Bargaining (no.98), ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Tripartite Consultation (no.144) ILO Convention on Weekly Rest (no. 14) ILO Convention on Working Environment (Air Pollution, Noise and Vibration) (no. 148) ILO Conventions on Maternity Protection (no 3, no. 103) ILO Declaration on Fundamental Principles and Rights at Work, ILO Unemployment Convention (no. 2)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Compensation
Conflict
Corruption and bribery
Customers / consumers
Discrimination
Disciplinary measures
Diversity / equal opportunities
Due diligence
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of movement (e.g. passport withholding)
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Indigenous peoples
Local communities
Minorities
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Resettlement / land management
Safety
Security forces and arrangements
Social Investment
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes. The Workbook and the Powerpoint presentation shortly refer to supply chain issues.
Human Rights Impact Assessment	Yes. The Workbook and the Powerpoint presentation underline the importance of human rights impact assessments and refer to specific tools for that purpose.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Toolkit aims to raise awareness on human rights challenges in the oil and gas industry and to provide an overview of the current legal situation.

It includes comprehensive and very practical and hands-on tools that can be directly applied in company trainings. By explaining the background (including questions to identify human rights violations) of the proposed Powerpoint slides, the workbook gives a very concise and well-arranged overview on the key issues and dilemmas. The Training Manual gives trainers concrete instructions on how to adapt and organise the training and to interact with the audience. It equally includes short dilemma scenarios to be used for discussions.

The Toolkit contains very practical elements for trainers. It facilitates the preparation of a workshop and gives a very good overview on the key issues to be discussed.

User Evaluation

Files
	Introduction-1.doc Section_1_PPT-Oct09.ppt Section_2_workbook-Oct09.doc Section_3_trainers_manual-Oct09.doc Section_4_resources-Oct09.doc Evaluation_francaise_-_IPIECA_Human_Rights_Training_Toolkit_for_Oil_and_Gas_Industry.pdf

Ludwig Boltzmann Institute of Human Rights (BIM)

The Ludwig Boltzmann Institute of Human Rights (BIM) is an independent, academic human rights research and service institution. It was founded in 1992 under the umbrella of the Ludwig Boltzmann Association, a leading Austrian research association named after the physicist and philosopher Ludwig Boltzmann (1844-1906).

The primary focus of the BIM is on research activities in the field of human rights on the national, European and international level. BIM staff is also engaged extensively in human rights teaching and training. It is the institute's main objective to offer a link between academic research and legal practise. Through co-operation with international, European and national institutions - like UN, OSCE, CoE, EU, ICTY, Austrian and foreign ministries - as well as other human rights research institutes and NGOs, the BIM strives to provide relevant studies, analysis and data on human rights issues in international, European and national law, politics, education and the media.

HumanRightsConsulting Vienna (HRCV) is an independent consultancy with expertise in the human rights field, developing solutions for human rights implementation.

Services offered range from advice and guidance on human rights implementation, the development of monitoring and self-assessment tools, guidance books, reports and surveys, to the realization of monitoring, audits and evaluations.

Vienna Human Rights Matrix

1. Key Data
Origin of the Initiative	Joint initiative of Human Rights Consulting Vienna and the Ludwig Boltzmann Institute of Human Rights (BIM) in cooperation with the oil company OMV. Based on the 2003 BLIHR Human Rights Matrix.
Year of Development	2006-2007
Accessibility	Free
Availability	Upon request
Language	English
Contact	walter.suntinger@hrcv.at; karin.lukas@univie.ac.at
Website

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	General
Aim	The Matrix aims at systematically integrating human rights into the daily business practice of a company. It maps the internal and external dimension of HR responsibilities of companies and their prioritization according to the categories "essential, expected and desirable".
Function	It provides guidance for a company on the following issues: Equality and non-discrimination Human resources Community relations Security arrangements Sphere of influence of a company and potential complicity in human rights violations
Monitoring	No
Target Group	Companies, consultants

3. Practicability and Flexibility
Business Sector	Extractive
Region	All regions
Company Size	Large and medium
Case Studies/Good Practice	No
Interactivity	Yes. The tool guides companies to assess their operations in view of human rights requirements and priorities and thus requires an interactive process.
Human Rights Knowledge Required	Basic knowledge, but requires extensive and consistent engagement of a company with human rights.
Flexibility	The tool is flexible and provides guidance on a broad range of business and human rights challenges. It can be tailored to a company's specific needs.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights All Human Rights Conventions UN Code of Conduct for Law Enforcement Officials UN Basic Principles on the Use of Force and Firearms by Law Enforcement Officials International Covenant on Economic, Social and Cultural Rights OECD Guidelines for Multinational Enterprises
Labour Rights	ILO Tripartite Declaration on Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity /capability building
Child labour
Collective bargaining
Compensation
Data protection and privacy
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Indigenous peoples
Local communities
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Remuneration
Resettlement / land management
Retrenchment
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Training skills and talent
Transparency and disclosure
Torture
Working conditions
Workers' representation

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes
Human Rights Impact Assessment	The Vienna Matrix gives guidance when to use HR impact assessments and provides references to HRIA tools.
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

The Vienna Matrix comprehensively maps and assesses the human rights responsibilities of companies and systematically links rights with responsibilities. It provides explanatory notes to all relevant human rights in the business context, including labour rights. It incorporates CSR best practice and refers to relevant CSR standards such as ISO.

User Evaluation

Files
	Vienna_Human_Rights_Matrix_exemplary.pdf Evaluation_francaise_-_Vienna_Human_Rights_Matrix.pdf

Maplecroft

Maplecroft is a non governmental research and consulting organisation. Its products and services are an important resource in the analysis of country and corporate risk exposures and opportunities.

They have developed risk indices and interactive maps to pinpoint a broad range of global risks including human rights and labour rights issues.

Maplecroft is the primary implementing partner in the UN Global Compact - Human Rights Dilemmas Forum.

Maplecroft Human Rights Tools and Services

1. Key Data
Origin of the Initiative	Maplecroft
Year of Development	2002 - 2010, reports and briefings are updated quarterly.
Accessibility	Basic information is freely accessible on the website to registered users including fortnightly Ethical Insight which contains human rights news and views. Further details available by contacting Maplecroft.
Availability	Services are available pro bono and for purchase
Language	English is the principal language although multi-lingual services are offered
Contact	info@maplecroft.com
Website	http://www.maplecroft.com

2. Aim and Function of the Tool
Type	Human Rights Risk Monitoring Human Rights Impact Assessment Human Rights Risk Assessment
Specific Focus
Aim	Maplecroft's online off-the-shelf and tailored services enable organisations to identify, manage and mitigate human rights risks in their operations, supply chains and distribution networks and support investors to select those companies and governments that best address human rights risk.
Function	Maplecroft's human rights tools and services support business and investors to assess, prioritise, screen, monitor, manage and mitigate human rights risk at relevant levels of operation. Human rights rating tools enable investors to select those companies that are proficient at navigating human rights risk in emerging economies. Human rights mapping tools enable companies to understand localised risk, around areas of operation relevant to business and operations. Risk calculators enable the prioritisation of risk and tailoring of risk profiles for specific company operations. Human Rights Monitoring Maplecroft works in partnership with its clients to ensure the ongoing monitoring of human rights risk is a central part of the mainstream risk-management process. This involves the deployment of a human rights survey at all company operations, which can be adapted and aligned with company values, principles or policies to provide an overview of human rights risk at an operational level. The aim of this engagement is to locate and assess risks and develop mitigation strategies for high risk regions or operations. This enables the prevention of possible infringements as well as associated operational and reputational risks. Human Rights Impact Assessments Maplecroft's human rights impact assessments are helpful in understanding the baseline situation in an operating context. The assessments focus on the extent of protection of human rights by the state and the levels of respect for human rights shown by other companies, both of which can be risk factors for a new investment. A human rights impact assessment will predict possible human rights impacts that may arise from an investment or business activity and will also identify the risk factors that should be monitored in the future and that need active management. Human Rights Risk Atlas 2010 Human rights risk indices The Human Rights Risk Atlas 2010 includes 30 risk indices assessing violations across 196 countries. Indices are grouped by key risk areas: human security, labour rights and protection, civil and political rights, and access to remedy. The indices provide country rankings and scores to allow the easy identification and comparison of human rights risks. Human rights mapping Each risk index is accompanied by an interactive map providing an easy-to-use tool to evaluate and compare human rights risk worldwide. Includes sub-national maps of human rights violations and human security incidents to enable the identification of violations down to site and sector levels. (Maplecroft also offers bespoke mapping for organisations wanting to identify human rights and labour risks at sector, company and asset levels.) Human rights scorecards The Human Rights Risk Atlas also provides country scorecards offering individual risk profiles for 196 countries. Scorecards include country scores across 30 human rights risk indices, sub-national maps for key countries and information on the ratification status of human rights conventions and declarations. Human Rights Country Briefings (3-10 pages) Include country scores, expert analysis, sector details, stakeholder viewpoints and key events, plus GIS-derived sub-national and regional maps. Human Rights Country Reports (25+ pages) Developed to provide in-depth analysis and country scores across 30 human rights risk indices. In addition, comparative regional data, stakeholder viewpoints, key recent events, sector analysis and GIS-derived sub-national and regional maps are provided. Labour Standards Reports (25+ pages) Labour Standards Reports analyse and compare major labour issues affecting countries at both national and provincial levels. Key areas of focus include labour rights and protection, working hours, compensation, contract law, protests, health and safety, freedom of association and collective bargaining, discrimination, forced labour and child labour. The 25+ page reports provide in-depth analysis, risk indices and trends, country overviews, stakeholder viewpoints, detailed labour statistics and a breakdown of labour laws and the ratification of ILO conventions. Important recent events are catalogued and supported by sub-national maps showing locations of reported labour rights violations. Human Rights and Labour Standards Rating Tools Maplecroft provides a rating and weighting methodology for the evaluation and assessment of company sustainability performance. This includes rating performance on issues including human rights, labour standards and related risks. Rating tools evaluate business performance with respect to management, adaptation, data and trends, risk mitigation and innovation. Companies are scored on information disclosed, activities undertaken and on analysis by respected third parties. Ethical Supply Chain Risk Calculators Maplecroft's ethical supply chain management service evaluates and maps the intrinsic risk exposure of each supplier i.e. relating to sector, product type, geography etc. This is later aligned with specific information on risk management proficiency i.e. how well these risks are managed by suppliers. The latter is determined through either a questionnaire or audit approach, both of which build on relevant ethical supply chain initiatives. Maplecroft's mapping and risk calculator expertise enables the effective visualisation of supplier risk for different geographies, different supply chain levels (e.g. tier 1) as well as for different sectors and issues e.g. human rights, labour standards etc. Policy Bank Policies outlining best practice for companies are available from Maplecroft's Policy Bank. These include: child labour, ethical supply chains, forced and bonded labour, freedom of association and collective bargaining and human rights. Human Rights Dilemmas Research Maplecroft is the primary implementing partner in the UN Global Compact - Human Rights Dilemmas Forum. The forum aims to enhance understanding of human rights dilemmas for responsible business, and contribute to thought leadership and good practice. It focuses on the identification of good practice solutions to human rights dilemmas faced by multinational companies operating in emerging markets, in zones of weak governance or in countries with significant human rights challenges. Case studies include human trafficking and HIV/AIDS and are developed in cooperation with a range of multinational companies ( http://human-rights.unglobalcompact.org/). Human Rights Stakeholder Viewpoints and Human Rights Key Events Maplecroft holds a repository of over 20,000 stakeholder viewpoints and key events relating to human rights incidents around the world. This repository includes Maplecroft's Ethical Insight and can be used as a valuable research tool in the analysis of human rights and labour rights issues for countries, sectors and companies.
Monitoring	Yes
Target Group	Companies, civil society organisations, governments, trade unions and investors

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small Medium Large
Case Studies/Good Practice	Yes, bank of 10,000 cases
Interactivity	Yes, interactive and online
Human Rights Knowledge Required	All levels
Flexibility	Yes. Maplecroft reports and briefings are available online, off the shelf or on request and can be tailored to a client's needs to include sector analysis and maps.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social, and Cultural Rights International Convention on the Elimination of All Forms of Racial Discrimination, Convention on the Elimination of All Forms of Discrimination Against Women Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment Convention on the Rights of the Child UN Global Compact
Labour Rights	Convention on Freedom of Association and Protection of the Right to Organise (no.87) Convention on the Right to Organise and Collective Bargaining (no.98) Convention on Forced Labour (no.29) Convention on Equal Remuneration (no. 100) Convention on Discrimination (no. 111) Convention on Minimum Age (no. 138) Convention on the Worst Forms of Child Labour (no. 182)
National Laws	Compliance with national laws and regulations in countries and regions of operation right down to local government and sector level - reports include details of human rights and labour laws and regulations.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arbitrary arrest and detention
Business integrity and corruption index
Child labour
Child soldiers
Compensation
Contract law
Corruption and bribery
Disappearances
Discrimination
Extrajudicial or unlawful killings
Female rights
Forced or involuntary labour
Freedom of association and collective bargaining
Freedom of conscience, expression and religion
Freedom of speech and press
Health and safety
Human rights defenders
Indigenous peoples rights
Internal Displacement and refugees
Judicial effectiveness
Judicial independence
Kidnapping
Minority rights
Reporting environment
Security forces and human rights
Trafficking
Torture
Working conditions
Working hours

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. All tools are linked to concepts of complicity and sphere of influence through using the methodology of the Ruggie Framework to understand human rights risk to business in terms of the state's responsibility to protect human rights, the corporation's responsibility to respect human rights and the state's responsibility to provide access to remedy to those who suffer abuses of human rights.
Supply Chain	Yes. Maplecroft provides tools and services to identify and manage human rights risks in the supply chain, including risk calculators and screening tools
Human Rights Impact Assessment	Yes
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

Maplecroft provides a broad range of excellent human and labour rights tools, reports and services. Users can resort to various versions of targeted tools for specific purposes including risk assessment, impact assessment, monitoring or supply chain management. As a specific particularity Maplecroft documents usually include maps or charts, which enhance their practicability and user-friendliness.

Use the website and services for detailed information on human and labour rights risks, impact assessments and monitoring and ask for tailored solutions. See also the joint Maplecroft and UN Global Compact initiative on the human rights dilemmas forum ( http://human-rights.unglobalcompact.org/), which offers extensive resources and case studies.

User Evaluation

Files
	Evaluation_francaise_-_Maplecroft_Human_Rights_Tools_and_Services.pdf

Network Social Responsibility (NeSoVe)

The Austrian Network Social Responsibility (NeSoVe) is a coalition of NGOs (human rights, anti-discrimination, environment, development cooperation, etc.) as well as organizations representing employee´s interests (trade unions, works councils), representing a civil society stakeholder perspective on Corporate Social Responsibility (CSR).

The Network is an information and communication platform. It promotes practical as well as academic discussions and the exchange of experiences and research results among its members. With regard to the economy and the public it focuses on awareness raising for the issue of CSR and voices opinions and demands of relevant stakeholders in the CSR-process.

The Network supports, accompanies and organizes the monitoring of CSR activities of companies and organizations representing their interests.

NICK – Network Social Responsibility Catalogue of CSR Indicators (NeSoVe Indikatoren CSR Katalog)

1. Key Data
Origin of the Initiative	Network Social Responsibility (NeSoVe)
Year of Development	2009 (draft), online version as of May 2010
Accessibility	Upon registration
Availability	Free
Language	German
Contact	office@sozialeverantwortung.at
Website	www.nesove.at

2. Aim and Function of the Tool
Type	Benchmarking, Self-Assessment, General Guidance
Specific Focus	General
Aim	Self-assessment tool that assists companies to measure their CSR-performance.
Function	NICK provides a structured measurement and reporting framework for open and transparent self-assessment on CSR-performance of private companies. Moreover, this online-tool provides further information on how to improve CSR.
Monitoring	Yes
Target Group	Companies, CSR experts, employees, consultants, trainers, trade unions, governmental and public organisations, business support organisations, networks, policy makers, non-governmental organisations/civil society

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	No
Interactivity	Yes
Human Rights Knowledge Required	No
Flexibility	Yes

4. Normative Framework
Human Rights	OECD Guidelines for Multinational Enterprises UN Global Compact Universal Declaration on Human Rights
Labour Rights	EU Employment Equality Directive 2000/78/EC ILO Convention on Collective Bargaining (no. 154) ILO Convention on Discrimination (no. 111) ILO Convention on Employment Policy (no. 122) ILO Convention on Equality of Treatment (Social Security) (no. 118) ILO Convention on Forced Labour (no. 29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Elimination of All Forms of Discrimination Against Women ILO Convention on the Right of Association (Agriculture) (no. 11) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on Working Conditions (Hotels and Restaurants) (no. 172) ILO Convention on Working Environment (Air Pollution, Noise and Vibration) (no. 148) ILO Declaration on Fundamental Principles and Rights at Work ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with Austrian law.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Collective bargaining
Customers / consumers
Data protection and privacy
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Health and wellbeing
Migrant workers
Minorities
Stakeholder engagement
Women's rights
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes
Human Rights Impact Assessment	Yes
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

The Network Social Responsibility Catalogue of CSR Indicators (NICK) provides an evaluation grid for organizations in order to measure their social responsibility. It has been developed by experts from the network, involving different professional perspectives on CSR, on the basis of a former position paper following the structure of the Global Reporting Initiative (GRI) and the criteria applied by Ethibel and Clean Clothes.

NICK represents a comprehensive framework for assessing a company's or organization's behaviour in terms of CSR. Additionally, it serves well as a tool for awareness raising, triggering processes of public discussions and promoting the implementation of corporate social responsibility in Austria. Use the tool as a foundation for your CSR (business) processes and as a solid means to prepare for future legal obligations in the field of CSR. You may also consult the Network Social Responsibility (NeSoVe) or enter into dialogue with any of its affiliated organizations and institutions with regard to the tool, or CSR and related topics in general.

User Evaluation

Files
	Evaluation_francaise_-_NICK_Network_Social_Responsibility_Catalogue_of_CSR_Indicators.pdf

OECD

The OECD is a unique forum where the governments of 30 democracies work together to address the economic, social and environmental challenges of globalisation.

The OECD is also at the forefront of efforts to understand and to help governments respond to new developments and concerns, such as corporate governance, the information economy and the challenges of an ageing population. The Organisation provides a setting where governments can compare policy experiences, seek answers to common problems, identify good practice and work to co-ordinate domestic and international policies.

OECD Publishing disseminates widely the results of the Organisation's statistics gathering and research on economic, social and environmental issues, as well as the conventions, guidelines and standards agreed by its members.

OECD Risk Awareness Tool for Multinational Enterprises in Weak Governance Zones

1. Key Data
Origin of the Initiative	Organisation for Economic Co-operation and Development, multi-stakeholder involvement
Year of Development	2006
Accessibility	Free
Availability	Free
Language	English, French
Contact	investment@oecd.org
Website	http://www.oecd.org/dataoecd/26/21/36885821.pdf

2. Aim and Function of the Tool
Type	Human Rights Risk Assessment
Specific Focus	Conflict zones
Aim	The tool offers guidance for multinational enterprises in weak governance zones where governments are unwilling or unable to assume their responsibilities.
Function	The tool addresses ethical dilemmas and proposes a list of questions for companies that consider actual or prospective investments in weak governance zones. The questions cover the following topics: Obeying the law and observing international instruments Heightened managerial care Political activities Knowing clients and business partners Speaking out about wrongdoing Business roles in weak governance societies - a broadened view of self interest
Monitoring	Yes
Target Group	Non-governmental organisations/civil society Companies Employers' organisations Trade Unions Policy makers International financial institutions

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small Medium Large
Case Studies/Good Practice	Yes
Interactivity	No
Human Rights Knowledge Required	Advanced
Flexibility	Yes. The tool provides a set of questions that can be flexibly applied to the company's situation.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights, OECD Guidelines for Multinational Enterprises Universal Declaration on Human Rights Voluntary Principles on Security and Human Rights
Labour Rights	ILO Convention on Discrimination (no. 111) ILO Convention on Forced Labour (no. 29) ILO Convention on Minimum Age (no. 138) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Declaration on Fundamental Principles and Rights at Work ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

The tool does not refer to specific human rights. It emphasizes the need to comply with international human and labour rights instruments (see above).

Keywords

Armed groups
Conflict
Corporate- / organisational culture
Corruption and bribery
Democracy / relations to government
Discrimination
Dispute resolution / grievance mechanism
Due diligence
Indigenous peoples
Local communities
Monitoring / auditing
Recruitment and employment practices
Safety
Security forces and arrangements
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes
Human Rights Impact Assessment	No. The tool underlines the need to conduct impact assessments but does not provide specific guidance on how to proceed.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The OECD Risk Assessment tool provides a very comprehensive checklist of questions that relate to business conduct in weak governance zones. It raises awareness on a broad range of issues companies could face. This includes questions concerning e.g. company involvement in local politics, corruption or risks linked to speaking out about wrongdoing. Finally the tool includes a very useful glossary on selected terms.

Overall the OECD Risk Assessment is a very comprehensive catalogue of questions that raises awareness on and helps to identify human rights and business risks in weak governance zones. For solutions or detailed case examples on how to best mitigate these risks you might have to consult other tools.

User Evaluation

Files
	OCEC_Risk_Awareness_tool.pdf

Social Accountability International (SAI)

Social Accountability International (SAI) is a non-governmental, multi-stakeholder organization whose mission is to advance the human rights of workers by promoting decent work conditions, labor rights, and corporate social responsibility through voluntary standards.

SAI established one of the world's preeminent social standards - SA 8000 - a recognized benchmark among the voluntary codes and standards initiatives that companies and factories measure their performance. SA8000 is grounded on the principles of core ILO conventions, the UN Convention on the Rights of the Child, and the Universal Declaration of Human Rights.

SAI partners with trade unions, non-governmental organizations (NGOs), multi-stakeholder initiatives, organic, fair trade, and environmental organizations, government agencies, and anti-corruption groups to carry out its mission.

Social Accountability 8000 Standard (SA 8000) and Guidance Document

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Social Accountability International (SAI), trade unions, multinational enterprises, NGOs, academics, investment companies and third party certification bodies.
Year of Development	First edition of the Standard in 1997, last revision 2008; Guidance Document 2004
Accessibility	Free no registration
Availability	Standard free, Guidance Document on purchase
Language	Standard: English, Arabic, French, Hindi, Italian, Japanese, Portuguese, Romanian, Spanish, Thai Guidance Document: English
Contact	info@sa-intl.org; order@sa-intl.org
Website	http://www.sa-intl.org/index.cfm?fuseaction=Page.viewPage&pageId=937&parentID=479&nodeID=1 http://www.sa-intl.org/index.cfm?fuseaction=Page.viewPage&pageId=710&parentID=479

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Training, Human Rights Reporting
Specific Focus	Decent work
Aim	The aim of the SA 8000 Standard is to promote workers' rights and to enable employers to sustainably implement a systems-based approach to ensuring decent work and working conditions. The Guidance Document provides various tools and information for users of the Standard including definitions, legal and practical background information and case examples. It seeks not only to assist SA 8000 auditors, but also to serve multiple audiences by explaining how the SA8000 verification system works in the field.
Function	SA 8000 provides a verifiable standard and a management system based on international human rights and labour laws that can protect and empower all personnel within a company's scope of control and influence. The Guidance Document functions as a field guide for auditors, and a teaching tool for managers and workers in order to develop techniques for implementing SA 8000 and monitoring ongoing compliance. It contains a series of detailed recommendations on methods and techniques for carrying out an SA 8000 certification audit. It allows external and internal auditors, as well as consultants, to prepare for and execute the audit, to specify the necessary follow-up, or to run internal monitoring programs with suppliers. According to the workplace issues mentioned in the Standard, the document covers: Child Labour Forced Labour Health and Safety Freedom of Association and the Right to Collective Bargaining Discrimination Disciplinary Practices Working Hours Remuneration Management Systems In each of the nine chapters the elements of the standard are broken down into three sections: Standard Requirements and Interpretation Auditing Considerations Background Information The Document concludes with an Audit Process Chapter, including a review the actual audit process, preparatory and follow-up stages, recommendations for information-gathering with different stakeholders, and techniques for interviews with workers.
Monitoring	Yes. The SA 8000 process includes regular third party assessments of compliance to the Standard. It provides for specific trainings and accreditation of auditors in order to ensure the competence of monitoring organisations (see http://www.sa-intl.org/index.cfm?fuseaction=Page.viewPage&pageId=511&parentID=473&nodeID=1). Moreover, there exists a formalised complaints process for non-compliance with the Standard.
Target Group	Companies, consultants, civil society, trade unions, workers, auditors, workers

3. Practicability and Flexibility
Business Sector	All sectors- the Guidance Document highlights risks that are typically related to specific sectors
Region	All regions
Company Size	Small (see chapter on Management Systems in the Guidance Document, which refers to SMEs; however, in practice there are still difficulties in applying the tool to small enterprises) Medium Large
Case Studies/Good Practice	Yes. Detailed case studies and background examples relating to each of the SA 8000 requirements are given in the Guidance Document. The examples also include social situations relating to auditing questions as well as examples of the changing legal context in different countries.
Interactivity	SAI offers technical assistance and several different training courses designed for auditors, workers, managers and others interested in learning about the SA8000 certification process. Trainings are usually organised jointly for workers and managers and contribute to mutual trust and understanding. This way, SAI also receives extensive client feedback. In addition, it publishes updates on auditing requirements in the form of Auditor Advisories on its website.
Human Rights Knowledge Required	None-basic. SAI offers trainings for all relevant stakeholders. Auditors must complete SA 8000 Auditor Training Courses. The Guidance Document offers detailed information on the management systems requirements of SA 8000. Preparation for SA 8000 Certification at the company level requires that management develop effective policies and track performance improvements resulting from those policies.
Flexibility	Non-auditors can use the Guidance document flexibly to address various areas of (non-)compliance through a stringent standard. The standard as a whole is very detailed and, if implemented, requires close adherence to the steps outlined in the Guidance document.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights UN Convention on the Rights of the Child UN Convention on the Elimination of All Forms of Discrimination against Women, UN Convention on the Elimination of All Forms of Racial Discrimination
Labour Rights	ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no.87) ILO Convention on Minimum Age (no. 138), ILO Convention on the Abolition of Forced Labour (no.105) ILO Convention on the Right to Organise and Collective Bargaining (no.98) ILO Convention on Workers' Representatives (no. 135) ILO Convention on Vocational Rehabilitation and Employment (Disabled Persons) (no. 159) ILO Convention on Home Work (no. 177) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Collective bargaining
Compensation
Corporate- / organisational culture
Data protection and privacy
Disciplinary measures
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Export processing zones
Forced and bonded labour
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Home workers
Housing conditions
Migrant workers
Minorities
Monitoring / auditing
Physical abuse / threats
Recruitment and employment practices
Remuneration
Safety
Stakeholder engagement
Supply chain management
Torture
Trafficking in human beings
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes, supply chain management is a core element of SA 8000. The tool specifically refers to suppliers and contractors and gives detailed advice and recommendations on ensuring their compliance with the Standard.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility

8. Concluding Evaluation

LARRGE Evaluation

The SA 8000 Standard and Guidance Document offer detailed recommendations on how to ensure human and labour rights- compliant business conduct with regard to workers, suppliers and contractors. The Guidance Document constitutes a very comprehensive and useful reference tool that contains not only background information and definitions but also practical instructions. The SA 8000 process and certification is one of the most successful and best known tools for ensuring decent work and working conditions. It provides for continuous training and verification.

Use SA 8000 guiding principles and advice for engaging in, and monitoring, human and labour rights-compliant business conduct. Learn more about practical challenges and lessons learned through case studies and practical tips. The tool is not restricted to auditors, and is also recommended for all other stakeholders who wish to support decent work. Apart from the Guidance Document, the FAQs are a valuable additional source of information that may help companies delineate their responsibilities.

Note: SA 8000 focuses predominately on the relationship between employers and workers. Therefore, additional tools are recommended for assessing the community impact of a project, or for conducting human rights impact assessments.

User Evaluation

Why tool was used: consistency with companies codes and principles; to secure effective risk management; enhancement of comparative advantage

How tool was discovered: relations with NGOs/civil society organizations, Industry association, Publication/advertising, Industry conferences

Tool was relevant for:

Raising awareness on human rights responsibilities internally in the company
Promoting the culture of dialogue with stakeholders on the ground
Monitoring of the supply chain concerning forced or forbidden child labor
Creating competitive advantages
Encouraging increased innovation in reputation to minimize risk
Increasing creation of the corporate culture
Minimizing company impact
Securing Social License to operate
Putting in system company commitments and activities

How tool was implemented: by company employees with assistance from the tool creators and NGOs or civil society organizations and 3rd party auditing

Time for tool implementation: 6 months to 1 year

Most often used with: AA1000 (Accountability), Fairtrade Standards (Fairtrade Labelling Organisations Int.), Q Res, A Guide to Human Rights Impact Assessment and Management (IBLF, UNGC), A Human Rights Framework (BLIHR, IBLF, OHCHR), BSCI Code of Conduct (BITC), Human Rights Compliance Assessment Tool (Danish Institute for Human Rights), The Labour Principles of the UN Global Compact - A Guide for Business (ILO, UNGC)

Files
	SA8000_Standard.pdf SA8000_Drafters_Notes_2008.pdf 2004_SAI_Guidance_Final.pdf Evaluation_francaise_-_SA_8000.pdf

The Prince of Wales International Business Leaders Forum (IBLF)

The Prince of Wales International Business Leaders' Forum (IBLF) is an independent, not-for-profit global organisation working with business leaders to deliver innovative solutions to sustainable development challenges worldwide. The organisation has led the field in advocating and promoting business leadership in corporate responsibility and development since our launch in 1990.

IBLF is supported by a network of over 60 global and national companies from Europe, America, Asia and the Middle East. These businesses are leaders in their sectors, and often in the fields of social and environmental accountability, community investment, stakeholder consultation and partnerships.

Over the past two decades, they have worked with business, governments, and civil society in over 90 countries - both in developing countries and emerging markets, as well as the major financial hubs where companies are headquartered.

Guide to Human Rights Impact Assessment and Management

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: International Business Leaders Forum, International Finance Cooperation, UN Global Compact
Year of Development	The updated and revised version was launched as online tool in June 2010.
Accessibility	Registration
Availability	Free online tool on the website, no costs
Language	English; a booklet, providing an overview of the Guide to HRIAM online tool is available also in Arabic, Chinese, French, Russian and Spanish
Contact	desiree.abrahams@iblf.org; ywyss@ifc.org; wynhoven@un.org
Website	https://www.guidetohriam.org/welcome

2. Aim and Function of the Tool
Type	Human Rights Impact Assessment
Specific Focus	General
Aim	The aim of the revised Guide to Human Rights Impact Assessment and Management (HRIAM) is to provide companies with guidance on how to assess and manage human rights risks and impacts of their business activities.
Function	The Guide to HRIAM (2010) provides guidance on how to assess and manage the human rights risks and impacts of their business activities through an iterative, dynamic and interconnected process divided into seven stages: Preparation: Determine the company's human rights due diligence approach and scope the company's human rights impact assessment Identification: Identify the key human rights risks and impacts, set the baseline Engagement: Engage with stakeholders to verify the human rights risks and impacts, develop a grievance mechanism that considers human rights issues Assessment: Assess the human rights impacts and consequences, analyse the assessment findings Mitigation: Develop appropriate mitigation action plans, present the mitigation action plans and recommendations to management Management: Implement the mitigation action plans and recommendations, integrate human rights within the management system Evaluation: Monitor, evaluate and report on the company's capacity to address human rights, review the evaluation and make appropriate adjustments if necessary Each stage includes specific questions that need to be considered. Some sections comprise additional explanation (e.g. on grievance mechanisms) or provide examples of human rights challenges and potential consequences for the company. The chapter "Guide to HRIAM Tools and Tables" lists the HRIAM tools and tables, which are integrated into the seven stages: Human Rights Scenarios: in two interactive exercises users are confronted with hypothetical human rights scenarios that present a range of human rights challenges of a fictional company. Each scenario presents a selection of human rights challenges, relevant to the industry sector (scenarios have been written for twelve industry sectors, see above: specific sector). Human Rights Impact Assessment and Management Table: lists 35 human rights and contains - for each of them - definitions, business risks and impacts related to human rights as well as examples for business opportunities. In addition it refers to the pertinent provisions of the IFC Policies and Performance Standards. Human Rights Impact Assessment Tool: aims to help the company identify the human rights that represent a risk or impact for the company's stakeholders. Human Rights Impact Mitigation and Management Tool: aims to help the company identify the actions and measures that will mitigate the previous/existing actual impacts and/or prevent/avoid/anticipate the potential impacts. It provides some generic examples companies may use as guidance to draft their own action plan. In addition the Guide to HRIAM provides an online platform ("Community") for practitioners working and interested in the field of business and human rights and is open to any user of the Guide to HRIAM online tool.
Monitoring	Yes. The Guide contains recommendations for monitoring and evaluation in the project management process (see stage 7). It equally provides guidance on developing a human rights based grievance mechanism.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors, specific scenarios have been written for twelve industry sectors: Agriculture (Extensive) Agriculture (Intensive) Banking and Business Services Construction and Infrastructure Extractives - Oil and Gas Extractives - Mining Food and Beverage Pharmaceutical and Chemical Retail - Garment, Footwear, Homeware and Toys Telecommunications Tourism Transport
Region	All regions
Company Size	Large and medium; eventually also small companies but the process might be too complex for their specific situation.
Case Studies/Good Practice	Yes
Interactivity	Yes. The web-based Guide includes several interactive tools and offers an online discussion forum. In addition, the HRIA website hosts a quarterly online discussion series on HIRAM-related issues. The whole Guide is conceived as an online tool. For the moment there is unfortunately no pdf version yet to download the whole document. Users that prefer a print version need to print every single page.
Human Rights Knowledge Required	Basic. The new Guide to HRIAM follows a step by step model. The human rights impact assessment and management table explains the human rights concept and illustrates it with case studies so that it is basically possible to work with the tool without having knowledge on human rights. Nevertheless it is advisable to involve persons with solid human and labour rights knowledge into the process.
Flexibility	The Guide to HRIAM is very flexible and can be adapted to specific circumstances and company situations. It is equally possible enter the HRIAM process at different stages.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights IFC Performance Standards International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment Convention on the Elimination of All Forms of Discrimination against Women Convention on the Elimination of All Forms of Racial Discrimination Convention on the Rights of Persons with Disabilities Convention on the Rights of the Child
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention concerning Forced or Compulsory Labour (no.29) ILO Convention concerning the Abolition of Forced Labour (no.105) ILO Convention concerning Discrimination in Respect of Employment and Occupation (no.111) ILO Convention concerning Freedom of Association and Protection of the Right to Organise (no.87) ILO Convention concerning the Application of the Principles of the Right to Organise and to Bargain Collectively (no.98) ILO Convention concerning Minimum Age for Admission to Employment (no.138) ILO Convention concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour (no.182)
National Laws

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Equality and non-discrimination between women and men, gender issues

Equality and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arrest and detention
Corporate / organisational culture
Child labour
Compensation
Customers / consumers
Discrimination
Due diligence
Forced and bonded labour
Freedom of expression / - of the press / access to information
Freedom of conscience and religion
Health and wellbeing
Indigenous peoples
Local communities
Minorities
Monitoring / auditing
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Resettlement / land management
Stakeholder engagement
Supply chain management
Torture
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes, but corresponding to the IFC Stakeholder Engagement wording the Guide refers to "impact zoning". Thereby it maps stakeholders alongside key areas of adverse impact from the business activity. It distinguishes between different types of affected stakeholders (ranging from employees and workers, to communities, non-governmental organisations and vulnerable groups) and outlines key considerations when engaging with these different groups.
Supply Chain	Yes. Obligations concerning the supply chain are addressed e.g. in stage 2 (Identifying the key human rights risks and impacts associated with the business activity).
Human Rights Impact Assessment	Yes. Human rights impact assessments are the key focus of the Guide.
Specific Guidance on Individual(Company)Responsibility	Yes.

8. Concluding Evaluation

LARRGE Evaluation

The updated version of the HRIAM is based on an extensive stakeholder consultation process. In its revised version it is also addressing the specific user feedback that resulted from the process.

It is still, and after its revision even more, one of the best and most comprehensive human rights impact assessment tools that currently exist. The revision has contributed to its user friendliness and increased the flexibility and practicability of the tool (see e.g. tables and interactive tools, "what does it mean in practice" questions, checklist, etc.). From a human rights perspective it provides ideal guidance.

Use the revised Guide to HRIAM as an instruction and resource platform for conducting a thorough human rights impact assessment and for guiding your human rights management process. The tool is no quick fix, be aware that it is a comprehensive long term process that requires corresponding resources.

User Evaluation

Files

Human Rights: Is it any of your business?

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: The Prince of Wales International Business Leaders Forum (IBLF), Amnesty International (AI)
Year of Development	2000
Accessibility	Free
Availability	Download summary for free, hardcopy on purchase
Language	English
Contact	info@iblf.org
Website	http://www.iblf.org/Resources/reports/publicationsv10_last.aspx http://shop.iblf.org/DisplayDetail.aspx?which=18

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Risk Assessment, Human Rights Impact Assessment
Specific Focus	Conflict zones, stakeholder engagement, decent work
Aim	The purpose of the tool is to inform companies about a range of human rights problems they may confront in their business practice. In this regard, its aim is to assist company managers in developing and implementing explicit human rights policies as part of their core business principles and operations.
Function	The Guide offers companies practical advice on systematically tackling key human rights risks and dilemmas. It translates human rights into the business context and explains their legal background. Chapters cover the following: Overview section Risks and dilemmas (e.g. conflict zones, security forces, land rights, indigenous peoples, labour rights) Principles to practice (key elements and case studies) Drivers of change (shareholder pressure, transparency and disclosure, social reporting and auditing, regulatory and normative pressure) In addition, the Guide offers a broad range of detailed case studies (see also chapter on case studies) and lessons learned from the company perspective. The resource section contains a checklist and guidelines on good corporate practice.
Monitoring	Yes. The Guide explicitly underlines the importance of monitoring and refers to both internal monitoring and complaints procedures for workers and other stakeholders, as well as independent external verification and auditing.
Target Group	Companies, consultants

3. Practicability and Flexibility
Business Sector	All sectors (specific focus on extractive industries, clothing and manufacturing)
Region	All regions
Company Size	Large, medium
Case Studies/Good Practice	Yes, the tool contains a broad range of detailed case studies.
Interactivity	The Guide is not conceived as an interactive tool.
Human Rights Knowledge Required	Basic. Human rights challenges and considerations are well explained.
Flexibility	The Guide has not been designed for adaptation to specific company situations. However, companies might find similar problems in the case studies and use these experiences as inspiration for good practice.

4. Normative Framework
Human Rights	UN Convention on the Rights of the Child International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights UN Draft Declaration on the Rights of Indigenous Peoples Universal Declaration on Human Rights
Labour Rights	ILO Convention on Discrimination (no. 111), ILO Convention on Equal Remuneration (no. 100) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and Protection of the Right to Organise (no.87) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Indigenous and Tribal Peoples (no. 107) ILO Convention on the Right to Organise and Collective Bargaining (no.89) ILO Convention on Minimum Age (no. 138) ILO Convention on the Right to Organise and Collective Bargaining (no.98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Minimum Wage Fixing Convention (no. 131) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arrest and detention
Armed groups
Capacity / capability building
Corporate- / organisational culture
Child labour
Collective bargaining
Compensation
Conflict
Corruption and bribery
Customers / consumers
Disappearances / kidnapping
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Indigenous peoples
Internal displacement / refugees
Local communities
Migrant workers
Minorities
Monitoring / auditing
Natural resources
Property
Recruitment and employment practices
Resettlement / land management
Safety
Security forces and arrangements
Social investment
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Young workers
Remuneration
Home workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes, various aspects and recommendations on supply chain management are included in the thematic sections.
Human Rights Impact Assessment	Yes. The Guide provides a range of recommendations on human rights impact assessments, included in the different thematic sections (see also Overview chapter).
Specific Guidance on Individual(Company)Responsibility	The Guide is not a complete self-assessment tool that offers individual guidance on the challenges and problems of a specific company or operation. However, it works with targeted questions against which the company may assess its performance in various areas. The resource section includes a human rights checklist issued by the Norwegian Confederation of Business Industry.

8. Concluding Evaluation

LARRGE Evaluation

Although the Guide was developed in 2000, and so does not reflect the latest developments in human rights and business, and while some charts may also be outdated, it still constitutes a very valuable tool for company practice. Its special focus on human rights dilemmas and the broad range of case studies makes it highly recommendable for companies requiring a thorough understanding of the variety of human rights challenges they may face.

Use the tool to learn from business experience in tackling human rights risks and dilemmas, and for drawing up a corporate human rights strategy.

User Evaluation

Files
	Human_Rights_-_Is_it_any_of_your_business_-_Executive_Summary_2000.pdf Evaluation_francaise_-_Human_Rights_-_Is_it_any_of_your_business.pdf

Human Rights Translated: A Business Reference Guide

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Castan Centre for Human Rights Law, The Prince of Wales International Business Leaders Forum (IBLF), Office of the High Commissioner for Human Rights (OHCHR), UN Global Compact (UNGC) Office
Year of Development	2008
Accessibility	Free, no registration
Availability	Free, no costs
Language	English
Contact	info@iblf.org
Website	http://www.iblf.org/docs/HumanRightsTranslated.pdf http://www.iblf.org/docs/HumanRightsTransNavCard.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	General
Aim	The aim of the Guide is to help clarify the relationship between companies and human rights by explaining human rights in the business context. It helps company managers to understand what stakeholders may expect of them, both in terms of strategic policy and implementation at the local level.
Function	The tool gives a thorough introduction to human rights in the business context and provides a 'glossary of key selected terms'. The users are guided through each of the rights contained in the UN treaties, and are given a description of what each right means in general terms and how it may be relevant to a company's activities. Each description of a right is illustrated by case studies of corporate experiences and is supplemented by suggested practical actions. Some of these practical actions are policy or strategy-focused and give guidance on the integration of human rights due diligence processes within the company. Others are geared towards operational staff and are particularly relevant for those working on specific facilities or based in challenging locations. Where a right is particularly relevant to a certain type of business, specific suggestions are flagged. The 'Navigating the Guide' card provides users with a concise overview reference publication and helps with using the document.
Monitoring	No
Target Group	Companies According to LARRGE evaluation also: consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes. The case studies are not meant to represent the 'best' or 'worst' examples, but rather illustrate the real-life relevance of the right concerned. They are up to date as of August 2008. For recent developments, users can visit the Business and Human Rights Resource Centre (see below: Interactivity).
Interactivity	The Guide is conceived as a reference tool. It is not interactive. Users can find more case studies and other information on the website www.businesshumanrights.org.
Human Rights Knowledge Required	As a general guidance document on human rights, the guide has not been designed for adaptation to specific company situations.
Flexibility	No

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights (ICCPR) International Covenant on Economic, Social and Cultural Rights (ICESCR)
Labour Rights	ILO Convention concerning Termination of Employment at the Initiative of the Employer (no.158) ILO Convention on Discrimination (no. 111) ILO Convention on Employment Policy (no. 122) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and the Protection of the Right to Organise (no. 87) ILO Convention on Holidays with Pay (no. 132) ILO Convention on Hours of Work (Commerce and Offices) (no. 30) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Labour Clauses (Public Contracts) (no. 94) ILO Convention on Labour Inspection (no. 81) ILO Convention on Minimum Age (no. 138) ILO Convention on Occupational Health Services (no. 161) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Protection of Wages (no. 95) ILO Convention on Social Security (Minimum Standards) (no. 102) ILO Convention on the Forty-Hour Week (no. 47) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Weekly Rest (Commerce and Offices) (no. 106) ILO Convention on Weekly Rest (Industry) (no. 14) ILO Declaration on Fundamental Principles and Rights at Work ILO Minimum Wage Fixing Convention (no. 131)
National Laws	No reference to national laws

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Armed groups
Arrest and detention
Child labour
Compensation
Copyright and patenting
Data protection and privacy
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Extrajudicial or unlawful killings
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Housing conditions
Indigenous peoples
Local communities
Minorities
Physical abuse / threats
Property
Resettlement / land management
Safety
Security forces and arrangements
Torture
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No. Complicity is explained in the glossary, but no detailed information is given on this topic.
Supply Chain	No
Human Rights Impact Assessment	No. Complicity is explained in the glossary, but no detailed information is given on this topic.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Guide provides a very useful and comprehensive reference tool that explains human rights obligations and challenges within the business context. Given its user-friendly and easily understandable structure it is also recommended as an introductory tool for learning about human rights and business linkages. The Guide goes beyond the focus of the LARRGE project, which specifically analyses Decent Work issues. It covers all human rights enshrined in the two UN Covenants and contains specific case examples.

Use the Guide to enhance your understanding of human rights in the corporate context, and for learning from various illustrative case studies. See the section on "Further Resources" which includes links to:

country risk information,
impact assessments,
thematic issues (conflict contexts and security arrangements, corruption, health, medicines, indigenous people, land rights and resettlement, internet freedom and privacy),
industry sector initiatives and information about socially responsible investment.

User Evaluation

Why tool was used: international recognition

How tool was discovered: industry associations, industry conferences, relations with NGOs/civil society organizations

Tool was relevant for:

Verifying compliance of business activities with the international labor standards

How tool was implemented: by company employees with assistance from tool creators and NGOs or civil society organizations

Time for tool implementation: 6-12 months

Most often used with: A Guide to Human Rights Impact Assessment and Management (IBLF, UNGC), Human Rights Compliance Assessment Tool (Danish Institute for Human Rights), SA 8000 Standard (Social Accountability International), The Labour Principles of the UN Global Compact - A Guide for Business (ILO, UNGC)

Files
	HumanRightsTranslated.pdf

UN Global Compact (UNGC) Office

Launched in July 2000, the UN Global Compact is a both a policy platform and a practical framework for companies that are committed to sustainability and responsible business practices. As a leadership initiative endorsed by chief executives, it seeks to align business operations and strategies everywhere with ten universally accepted principles in the areas of human rights, labour, environment and anti-corruption.

Through a wide spectrum of specialized workstreams, management tools, resources, and topical programs, the UN Global Compact aims to advance two complementary objectives:

Mainstream the ten principles in business activities around the world

Catalyze actions in support of broader UN goals, including the Millennium Development Goals (MDGs)

Human Rights and Business Learning Tool

1. Key Data
Origin of the Initiative	UN Global Compact (UNGC) Office, Office of the High Commissioner for Human Rights (OHCHR), UN System Staff College (UNSSC)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English
Contact	globalcompact@un.org
Website	http://www.unssc.org/web/hrb/Default2.asp

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Training
Specific Focus	General
Aim	This tool aims at supporting managers and CSR professionals to understand what human rights are and how they are relevant to their business operations by means of an e-learning course. It helps companies to participate in the UN Global Compact and to integrate its principles into their everyday business.
Function	The Human Rights and Business Learning Tool outlines the historical development of the human rights regime, and illustrates key aspects of what is meant by human rights. The tool focuses on the two Global Compact human rights principles and related concepts of spheres of influence and complicity. The e-learning tool is divided into three modules, Introduction to Human Rights (Module 1), Sphere of Influence (Module 2) and Complicity (Module 3). Module 1 equips users with knowledge on the key components of internationally accepted human rights standards and principles and enables them to apply this knowledge to understanding and analyzing human rights issues and situations encountered in the work of a company. It features the following 6 subsections: What are Human Rights: introduces what is meant by human rights and examines in greater depth the sources of human rights Three stories about human rights are presented to explore the relevance of human rights to business Values of the international community to follow a human rights framework are explained What Does this Mean for Business: outlines what all of this means in practice for business Implementation and enforcement mechanisms Review of learning covered in the module Module 2 begins by looking at the origin of the term sphere of influence and its evolution over time. It describe the concept and use of sphere of influence in relation to CSR and enables the users to apply it in order to better understand corporate human rights responsibilities. Five subsections take in turn the specific components of a company's sphere of influence: Workplace Supply chain Marketplace Community Government Module 3 focuses on complicity in human rights abuses, which is of most relevance to larger companies, in particular those which operate in countries where conflict and human rights abuses are prevalent and those in sectors with the greatest potential impacts (e.g. the extractives sector). On completing the module the users will be able to describe the concept and use of complicity in relation to corporate responsibility for human rights abuses, explain different situations where complicity could occur and identify where their own company's operations risks of complicity might exist.
Monitoring	No
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes
Interactivity	Yes
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	Universal Declaration of Human Rights (UDHR) International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights UN Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment, UN Convention on the Elimination of All Forms of Discrimination against Women UN Convention on the Elimination of All Forms of Racial Discrimination UN Convention on the Rights of the Child International Convention on the Protection of the Rights of All Migrant Workers and Members of their Families UN Declaration on the Rights of Indigenous Peoples European Convention for the Protection of Human Rights and Fundamental Freedoms incl. Additional Protocols American Convention on Human Rights incl. Additional Protocols African Charter on Human and Peoples' Rights
Labour Rights	ILO Convention on Freedom of Association and Protection of the Right to Organise (no. 87) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on Forced Labour (no. 29) ILO Convention on the Abolition of Forced Labour (no. 105) ILO Convention on Discrimination (no. 111) ILO Convention on Equal Remuneration (no. 100) ILO Convention on Minimum Age (no. 138) ILO Convention on the Worst Forms of Child Labour (no. 182)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Customers / consumers
Data protection and privacy
Democracy / relations to government
Discrimination
Dispute resolution / grievance mechanism
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Indigenous peoples
Local communities
Resettlement / land management
Supply chain management

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. Module 2 addresses in detail the concept of sphere of influence; Module 3 is dedicated to introducing the complicity concept.
Supply Chain	Yes
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No. This is a general learning tool that cannot as such be applied or adapted to a particular company's situation.

8. Concluding Evaluation
LARRGE Evaluation	The Human Rights and Business Learning Tool constitutes an entry level web-based interactive learning course for companies on human rights and business. It is a highly recommendable tool which offers essential information to assist managers and other business personnel in appreciating the human rights elements of their work. Use it as a foundation upon which your company can act to enhance the knowledge and understanding of its workforce about human rights and thereby strengthen the integration of human rights into their corporate culture.
User Evaluation

Files
	Evaluation_francaise_-_Human_Rights_and_Business_Learning_Tool.pdf

Human Rights Translated: A Business Reference Guide

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Castan Centre for Human Rights Law, The Prince of Wales International Business Leaders Forum (IBLF), Office of the High Commissioner for Human Rights (OHCHR), UN Global Compact (UNGC) Office
Year of Development	2008
Accessibility	Free, no registration
Availability	Free, no costs
Language	English
Contact	info@iblf.org
Website	http://www.iblf.org/docs/HumanRightsTranslated.pdf http://www.iblf.org/docs/HumanRightsTransNavCard.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	General
Aim	The aim of the Guide is to help clarify the relationship between companies and human rights by explaining human rights in the business context. It helps company managers to understand what stakeholders may expect of them, both in terms of strategic policy and implementation at the local level.
Function	The tool gives a thorough introduction to human rights in the business context and provides a 'glossary of key selected terms'. The users are guided through each of the rights contained in the UN treaties, and are given a description of what each right means in general terms and how it may be relevant to a company's activities. Each description of a right is illustrated by case studies of corporate experiences and is supplemented by suggested practical actions. Some of these practical actions are policy or strategy-focused and give guidance on the integration of human rights due diligence processes within the company. Others are geared towards operational staff and are particularly relevant for those working on specific facilities or based in challenging locations. Where a right is particularly relevant to a certain type of business, specific suggestions are flagged. The 'Navigating the Guide' card provides users with a concise overview reference publication and helps with using the document.
Monitoring	No
Target Group	Companies According to LARRGE evaluation also: consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	Yes. The case studies are not meant to represent the 'best' or 'worst' examples, but rather illustrate the real-life relevance of the right concerned. They are up to date as of August 2008. For recent developments, users can visit the Business and Human Rights Resource Centre (see below: Interactivity).
Interactivity	The Guide is conceived as a reference tool. It is not interactive. Users can find more case studies and other information on the website www.businesshumanrights.org.
Human Rights Knowledge Required	As a general guidance document on human rights, the guide has not been designed for adaptation to specific company situations.
Flexibility	No

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights (ICCPR) International Covenant on Economic, Social and Cultural Rights (ICESCR)
Labour Rights	ILO Convention concerning Termination of Employment at the Initiative of the Employer (no.158) ILO Convention on Discrimination (no. 111) ILO Convention on Employment Policy (no. 122) ILO Convention on Forced Labour (no.29) ILO Convention on Freedom of Association and the Protection of the Right to Organise (no. 87) ILO Convention on Holidays with Pay (no. 132) ILO Convention on Hours of Work (Commerce and Offices) (no. 30) ILO Convention on Hours of Work (Industry) (no. 1) ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention on Labour Clauses (Public Contracts) (no. 94) ILO Convention on Labour Inspection (no. 81) ILO Convention on Minimum Age (no. 138) ILO Convention on Occupational Health Services (no. 161) ILO Convention on Occupational Safety and Health and the Working Environment (no. 155) ILO Convention on Protection of Wages (no. 95) ILO Convention on Social Security (Minimum Standards) (no. 102) ILO Convention on the Forty-Hour Week (no. 47) ILO Convention on the Right to Organise and Collective Bargaining (no. 98) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Convention on Weekly Rest (Commerce and Offices) (no. 106) ILO Convention on Weekly Rest (Industry) (no. 14) ILO Declaration on Fundamental Principles and Rights at Work ILO Minimum Wage Fixing Convention (no. 131)
National Laws	No reference to national laws

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Armed groups
Arrest and detention
Child labour
Compensation
Copyright and patenting
Data protection and privacy
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Extrajudicial or unlawful killings
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of conscience and religion
Freedom of expression / - of the press / access to information
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Housing conditions
Indigenous peoples
Local communities
Minorities
Physical abuse / threats
Property
Resettlement / land management
Safety
Security forces and arrangements
Torture
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No. Complicity is explained in the glossary, but no detailed information is given on this topic.
Supply Chain	No
Human Rights Impact Assessment	No. Complicity is explained in the glossary, but no detailed information is given on this topic.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

country risk information,
impact assessments,
thematic issues (conflict contexts and security arrangements, corruption, health, medicines, indigenous people, land rights and resettlement, internet freedom and privacy),
industry sector initiatives and information about socially responsible investment.

User Evaluation

Why tool was used: international recognition

How tool was discovered: industry associations, industry conferences, relations with NGOs/civil society organizations

Tool was relevant for:

Verifying compliance of business activities with the international labor standards

How tool was implemented: by company employees with assistance from tool creators and NGOs or civil society organizations

Time for tool implementation: 6-12 months

Files
	HumanRightsTranslated.pdf

Embedding Human Rights in Business Practice I

1. Key Data
Origin of the Initiative	UN Global Compact (UNGC) Office, Office of the High Commissioner for Human Rights (OHCHR)
Year of Development	2004
Accessibility	Free
Availability	Free
Language	English
Contact	Ursula Wynhoven , wynhoven@un.org
Website	http://www.unglobalcompact.org/docs/issues_doc/human_rights/Resources/embedding.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	General
Aim	The publication is intended as a learning document. It aims at shedding light on the theoretical and practical meaning of the Global Compact's two human rights principles, as well as to offer guidance to companies on how to implement them.
Function	Embedding Human Rights in Business Practice provides a resource book that enhances the understanding and practical meaning of the UN Global Compact Principles. In its first section it contains five key articles by internationally renowned experts including the OHCHR, which outline the foundations of companies' human rights responsibilities and explain the concepts of sphere of influence and complicity. Moreover it contains five very detailed case studies (Hewlett Packard, BP, BHP Billiton, Novo Nordisk and Total), which cover human rights policies and processes, supply chain issues and stakeholder engagement.
Monitoring	No
Target Group	Companies; According to LARRGE evaluation: Consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Medium Large
Case Studies/Good Practice	Yes
Interactivity	No. The Guide is conceived as a resource book.
Human Rights Knowledge Required	No
Flexibility	The Guide is conceived as a learning and resource document. It cannot be flexibly adapted to the individual company situation. Companies may however adjust the outlined strategies to their case.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights, OECD Guidelines for Multinational Enterprises UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights UN Global Compact Universal Declaration on Human Rights
Labour Rights	ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of operation

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arrest and detention
Capacity / capability building
Child labour
Collective bargaining
Compensation
Conflict
Data protection and privacy
Democracy / relations to government
Disciplinary measures
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Environment
Forced and bonded labour
Forced relocations
Freedom of assembly and association
Freedom of movement (e.g. passport withholding)
Harassment
Health and wellbeing
Indigenous peoples
Local communities
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Resettlement / land management
Safety
Stakeholder engagement
Supply chain management
Training, skills and talent
Transparency / disclosure
Working conditions
Workers' representation

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The Guide contains a detailed explanation and description of the concepts of sphere of influence and complicity that support companies in assessing their individual responsibility (see e.g. OHCHR briefing paper on the UNGC and Human Rights).
Supply Chain	Yes
Human Rights Impact Assessment	Yes. Key steps to conduct human rights impact assessments are explained in the OHCHR briefing paper on the UNGC and Human Rights.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

Embedding Human Rights I is a very valuable resource book to learn more about the concepts of a company's sphere of influence and complicity, which are explained by various international experts. The publication contains some very detailed and thorough case studies (see function above), which give users an excellent opportunity to learn from other processes, failures and successes. Some studies also include questionnaires and assessment tools. The case examples cover a broad range over recurring business challenges and offer therefore very valuable experiences for companies.

User Evaluation

Files
	Embedding_Human_Rights_I.pdf Evaluation_francaise_-_Embedding_HR_in_Business_Practice_I.pdf

Embedding Human Rights in Business Practice II

1. Key Data
Origin of the Initiative	UN Global Compact (UNGC) Office, Office of the High Commissioner for Human Rights (OHCHR)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English
Contact	Ursula Wynhoven, wynhoven@un.org
Website	http://www.unglobalcompact.org/docs/news_events/8.1/EHRBPII_Final.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	General
Aim	The second volume Embedding Human Rights II builds on and reinforces the idea of Embedding Human Rights I. It is equally conceived as a learning and resource book on the implementation of the two Global Compact principles. The aims of the series are: (1) to help demonstrate the relevance of human rights for business everywhere; (2) to help establish the business case for human rights; and (3) to inspire businesses all over the world to raise the level of their human rights performance.
Function	Embedding Human Rights in Business Practice II explores the practical application of the principles using case studies. It offers detailed examples of what businesses from all over the world are doing to implement human rights within their own operations and spheres of influence, and how they are doing it. It includes twenty case studies about the experiences of the following companies: ABB, Achilles, Anglogold Ashanti, AREVA, Asocolflores, Barloworld, BASF, Eskom, İpek Kağıt, Ketchum, MAS Holdings, Newmont, NIKE, Novartis, Sasol, Shell, Starbucks, Titan, Volkswagen and Westpac. The questions and issues explored in the second volume include: What is the business case for adopting a proactive approach in dealing with human rights issues? How can companies formulate comprehensive human rights policies, and what are the benefits of doing so? What are the boundaries of a company's human rights responsibilities? What are the success factors for integration of human rights concerns into business practices? What methodologies are available to decide if and how to operate in a country with weak governance and/or serious human rights concerns? What are the risks, challenges and opportunities in engaging in multi-stakeholder dialogue? What are examples of strategies for more effectively tackling human rights issues in the supply chain? Each case study addresses one or more areas in the Human Rights Management Framework: Getting started, strategy, policy, processes and procedures, communications, training, measuring impact and auditing, and reporting. An index indicates which areas are addressed in each case study.
Monitoring	No
Target Group	Companies, non-governmental organisations/civil society, academics

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Medium Large
Case Studies/Good Practice	Yes
Interactivity	No. The Guide is conceived as a resource book.
Human Rights Knowledge Required	No
Flexibility	The Guide is conceived as a learning and resource document. It cannot be flexibly adapted to the individual company situation. Companies may however adjust the outlined strategies to their case.

4. Normative Framework
Human Rights	International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights, OECD Guidelines for Multinational Enterprises UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights UN Global Compact Universal Declaration on Human Rights
Labour Rights	ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Capacity / capability building
Child labour
Collective bargaining
Compensation
Conflict
Corporate- / organisational culture
Data protection and privacy
Discrimination
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of movement (e.g. passport withholding)
Health and wellbeing
Indigenous peoples
Local communities
Monitoring / auditing
Property / intellectual property
Recruitment and employment practices
Remuneration
Social investment
Stakeholder engagement
Supply chain management
Trafficking in human beings
Training, skills and talent
Transparency / disclosure
Women's rights
Workers' representation
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The Guide is based on these principles, for detailed explanation refer to Embedding I.
Supply Chain	Yes
Human Rights Impact Assessment	Yes
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

Embedding Human Rights II expands and continues the idea of Embedding I. This publication contains no theoretical and analytical background but focuses specifically on 20 in-depth case studies (see above). The case studies further complete the range of human rights studies addressed by the first Guide. Users are given the unique opportunity to learn from various approaches and to benefit form successful strategies and lessons learned.

User Evaluation

Files
	Embedding_Human_Rights_II.pdf Evaluation_francaise_-_Embedding_HR_in_Business_Practice_II.pdf

Embedding Human Rights in Business Practice III

1. Key Data
Origin of the Initiative	UN Global Compact (UNGC) Office, Office of the High Commissioner for Human Rights (OHCHR)
Year of Development	2009
Accessibility	Free
Availability	Free
Language	English
Contact	Ursula Wynhoven, wynhoven@un.org
Website	http://www.unglobalcompact.org/docs/issues_doc/human_rights/Resources/EHRBIII.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	General
Aim	The third volume Embedding Human Rights III builds on and reinforces the ideas of Embedding Human Rights I and II. It is equally conceived as a learning and resource book on the implementation of the two Global Compact principles. The aims of the series are: (1) to help demonstrate the relevance of human rights for business everywhere; (2) to help establish the business case for human rights; and (3) to inspire businesses all over the world to raise the level of their human rights performance. All case studies in the third volume underwent peer review before publication.
Function	Embedding Human Rights in Business Practice III offers detailed examples of what businesses are doing to implement human rights within their own operations and spheres of influence. The third volume of Embedding Human Rights in Business Practice includes eight case studies detailing the experiences of companies in a diverse array of sectors operating in all corners of the world. The companies whose practices are the subject of case studies in this volume are OMV, Ford and Cadbury, ASN, Endesa, Lexmark, Xstrata, and Engro Chemical. In particular, this volume looks at both (1) higher-order principles and rationales that lie behind a company's engagement with human rights and (2) on the-ground implementation. In terms of the former, the case studies in this volume pose and respond to questions like: What is the business case for proactive human rights policies and practices? How does a business determine the scope or the boundaries of its human rights responsibilities as related to its particular operations? What does complicity in human rights abuse mean, in practical terms, for a business? Beyond these higher level questions, this volume also explores more concrete issues regarding on-the-ground application and implementation of human rights policies. For example, this volume asks: What strategies and approaches are the most effective in managing human rights risks and realizing business opportunities from supporting human rights? How can companies ensure that respect for human rights is incorporated into day-today business practices? How can employee awareness of human rights be sharpened and behaviour changed where necessary? What can a company do to improve its stakeholder relations on human rights and what are the challenges and opportunities associated with multi-stakeholder dialogue?
Monitoring	No
Target Group	Companies, non-governmental organisations/civil society, academics

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Medium Large
Case Studies/Good Practice	Yes
Interactivity	No. The Guide is conceived as a resource book.
Human Rights Knowledge Required	No
Flexibility	The Guide is conceived as a learning and resource publication. It cannot be flexibly adapted to the individual company situation. Companies may however adjust the outlined strategies to their case.

4. Normative Framework
Human Rights	International Covenant on Economic, Social and Cultural Rights, OECD Guidelines for Multinational Enterprises UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights UN Global Compact Universal Declaration on Human Rights European Convention for the Protection of Human Rights and Fundamental Freedoms
Labour Rights	ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Armed groups
Child labour
Compensation
Conflict
Corruption and bribery
Discrimination
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Freedom of expression / - of the press / access to information
Health and wellbeing
Monitoring / auditing
Property / intellectual property
Remuneration
Resettlement / land management
Safety
Security forces and arrangements
Social investment
Supply chain management
Torture
Training, skills and talent
Transparency / disclosure
Women's rights
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes. The Guide is based on these principles, for detailed explanation refer to Embedding I.
Supply Chain	Yes
Human Rights Impact Assessment	Yes
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

Embedding Human Rights III offers 8 new case studies (see above) that complete and deepen the human rights issues covered by the first two volumes.

Again this publication contains no theoretical and analytical chapters but focuses specifically on detailed case experiences. Users are given the unique opportunity to learn from various approaches and to benefit form successful strategies and lessons learned. Together the three volumes of Embedding Human Rights provide the biggest and most detailed and compilation of CSR case studies, which have collected key expertise from all over the world.

User Evaluation

Files
	Embedding_Human_Rights_III.pdf Evaluation_francaise_-_Embedding_HR_in_Business_Practice_III.pdf

Guide for Integrating Human Rights into Business Management

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: Business Leaders Initiative on Human Rights (BLIHR) - Global Business Initiative on Human Rights (GBI), ABB ltd, Areva, Barclays PLC, Ericsson, Zain, GE Citizenship, National Grid, The Coca Cola Company, Novo Nordisk, Gap Inc., Hewlett-Packard Company, Statoil Hydro, Novartis, Newmont, UN Global Compact (UNGC) Office, Office of the High Commissioner for Human Rights (OHCHR)
Year of Development	2006, revised version - second edition 2010 (online tool)
Accessibility	Free, no registration
Availability	Free, no costs
Language	English
Contact	info@blihr.org
Website	http://www.integrating-humanrights.org/

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Risk Assessment, Human Rights Impact Assessment
Specific Focus	General
Aim	The Guide offers practical guidance to companies that want to take a proactive approach to human rights within their business operations, and to develop their understanding of human rights in business practice.
Function	The Guide should be read in parallel with the Matrix. It includes the following key issues that are described in a step-by-step process: Global business case (including supporting tools and case studies) Strategy (including case studies) Policies (including supporting tools and case studies) Processes and procedures (including supporting tools and case studies) Capacity and capability (including supporting tools and case studies) Tracking performance (including case studies) The section on resources provides links and information on standards, voluntary initiatives and codes, tools and training, as well as further reading.
Monitoring	Yes, the Guide has a separate, dedicated section to tracking performance.
Target Group

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Large and medium size companies
Case Studies/Good Practice	Yes
Interactivity	The revised version is a fully interactive tool. Users are invited to send their feedback and to contribute case studies (see feedback form)
Human Rights Knowledge Required	Advanced
Flexibility	The tool is very flexible and provides guidance on a broad range of business and human rights challenges.

4. Normative Framework
Human Rights	See Human Rights Matrix
Labour Rights	See Human Rights Matrix
National Laws	See Human Rights Matrix

5. Scope of the Tool

Human Rights

See Human Rights Matrix

Keywords

Due diligence
Stakeholder engagement
Supply chain management
Capacity and capability building
Corporate culture

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes
Supply Chain	Yes
Human Rights Impact Assessment	Yes, the Guide includes specific advice on the conduct of risk assessments.
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

Note: The Guide should be read in parallel with the BLIHR Human Rights Matrix.

User Evaluation

Why tool was used: consistency with recommendations from the UNGC

How tool was discovered: by company employees

How tool was implemented: 6-12 months

Files
	Evaluation_francaise_-_BLIHR_Guide_for_Integrating_HR_into_Business_Management.pdf

Guide to Human Rights Impact Assessment and Management

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: International Business Leaders Forum, International Finance Cooperation, UN Global Compact
Year of Development	The updated and revised version was launched as online tool in June 2010.
Accessibility	Registration
Availability	Free online tool on the website, no costs
Language	English; a booklet, providing an overview of the Guide to HRIAM online tool is available also in Arabic, Chinese, French, Russian and Spanish
Contact	desiree.abrahams@iblf.org; ywyss@ifc.org; wynhoven@un.org
Website	https://www.guidetohriam.org/welcome

2. Aim and Function of the Tool
Type	Human Rights Impact Assessment
Specific Focus	General
Aim	The aim of the revised Guide to Human Rights Impact Assessment and Management (HRIAM) is to provide companies with guidance on how to assess and manage human rights risks and impacts of their business activities.
Function	The Guide to HRIAM (2010) provides guidance on how to assess and manage the human rights risks and impacts of their business activities through an iterative, dynamic and interconnected process divided into seven stages: Preparation: Determine the company's human rights due diligence approach and scope the company's human rights impact assessment Identification: Identify the key human rights risks and impacts, set the baseline Engagement: Engage with stakeholders to verify the human rights risks and impacts, develop a grievance mechanism that considers human rights issues Assessment: Assess the human rights impacts and consequences, analyse the assessment findings Mitigation: Develop appropriate mitigation action plans, present the mitigation action plans and recommendations to management Management: Implement the mitigation action plans and recommendations, integrate human rights within the management system Evaluation: Monitor, evaluate and report on the company's capacity to address human rights, review the evaluation and make appropriate adjustments if necessary Each stage includes specific questions that need to be considered. Some sections comprise additional explanation (e.g. on grievance mechanisms) or provide examples of human rights challenges and potential consequences for the company. The chapter "Guide to HRIAM Tools and Tables" lists the HRIAM tools and tables, which are integrated into the seven stages: Human Rights Scenarios: in two interactive exercises users are confronted with hypothetical human rights scenarios that present a range of human rights challenges of a fictional company. Each scenario presents a selection of human rights challenges, relevant to the industry sector (scenarios have been written for twelve industry sectors, see above: specific sector). Human Rights Impact Assessment and Management Table: lists 35 human rights and contains - for each of them - definitions, business risks and impacts related to human rights as well as examples for business opportunities. In addition it refers to the pertinent provisions of the IFC Policies and Performance Standards. Human Rights Impact Assessment Tool: aims to help the company identify the human rights that represent a risk or impact for the company's stakeholders. Human Rights Impact Mitigation and Management Tool: aims to help the company identify the actions and measures that will mitigate the previous/existing actual impacts and/or prevent/avoid/anticipate the potential impacts. It provides some generic examples companies may use as guidance to draft their own action plan. In addition the Guide to HRIAM provides an online platform ("Community") for practitioners working and interested in the field of business and human rights and is open to any user of the Guide to HRIAM online tool.
Monitoring	Yes. The Guide contains recommendations for monitoring and evaluation in the project management process (see stage 7). It equally provides guidance on developing a human rights based grievance mechanism.
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors, specific scenarios have been written for twelve industry sectors: Agriculture (Extensive) Agriculture (Intensive) Banking and Business Services Construction and Infrastructure Extractives - Oil and Gas Extractives - Mining Food and Beverage Pharmaceutical and Chemical Retail - Garment, Footwear, Homeware and Toys Telecommunications Tourism Transport
Region	All regions
Company Size	Large and medium; eventually also small companies but the process might be too complex for their specific situation.
Case Studies/Good Practice	Yes
Interactivity	Yes. The web-based Guide includes several interactive tools and offers an online discussion forum. In addition, the HRIA website hosts a quarterly online discussion series on HIRAM-related issues. The whole Guide is conceived as an online tool. For the moment there is unfortunately no pdf version yet to download the whole document. Users that prefer a print version need to print every single page.
Human Rights Knowledge Required	Basic. The new Guide to HRIAM follows a step by step model. The human rights impact assessment and management table explains the human rights concept and illustrates it with case studies so that it is basically possible to work with the tool without having knowledge on human rights. Nevertheless it is advisable to involve persons with solid human and labour rights knowledge into the process.
Flexibility	The Guide to HRIAM is very flexible and can be adapted to specific circumstances and company situations. It is equally possible enter the HRIAM process at different stages.

4. Normative Framework
Human Rights	Universal Declaration on Human Rights IFC Performance Standards International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment Convention on the Elimination of All Forms of Discrimination against Women Convention on the Elimination of All Forms of Racial Discrimination Convention on the Rights of Persons with Disabilities Convention on the Rights of the Child
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Convention on Indigenous and Tribal Peoples (no.169) ILO Convention concerning Forced or Compulsory Labour (no.29) ILO Convention concerning the Abolition of Forced Labour (no.105) ILO Convention concerning Discrimination in Respect of Employment and Occupation (no.111) ILO Convention concerning Freedom of Association and Protection of the Right to Organise (no.87) ILO Convention concerning the Application of the Principles of the Right to Organise and to Bargain Collectively (no.98) ILO Convention concerning Minimum Age for Admission to Employment (no.138) ILO Convention concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour (no.182)
National Laws

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Equality and non-discrimination between women and men, gender issues

Equality and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Arrest and detention
Corporate / organisational culture
Child labour
Compensation
Customers / consumers
Discrimination
Due diligence
Forced and bonded labour
Freedom of expression / - of the press / access to information
Freedom of conscience and religion
Health and wellbeing
Indigenous peoples
Local communities
Minorities
Monitoring / auditing
Natural resources
Physical abuse / threats
Property
Recruitment and employment practices
Resettlement / land management
Stakeholder engagement
Supply chain management
Torture
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes, but corresponding to the IFC Stakeholder Engagement wording the Guide refers to "impact zoning". Thereby it maps stakeholders alongside key areas of adverse impact from the business activity. It distinguishes between different types of affected stakeholders (ranging from employees and workers, to communities, non-governmental organisations and vulnerable groups) and outlines key considerations when engaging with these different groups.
Supply Chain	Yes. Obligations concerning the supply chain are addressed e.g. in stage 2 (Identifying the key human rights risks and impacts associated with the business activity).
Human Rights Impact Assessment	Yes. Human rights impact assessments are the key focus of the Guide.
Specific Guidance on Individual(Company)Responsibility	Yes.

8. Concluding Evaluation

LARRGE Evaluation

The updated version of the HRIAM is based on an extensive stakeholder consultation process. In its revised version it is also addressing the specific user feedback that resulted from the process.

User Evaluation

Files

The Labour Principles of the UN Global Compact

1. Key Data
Origin of the Initiative	Multi-stakeholder initiative: International Labour Organization (ILO), UN Global Compact (UNGC) Office, International Organisation of Employers (IOE), International Trade Union Confederation (ITUC)
Year of Development	2008. The Guide will be updated periodically based on user experience and as new tools and resources become available.
Accessibility	Free
Availability	Free
Language	English
Contact	arai@ilo.org
Website	http://www.ilo.org/public/libdoc/ilo/2008/108B09_260_engl.pdf

2. Aim and Function of the Tool
Type	General guidance
Specific Focus	Decent Work
Aim	The purpose of the Guide is to increase understanding of the four labour principles of the UN Global Compact, which are taken from the ILO Fundamental Principles and Rights at Work. It provides an inventory of key resources to help integrate these principles into business operations.
Function	The Guide includes a brief description of each of the four Global Compact labour principles: freedom of association and the effective recognition of the right to collective bargainin the elimination of all forms of forced and compulsory labour the effective abolition of child labour the elimination of discrimination in respect of employment and occupation. It explains their meaning and clarifies specific responsibilities for governments and companies. Each section contains a set of recommendations on how to implement the principles in the workplace and in the community. The final chapter presents an inventory of key ILO resources and tools concerning these four principles.
Monitoring	No
Target Group	Companies, trade unions, employers' organisations; According to LARRGE evaluation: also consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	All sizes (small, medium and large)
Case Studies/Good Practice	No
Interactivity	The tool is a reference guide. It is not interactive.
Human Rights Knowledge Required	No
Flexibility	The Guide provides general information on the fundamental labour principles. It does not offer recommendations on how to ensure the respect for these principles in varying company situations.

4. Normative Framework
Human Rights	No. The purpose of the Guide is to explain ILO fundamental principles and rights at work; it therefore refers only to ILO instruments.
Labour Rights	ILO Declaration on Fundamental Principles and Rights at Work, ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy ILO Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy (MNE Declaration)
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Due diligence
Forced and bonded labour
Freedom of assembly and association
Harassment
Health and wellbeing
Physical abuse / threats
Recruitment and employment practices

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	Yes, the Guide refers to the concept but provides no further explanation.
Supply Chain	Yes, supply chain issues are mentioned in the context of child labour and forced labour.
Human Rights Impact Assessment	No. There is only a short list of indicators on how to identify child labour.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

User Evaluation

Why tool was used: Respondents found it to be one of the best known tools; UNGC suggestion. Some companies base their code of conduct on UNGC and GRI guidelines.

How tool was discovered: through worker representatives; industry association; relations with NGOs/civil society organizations; Publication/advertising; websites

Tool was relevant for:

Raising awareness on human rights responsibilities
Promoting the culture of dialogue with stakeholders on the ground
Monitoring of the supply chain concerning forced or child labor
Creating competitive advantages
Encouraging increased innovation in reputation
Creating corporate culture
Minimizing company impact
Securing social license to operate
Minimizing risk and enhancing comparative advantage
Reducing costs from external consultants

Files
	the_labour_principles_a_guide_for_business.pdf Evaluation_francaise_-_Labour_principles_of_the_UNGC.pdf

The UN Global Compact Operational Guide for Medium-Scale Enterprises

1. Key Data
Origin of the Initiative	UN Global Compact (UNGC) Office, United Nations Industrial Development Organization (UNIDO)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English
Contact	unglobalcompact@un.org
Website	http://www.unglobalcompact.org/docs/news_events/8.1/Operational_guide_ME.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Support for SMEs
Aim	This guide is one of four publications prepared with the clear objective of increasing the number of active SMEs in the UN Global Compact and assisting them in implementing its Ten Principles. The other (forthcoming) publications include: a Guide for Managers of Small-Scale Businesses, which primarily functions as an awareness-raising instrument and briefly elucidates the Compact's benefits for SMEs; a Report and Recommendations on SMEs, which should be considered as a reference book for all working with SMEs within the Global Compact wide "network of networks"; and a forthcoming Resources and Tools Guide, where an updated "state-of-the-art" annotated review of the existing literature can be found along with links and access to a comprehensive list of resources.
Function	An international taskforce on SMEs and corporate citizenship, consisting of experts from companies, Global Compact focal points and other relevant organizations, have reviewed existing material on the implementation of the Global Compact principles and the work of SMEs and produced these operational guidelines for medium-sized enterprises, (i.e. companies with 50-200 employees). In nine sequences the guide gives a general explanation of the UN Global Compact and the procedure of participation in it by offering advice on preparing to comply with human rights in the business context. It introduces a couple of questions which a company should pose to itself when seeking to engage in the Global Compact. It provides an overview on how to implement human rights, labour and environmental issues as well as anti-corruption measures and explains the involvement of stakeholders. Furthermore, it gives advice on the communication of progress of the implementation of human rights principles.
Monitoring	No
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Medium
Case Studies/Good Practice	No
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	UN Global Compact
Labour Rights	No reference
National Laws	No reference

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Compensation
Corporate- / organisational culture
Corruption and bribery
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Environment
Forced and bonded labour
Harassment
Health and wellbeing
Local communities
Monitoring / auditing
Monitoring / auditing
Remuneration
Safety
Stakeholder engagement
Social investment
Supply chain management
Training, skills and talent
Workers' representation
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No explanations on the concepts are included, although the UN Global Compact asks companies to embrace, support and enact its principles within their sphere of influence.
Supply Chain	Scarce reference without further explanation or guidance.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The guide for medium-sized companies is an easy-to-follow guide based on the journey that a company of this size needs to follow to become a good performer in the United Nations Global Compact. It constitutes a first step towards the creation within the Global Compact of a space where SMEs can exchange best practices and help in the advancement of the Global Compact's initiative. It has been created as a living document that is to be updated in the future on the basis of new insights and experiences. The guide addresses human rights in context of how to get started and which points a company should pay attention to, but no in-depth guidance on specific human rights issues are given.

Use the tool as a general introduction for engagement with human rights in your company. For further information you may turn towards the Global Compact's local networks which can help you prepare for your engagement.

User Evaluation

Files
	Operational_guide_ME.pdf Evaluation_francaise_-_The_UN_Global_Compact_Operational_Guide_for_Medium-Scale_Enterprises.pdf

United Nations Children's Fund (UNICEF)

UNICEF is the driving force that helps build a world where the rights of every child are realized.

UNICEF was created to work with others to overcome the obstacles that poverty, violence, disease and discrimination place in a child's path. We believe that we can, together, advance the cause of humanity.

UNICEF advocates for measures to give children the best start in life, because proper care at the youngest age forms the strongest foundation for a person's future.

Child Labour Resource Guide

1. Key Data
Origin of the Initiative	United Nations Children's Fund (UNICEF)
Year of Development	2005
Accessibility	Free
Availability	Free
Language	English
Contact	infoqueries@unicef.org.uk
Website	http://www.unicef.org.uk/campaigns/publications/clrg/index.asp

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Child labour
Aim	This Guide has been designed to help businesses establish an appropriate response when they suspect or find that children might be working for them or their suppliers. It will also help businesses entering new markets or product areas identify child labour risks.
Function	The Guide offers a basic step-by-step approach to managing child labour risk responsibly, and illustrates why shareholders care about child labour. The executive summary explains why children work, the types of labour they are involved in, and discusses the numbers of children believed to be working today. The six appendices provide in-depth information on particular aspects of child labour: Appendix 1 considers international legal standards on child labour. It highlights the relevance of these standards for business andexplains why their priorities and processes should be taken into account when action against child labour is being considered. Appendix 2 examines different types of standards and codes of conduct on corporate social responsibility, with specific reference to child labour. Organisations under the spotlight include businesses, trade unions, individual governments and the UN. Appendix 3 presents examples of competing companies that have cooperated in order to reduce the number of children in manufacturing for export (garment or apparel industry, sporting goods, hand-knotted carpets, cultivation of cocoa). Appendix 4 highlights the extent to which businesses can investigate, monitor and verify the codes or standards they establish. Appendix 5 explores domestic law on child labour in two contrasting countries - India and the UK. Unpicking the complexities of domestic legislation, it looks at how these countries are protecting their children. Appendix 6 considers the examples of four major international companies that have adopted codes excluding the use of under-age child workers by their suppliers.
Monitoring	Yes, the Guide refers to monitoring and auditing requirements within the context of a comprehensive child labour management structure (see also appendices).
Target Group	Companies Consultants Trade Unions

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Large Medium
Case Studies/Good Practice	Yes, see especially appendices 3 and 6.
Interactivity	No. The Guide is conceived as a resource book.
Human Rights Knowledge Required	Advanced
Flexibility	The tool constitutes a guidance document and cannot therefore be adapted to individual company situations. However, case studies may help companies in designing their corporate strategy.

4. Normative Framework
Human Rights	UN Convention on the Rights of the Child International Covenant on Economic, Social and Cultural Rights UN Draft Norms on the Responsibility of TNCs and Other Business Enterprises with Regard to Human Rights Universal Declaration on Human Rights
Labour Rights	ILO Convention on Forced Labour (no.29) ILO Convention on Minimum Age (no. 138) ILO Convention on the Abolition of Forced Labour (no.105) ILO Convention on the Worst Forms of Child Labour (no. 182) ILO Declaration on Fundamental Principles and Rights at Work
National Laws	Compliance with national laws and regulations in the country of operation.

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Discrimination
Forced and bonded labour
Freedom of expression / - of the press / access to information
Harassment
Health and wellbeing
Indigenous peoples
Legal protection gaps
Local communities
Migrant workers
Minorities
Physical abuse / threats
Recruitment and employment practices
Social investment
Stakeholder engagement
Supply chain management
Trafficking in human beings
Working conditions
Young workers

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes
Human Rights Impact Assessment	Yes, it very briefly outlines the key elements of a child labour risk assessment and analysis (see executive summary). However, to conduct a thorough impact assessment you might have to consult other specific impact assessment tools.
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

The Guide covers a broad range of issues and gives extensive background information on the complexities of child labour. It provides recommendations for the establishment of a child labour management system and explains the legal background. Moreover, it includes comparative evaluations and quality assessments of various codes of conducts and initiatives in the sector. It provides information about successful sector and stakeholder cooperation as well as monitoring and verification strategies.

Use the Guide to gain in depth-knowledge about child labour issues and to learn about various approaches that currently exist in this field. The numerous case studies and analyses will deepen your understanding of practical challenges, and may help in setting up your company strategy. See the appendix on "further information" for links to other child labour and CSR organisations.

User Evaluation

Files
	Child_labour_executive_summary_C.pdf appendix1_child_labour-_legal_standards.pdf appendix2_child_labour_codes_of_conduct.pdf appendix3_child_labour_trade_associations.pdf appendix4_child_labour_developing_countries.pdf appendix5_child_labour_domestic_law.pdf appendix6_child_labour_policies.pdf

United Nations Industrial Development Organization (UNIDO)

The United Nations Industrial Development Organization (UNIDO) is a specialized agency of the United Nations. Its mandate is to promote and accelerate sustainable industrial development in developing countries and economies in transition, and work towards improving living conditions in the world's poorest countries by drawing on its combined global resources and expertise.

In recent years, UNIDO has assumed an enhanced role in the global development agenda by focusing its activities on poverty reduction, inclusive globalization and environmental sustainability.

Responsible Entrepreneurs Achievement Programme – REAP

1. Key Data
Origin of the Initiative	United Nations Industrial Development Organization (UNIDO)
Year of Development	2001 - development of REAP Software (emerged from UNIDO Business Partnership Programme and UNIDO Cleaner Production Programme; continuous improvements in software, training methodology and approach since then) 2006 - development of REAP training material for business consultants 2001
Accessibility	Free (basic information only)
Availability	Subject to a charge for consulting (see below). Lists of qualified business consultants in different continents are provided onUNIDO's website.
Language	English
Contact	reap@unido.org
Website	http://www.unido.org/index.php?id=o42159

2. Aim and Function of the Tool
Type	General Guidance, Human Rights Risk Assessment, Human Rights Reporting
Specific Focus	CSR management, support for SMEs, supply chain
Aim	The Responsible Entrepreneurs Achievement Programme (REAP) is a CSR-based management and reporting tool that was developed to assist small and medium-sized enterprises with their efforts towards implementing CSR approaches and operation methods, thereby aligning economic, social and environmental aspects of business.
Function	The REAP tool consists of two elements: The REAP Software - used for analysis, measuring, benchmarking and reporting purposes; The REAP consulting process for implementation. The assessment and reporting software is at the heart of the REAP consulting process. It supports companies in documenting their economic, environmental and social achievements and helps generate CSR reports for the UN Global Compact, or for other interested stakeholders. It allows for a CSR-related risk assessment (internally as well as along supply chains) and supports strategic performance improvements. It is disseminated worldwide via a network of trained and qualified local CSR consultants from various types of business support and advisory institutions (public or private), who must undergo a one-week training on REAP methodology before becoming a certified UNIDO expert. The REAP software allows consultants to assess a company's performance by entering the data they receive from the company, which is both quantitative (basic economic data, accidents statistics, labour contracts) and qualitative. Based on this information, the consultant chooses the methodological approach most appropriate for the company. There is a big folder of different booklets and guides, on subjects ranging from more general guidance to particular SME problem areas, such as human or labour rights. These are again subdivided into different issues from which the consultant picks the right one according to the company's needs/problems. The main issues are to provide SMEs with management information regarding their CSR performance (documenting financial, social and environmental performance as well as implemented measures for improvement) develop an action plan for SMEs to implement CSR or improve their ethical performance in specific domains track achievements during the consulting process by creating a picture of the situation before and after the intervention (track changes in various CSR domains periodically) create CSR reports and other marketing and positioning documents to help SMEs gain access to global supply chains (provide information on CSR performance improvements to relevant stakeholders)
Monitoring	Yes. REAP monitors performance and progress in respect of CSR principles within the company.
Target Group	Consultants, employees (supply chain managers), governmental and public organisations, business support organisations, intermediaries, networks

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small Medium Large
Case Studies/Good Practice	Yes. The REAP software is based on best practices in responsible supply chain management and the 10 principles of the UN Global Compact in the field of human rights, labour standards, environment and anti-corruption, etc. Moreover, large companies working with the tool are provided with benchmarking reports on CSR performance and case study collections.
Interactivity	Yes. The REAP software can only be used alongside a REAP adviser, who analyzes company data and turns the information into useful recommendations for action to improve the company's CSR performance. The consulting process should usually be enacted over a period of at least 6 months.
Human Rights Knowledge Required	No
Flexibility	Yes. Firstly, REAP features different CSR issues SMEs can focus on. In the social domain, these are: employee satisfaction, working hours, wages, disciplinary measures, health and safety, child labour, forced and bonded labour, freedom of association, discrimination, harassment and abuse. There is also a special issue on anti-corruption as well as several topics in the environmental domain (see also under "Function" above). Secondly, REAP support provided for large companies (i.e. multinational corporations, MNCs) differs from that offered to SMEs, and thus responds to the particular needs of businesses of different sizes.

4. Normative Framework
Human Rights	UN Global Compact
Labour Rights	None. REAP is based on international standards in the social and environmental domains, e.g. OHSAS 18001 (Occupational Health and Safety Assessment Systems).
National Laws	None. REAP is based on international standards in the social and environmental domains, e.g. OHSAS 18001 (Occupational Health and Safety Assessment Systems).

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Corruption and bribery
Customers / consumers
Disciplinary measures
Discrimination
Diversity / equal opportunities
Environment
Forced and bonded labour
Freedom of assembly and association
Harassment
Health and wellbeing
Monitoring / auditing
Physical abuse / threats
Recruitment and employment practices
Remuneration
Safety
Stakeholder engagement
Supply chain management
Working conditions
Workers' representation

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes. For MNCs aiming to implement CSR across supply chains, REAP is a valuable tool for benchmarking the performance of business partners in different areas, and documenting the efforts undertaken in that respect. Thus, for SMEs REAP facilitates market access as they become eligible business partners for international companies with CSR focused supplier codes.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes. While the software provides the information required for planning CSR implementation, the local REAP expert analyzes the data and turns that information into useful recommendations for action to improve CSR performance. In contrast to the initial assessment, which can be performed within a few days, the process of improving a company's CSR performance may take months.

8. Concluding Evaluation

LARRGE Evaluation

REAP is a well-conceived tool for comprehensively integrating CSR into business practice for small and medium-sized enterprises, covering economic, environmental and social issues as reflected in approved international standards. It is perfectly tailored to the situation of SMEs, although it is also useful for bigger companies in repect of supply chain management. The real added value for users of the REAP tool is the counselling process. Companies are advised and supported throughout the implementation of CSR measures. This is also a weakness of the tool, since it requires a one week training course in order to become a REAP consultant for UNIDO, and training capacities are limited. It is possible to modify the strategy as a result, for example by taking a train-the-trainer approach, or even by making the tool publicly available for consultants without training.

Use REAP to assess your companies CSR performance, to implement a CSR concept that is in line with your core business strategy, and to position your company in global value chains. Apply it for standardized reporting and global benchmarking purposes.

User Evaluation

Why tool was used: help integrate CSR mechanism into SMEs

How tool was discovered: participating in the CSR SME project - Croatia, organized by UNIDO and Croatian Ministry of Economy, Labour and Entrepreneurship

Time for tool implementation: 3-6 months

Files
	csr_reap_brochure_english.pdf

The UN Global Compact Operational Guide for Medium-Scale Enterprises

1. Key Data
Origin of the Initiative	UN Global Compact (UNGC) Office, United Nations Industrial Development Organization (UNIDO)
Year of Development	2007
Accessibility	Free
Availability	Free
Language	English
Contact	unglobalcompact@un.org
Website	http://www.unglobalcompact.org/docs/news_events/8.1/Operational_guide_ME.pdf

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Support for SMEs
Aim	This guide is one of four publications prepared with the clear objective of increasing the number of active SMEs in the UN Global Compact and assisting them in implementing its Ten Principles. The other (forthcoming) publications include: a Guide for Managers of Small-Scale Businesses, which primarily functions as an awareness-raising instrument and briefly elucidates the Compact's benefits for SMEs; a Report and Recommendations on SMEs, which should be considered as a reference book for all working with SMEs within the Global Compact wide "network of networks"; and a forthcoming Resources and Tools Guide, where an updated "state-of-the-art" annotated review of the existing literature can be found along with links and access to a comprehensive list of resources.
Function	An international taskforce on SMEs and corporate citizenship, consisting of experts from companies, Global Compact focal points and other relevant organizations, have reviewed existing material on the implementation of the Global Compact principles and the work of SMEs and produced these operational guidelines for medium-sized enterprises, (i.e. companies with 50-200 employees). In nine sequences the guide gives a general explanation of the UN Global Compact and the procedure of participation in it by offering advice on preparing to comply with human rights in the business context. It introduces a couple of questions which a company should pose to itself when seeking to engage in the Global Compact. It provides an overview on how to implement human rights, labour and environmental issues as well as anti-corruption measures and explains the involvement of stakeholders. Furthermore, it gives advice on the communication of progress of the implementation of human rights principles.
Monitoring	No
Target Group	Companies

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Medium
Case Studies/Good Practice	No
Interactivity	No
Human Rights Knowledge Required	No
Flexibility	No

4. Normative Framework
Human Rights	UN Global Compact
Labour Rights	No reference
National Laws	No reference

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Child labour
Collective bargaining
Compensation
Corporate- / organisational culture
Corruption and bribery
Discrimination
Dispute resolution / grievance mechanism
Diversity / equal opportunities
Environment
Forced and bonded labour
Harassment
Health and wellbeing
Local communities
Monitoring / auditing
Monitoring / auditing
Remuneration
Safety
Stakeholder engagement
Social investment
Supply chain management
Training, skills and talent
Workers' representation
Working conditions

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No explanations on the concepts are included, although the UN Global Compact asks companies to embrace, support and enact its principles within their sphere of influence.
Supply Chain	Scarce reference without further explanation or guidance.
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	No

8. Concluding Evaluation

LARRGE Evaluation

User Evaluation

Files
	Operational_guide_ME.pdf Evaluation_francaise_-_The_UN_Global_Compact_Operational_Guide_for_Medium-Scale_Enterprises.pdf

University Carlo Cattaneo (LIUC)

The Università Carlo Cattaneo (LIUC) is an independent, state-recognised institution situated in the small town of Castellanza.

The University is an important example of the tradition for initiative and entrepreneurship in this part of Italy. It was founded on the initiative of the Industrial Association of the Province of Varese ( UNIVA) and was immediately recognised for its close relationships with the business world. Today its three Faculties - Economics, Engineering and Law - are open to a limited number of students (about 2,500 in total). All courses are interdisciplinary with cross-faculty teaching in order to provide students with a broad based education and overall understanding of the different business functions.

Q-RES Guidelines for Management

1. Key Data
Origin of the Initiative	University Carlo Cattaneo (LIUC), Centre for Ethics, Law & Economic; The Institute of Social and Ethical AccountAbility; SIGMA Project; Centre for Business Ethics
Year of Development	1999, revised 2002
Accessibility	Free
Availability	Free
Language	English, Italian
Contact	info@qres.it
Website	http://www.qres.it

2. Aim and Function of the Tool
Type	General Guidance
Specific Focus	Corporate culture, CSR management
Aim	The Q-RES project aims to promote a management framework for corporate social and ethical responsibility based on the idea of the social contract between a company and its stakeholders, by developing a type of quality standard that is externally verifiable. Each of the six presented steps aims to increase the stakeholders' trust towards the company. The guidelines define criteria for each social and ethical responsibility management tool considering emerging international standards and best practice. Q-RES Guidelines are directed to management of business organisations willing to undertake an improvement process to implement and manage social and ethical responsibility.
Function	The Q-RES Standard encompasses the Q-RES model and tools for the management of ethical and social responsibility of organizations the management system for ethical and social responsibility The Q-RES management system comprises six management tools for improving the social and ethical responsibility of corporations: Corporate ethical vision: a concept that the company offers to its stakeholders; It defines and makes explicit the concept of justice of the company, from which arises the criterion to balance stakeholders' claims. The concept of a social contract between the company and its stakeholders is expressed. Code of ethics: principles defining the companies' rights and duties towards their stakeholders; the code of ethics can help to address issues such as discretionary power, corporate governance and reputation. Ethical Training and Communication: to identify and manage CSR issues; directed to the company employees and it aims to enable each organisation member to apply moral reasoning tools to discuss and tackle ethical questions connected with corporate activities as well as to help provide the company and its employees to reach an agreement supporting compliance with principles, values and rules of conduct. Organizational systems of implementation and control: supporting implementation and internal monitoring; The company needs organisational resources and monitoring systems to support ethics implementation, monitor compliance and improve ethical performance. Social and ethical accountability: for the relation between performance and commitments; to support governance and strategic management as well as to communicate and engage in dialog with stakeholders External verification and certification by independent third parties to ensure credibility For each tool the guidelines offer: a brief description of the tool the function of the tool, discussing a rationale for adaption and the key issues addressed by the tool the key content elements the methodology by describing the process for introducing the tool within the organisations: steps, competencies and management responsibilities a framework of observable and empirically verifiable elements for external auditing excellence criteria
Monitoring	External verification is recommended as the last measure. It is explained on how to best enable an effective external verification, based on the excellence criteria included in the tool.
Target Group	Companies, governmental and public organisations According to LARRGE evaluation also consultants

3. Practicability and Flexibility
Business Sector	All sectors
Region	All regions
Company Size	Small, medium and large
Case Studies/Good Practice	Yes. Each of the six tools is presented with a set of best practice examples and/or reference models.
Interactivity	Yes (paricipatory approach in tool implementation)
Human Rights Knowledge Required	No
Flexibility	Yes

4. Normative Framework
Human Rights	UN Global Compact OECD Guidelines for Multinationals
Labour Rights	No reference to ILO conventions
National Laws	No reference to national law

5. Scope of the Tool

Human Rights

Productive and freely chosen work

Right to work

Prohibition of forced or compulsory labour

Prohibition of child labour

Rights at work including the core labour standards

Right to equal treatment and non-discrimination between women and men, gender issues

Right to equal treatment and non-discrimination concerning all other groups

Diversity Management

Right to education

Right to safe and healthy working conditions

Right to fair wages

Right to equal pay for equal work

Right to decent living

Right to rest, leisure and annual leave

Right to reasonable limitation of working hours

Right to permanent employment relationship

Right to privacy

Right to strike

Right to form and join trade unions

Grievance procedures and remediation

Social protection

Right to social security including social insurance, pensions

Mitigation of adverse employment effects

Social dialogue

Freedom of association and right to collective bargaining

Tripartite consultation

External impact

Right to an adequate standard of living

Security issues, private property protection

Right to the highest attainable standard of physical and mental health

Keywords

Collective bargaining
Corporate- / organisational culture
Customers / consumers
Monitoring / auditing
Stakeholder engagement
Training, skills and talent
Transparency / disclosure

6. Company Responsibility
Concepts of Sphere of Influence, Complicity	No
Supply Chain	Yes
Human Rights Impact Assessment	No
Specific Guidance on Individual(Company)Responsibility	Yes

8. Concluding Evaluation

LARRGE Evaluation

The Q-RES management system refers to the UN Global Compact and the OECD Guidelines for Multinationals and therefore implies a sound human rights basis. Moreover, it is combinable with other well-established standards, like AA1000 or SA8000, which can be applied to check the Q-RES tool. Specific criteria of excellence have been developed for this purpose.

A further strength of the tool is to be seen in the comprehensive learning aspect throughout the tool implementation process. Implementation may take considerable time (minimum: six months, as indicated by the tool developer), however, serious CSR engagement of business does not work out with quick fix solutions.

Use the tool for introducing a sound and all-comprehensive ethical and CSR management system by means of a participatory approach and benefit from improved understanding of the underlying concepts of CSR you will gain in the development of a common management model for your firm.

User Evaluation

Why tool was used: relations with NGOs/civil society organizations

Tool was relevant for:
Systemizing commitments and activities

How tool was implemented: by company employees with assistance from tool creators

Time for tool implementation: more than 1 year

Most often used with: AA1000 (Accountability), Fairtrade Standards (Fairtrade Labelling Organisations Int.), SA 8000 Standard (Social Accountability International)

Files
	Q-RES_Guidelines_January_2002.pdf Evaluation_francaise_-_Q-RES_Guidelines_for_Management.pdf