STEP 1: Find out what your business is already doing that is relevant to human rights
Many human rights issues are already addressed by business through established policies, procedures and practices. Legal requirements, negotiated agreements and policies on such issues as non-discrimination, data protection, wage setting, working hours and holidays are typically found in legal and human resources functions.
The right to a safe and healthy working environment may be the responsibility of a corporate function, normally the health and safety department, while product safety is generally managed as part of the design and quality control functions. To manage risks, companies often examine their supply chain and outsourcing relationships to review potential human rights issues, and these tend to be legally and contractually managed and implemented in the procurement function. You should also find out how or if your business is communicating with external stakeholders on human rights issues through public affairs, communications, investor relations and business ethics groups.
Identifying your business’s sphere of influence, areas of legal risk and liability, and any possible complicity in human rights abuses are all essential to adopt a rights-based approach to business strategy. The right to a safe and healthy working environment may be the responsibility of a corporate function, normally the health and safety department, while product safety is generally managed as part of the design and quality control functions. To manage risks, companies often examine their supply chain and outsourcing relationships to review potential human rights issues, and these tend to be legally and contractually managed and implemented in the procurement function. You should also find out how or if your business is communicating with external stakeholders on human rights issues through public affairs, communications, investor relations and business ethics groups.