Holding corporations accountable for
labour standards and human rights?
Human Rights Due Diligence and the
Ruggie Framework
HRDD and the Ruggie Framework
• HRDD is “the steps a company must take to
become aware of, prevent and address
adverse human rights impacts”.
• Can be a ‘game-changer’ for companies –
from “naming and shaming” to “knowing and
showing”.
• Can that potential be realised?
HRDD and the Ruggie Framework
Freedom of Expression
Adequate Std. of Living
Holidays with Pay
Strike
Right to Water
Freedom of Residence
Nondiscrimination
Right to Health
Indigenous Rights
Unionization
Right to Political Participation
Favorable Work Conditions
Freedom from Forced Labor
Health
Freedom from Child Labor
Freedom from Arbitrary Arrest
Labour &
Economy
Political
& Legal
Freedom of Thought
Equal Pay for Equal Work
Worker Dormitories:
# beds per male worker
Freedom of Association
# male workers per toilet
Environmental
Social &
Cultural
Right to Public, Political Participation
Structural soundness of roofing, doors, windows, latches, beds
Sources of water available to workers
Freedom of Assembly
Right to Security of Person
Right to Housing
Right to Clean Environment
Freedom of Religion
Right to Privacy
25 September 2014
Just Remuneration
Right to Work
Right to Housing
Right to Property
Right to Education
Right to Food
4
HRDD and the Ruggie Framework
“The process of
conducting the 7 HRIAs
has been a highly valuable
exercise…The HRIAs have
not come without
challenges.”
Nestle, Talking the
Human Rights Walk
http://www.nestle.com/assetlibrary/documents/library/documents/corporate_social_
responsibility/nestle-hria-white-paper.pdf
“We assess the human
rights impacts of all our
operations on an ongoing
basis”
Microsoft, Global Human
Rights Statement.
www.microsoft.com/engb/download/confirmation.aspx?id=41958
Action Required
• Transparency
• Participation
• Monitoring and Review