Protection of at-risk employees including trade unionistsĮnsure sufficient security protection for certain employees (such as trade unionists) whose security may be at risk in conflict zones or other high-risk contexts. Any relevant policies should include a provision on protection against retaliation for reporting concerns or registering grievances. Ensure that all grievances are adequately investigated and responded to appropriately. Hotlines and grievance mechanismsĭevelop, implement, monitor and adequately resource hotlines and internal grievance mechanisms, through which employees and external parties can report concerns regarding business conduct that fuels violence and/or undermines peace. Training modules should reinforce a zero-tolerance approach, highlight hotlines/grievance mechanisms available and emphasize the consequences for participation in such conduct. Education and trainingĭevelop and ensure mandatory training of management and all employees explaining the possible types of violence within the workplace and in the communities in which they operate - particularly in the context of business risk of influence or involvement. Promote inclusive hiring and employment practices that support workforce diversity, equity and inclusion. Policies and processesĮstablish standards that ensure employees and other adversely affected parties (including within the supply chain) are adequately protected against any harm that the business may directly or indirectly cause or contribute to, including heightened human rights risk assessment, due diligence and auditing. through any arrangements, conduct or relationships with third parties). bullying, sexual harassment, occupational hazards) and all forms of violence outside of the organization (e.g. Such drivers of violence that businesses can address include reducing inequalities and realizing fundamental freedoms (Targets 16.7, 16.10 and 16.B), strengthening access to justice (Targets 16.3), supporting accountable governance (Targets 16.4, 16.5 and 16.6), providing opportunities to promote social cohesion (Targets 16.6 and 16.7) and participating in negotiations and peace processes (Targets 16.6, 16.7 and 16.8), among others.Īdopt a zero-tolerance approach from the top and throughout the business relating to all forms of workplace violence (e.g. Moreover, businesses can play a critical role in “making a positive contribution” not only by providing employment opportunities and generating economic development but also by supporting efforts to reduce the drivers and, in turn, levels of violence in the communities (including domestic violence) where they operate. Both the UNGPs and the Voluntary Principles also establish that businesses should conduct due diligence and exercise due care to avoid being directly linked to the harm caused through their business relationships - the UNGPs for all businesses across industries and the Voluntary Principles primarily for oil and mining extractive operations in proximity to conflict zones. To be sure, both the UN Guiding Principles on Business and Human Rights (UNGPs) and the Voluntary Principles on Security and Human Rights (Voluntary Principles) establish that businesses have an express and inherent responsibility to take all practical and reasonable steps to “do no harm” to any persons, including to not cause or contribute harm through their own activities. Yet, businesses have an important role to play in advancing Target 16.1 both internally within their organizations and externally in their operating environments. This responsibility includes preventing various forms of violence and violent conflict and bringing to justice those responsible when such violence occurs. Governments are chiefly responsible for establishing the attitudes, institutions and structures that foster peaceful societies. Countries with high levels of peace generally perform better on a range of economic factors, have lower volatility and tend to experience higher levels of GDP growth at an average of around 2.8 per cent per annum. These attitudes, institutions and structures reinforce, among other things, a secure and stable business environment and are strongest in places where businesses are able to thrive. These include many of the tenets of SDG 16 and illustrate the numerous overlapping principles, structures and themes of good governance embodied in the Goal. Notably for businesses is the concept of positive peace which is defined by the Institute for Economics and Peace (IEP) as a condition affirmatively consisting of the “ attitudes, institutions and structures that create and sustain peaceful societies”.
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