Human Rights and the Social Dimension of the United Nations Global Compact Lauren Gula Human Rights & Women‘s Empowerment UN Global Compact Office

Agenda Expectations of GC participants related to Human Rights The Guiding Principles on Business and Human Rights: An Introduction Global Compact Engagement Opportunities on Human Rights/Social Dimension of Global Compact

Blueprint for Corporate Sustainability Leadership

Implement the Principles into Strategies and Operations The UN Global Compact asks companies to embrace, support and enact, within their sphere of influence, a set of core values in the areas of human rights, labour standards, the environment and anti-corruption: 1. Businesses should support and respect the protection of internationally proclaimed human rights; and 2. make sure that they are not complicit in human rights abuses. 3. Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining; 4. the elimination of all forms of forced and compulsory labour; 5. the effective abolition of child labour; and 6. the elimination of discrimination in respect of employment and occupation. 7. Businesses should support a precautionary approach to environmental challenges; 8. undertake initiatives to promote greater environmental responsibility; and 9. encourage the development and diffusion of environmentally friendly technologies. 10. Businesses should work against corruption in all its forms, including extortion and bribery.

Global Compact Management Model

Taking Action in Support of Broader UN Goals and Issues “ The Global Compact asks companies to embrace universal principles and to partner with the United Nations. It has grown to become a critical platform for the UN to engage effectively with enlightened global business.” UN Secretary-General Ban Ki-moon

What Are the Human Rights Commitments UNGC Participants Make? A closer look at the first GC principle Principle 1 – Businesses should support and respect the protection of internationally proclaimed human rights Respect – don’t cause harm (the minimum) Support – make a positive contribution (desirable, encouraged)

The Guiding Principles on Business and Human Rights Adopted by the Human Rights Council in June, 2011 Implements Professor Ruggie’s Framework “Protect, Respect, and Remedy” Articulates private actors’ secondary responsibility in the area of human rights (primary responsibility still rests with states) Guidance on how private actors can –Respect human rights –Prevent human rights violations in the course of their business activities –Provide access to remedies when violations occur

Which Human Rights? Applies to “internationally recognized human rights” contained in the following instruments: Universal Declaration of Human Rights International Covenant on Civil and Political Rights International Covenant on Economic, Social and Cultural Rights ILO Declaration on Fundamental Rights at Work Slide included with the permission of Shift.

UN “Protect, Respect and Remedy” Framework Based on 3 pillars: 1. State Duty to Protect against human rights abuses by third parties, including business 2. Corporate Responsibility to Respect human rights, which means to avoid infringing on others’ human rights and to address adverse activities in which a business may be involved 3. Access to Effective Remedy for those who are adversely impacted

Corporate Responsibility to Respect Sets boundaries between state duties and corporate responsibilities Not about mandatory vs. voluntary approaches – it is the baseline expectation of all companies Applies regardless of whether a company is a participant of the UN Global Compact Goes beyond compliance with the law Applies to impacts arising through own operations and business relationships Empowers a company to know and show that it is respecting rights Slide included with the permission of Shift.

3 ways in which a company’s responsibility may arise: 1. Causing an adverse impact 2. Contributing to an adverse impact 3. Where an adverse impact is directly linked to a company’s operations, products or services All are important, but have different implications for what is an appropriate response by the company Cause, Contribute, and Link

The Guiding Principles: Policies, Processes and Actions Having a human rights policy statement Undertaking due diligence to identify and manage risks to human rights associated with the business (risk/impact assessment, track, integrate/act on findings, training etc.) Remediation: includes having an effective grievance mechanism to handle concerns raised and remediate adverse impacts Communicating about progress * The level of sophistication of these steps should be proportional to the risk of the particular business adversely impacting human rights For tools see: “Issues”, “Human Rights”, “Guidance Material”

14 Risk to stakeholders, not just to the company Meaningful stakeholder consultation part of due diligence and remediation processes Engage with affected stakeholders as well as experts Due diligence is an ongoing process as activities and potential impacts change Putting the Focus on People Slide included with the permission of Shift.

Social platforms Women’s empowerment Children’s rights Rights of indigenous peoples Rights of people with disabilities …

Women’s Empowerment Principles 7 Principles for business offering guidance on how to empower women in the workplace, marketplace and community Joint initiative of UNGC and UN Women launched in 2010 Elaborates the gender dimension of good corporate citizenship, the UN Global Compact, and business' role in sustainable development Engagement Opportunities: CEO Statement of Support (Over 450) Annual WEPs event Share examples of experiences in implementation and report on progress via the WEPs website Collaborate on local activities/events Official WEPs Website:

Children’s Rights and Business Principles Ten principles that call on business everywhere to respect and support children’s rights throughout their activities and business relationships Identify actions that all business should take to maximize the positive impacts & minimize negative ramifications their activities may have on children Developed in consultation with children, business, investors, trade unions, civil society, governments, academia, UN entities Engagement Opportunities: –Use the principles as guidance to assess impacts –Engage with Local Networks: About 40 regional activities by local partners following global launch in March 2012 –Share company experiences and good practices For further information: es/human_rights/ childrens_principles

Indigenous Peoples’ Rights Completed: Mapping of international standards and norms on business engagement with indigenous peoples Released in Dec 2012: Draft Business Guide to UNDRIP which provides guidance for business on respecting and supporting the rights of indigenous peoples Engagement Opportunities: –Business Guide to UNDRIP: Interested persons are invited to review and provide comments on the draft –FPIC Good Practice Note: Comments invited on draft note UN Photo/F. Charton For further information: ts/indigenous_peoples_rights

Persons with Disabilities Ongoing Approach: Promote the work of the ILO’s Global Business and Disability Network, namely resources and webinars. Current Activity: Mapping of international standards and norms on business engagement with persons with disabilities. Future Looking: Business Guide, Case Studies, Good Practice Notes, webinars, other? For further information: Contact Sean Cruse

Key Trends and Developments Shift from philanthropy to strategic philanthropy and creation of shared value Striving for more and better stakeholder dialogue Teaming up with other businesses for dialogue and initiatives to address specific risks of complicity in human rights abuse Growth in business initiatives for rights of specific groups (women, children, indigenous people)

Role of GC Local Networks Assist companies in taking steps to “know” and “show” that they are respecting human rights Support companies in becoming more strategic in their support for human rights – beyond philanthropy Support companies in engaging in stakeholder dialogue, even/especially with critics Facilitate activities/events that encourage companies to collaborate with other businesses and stakeholders on challenges and to share experiences Use the Global Compact resources and other existing resources One great source of all things business and human rights is

Thank you! Please feel free to contact our team: Business and Human Rights Ursula Wynhoven Marie Wibe Lauren Gula Anita Househam