- Recommend integrating into existing processes
- Instigated by site level staff
- Able to identify both risks and opportunities/positives
"Protect, Respect and Remedy" both their partners and workers as well as communities.
8 lessons learned
- Companies need to "know and show" - have a policy, conduct due diligence (assess, integrate, track and communicate e.g. doing it is linked to pay to ensure it is done by staff)
- One part of integrated approach - have executive and operational governance structures for HR, linked to policy and strategy and integration plan and monitoring structures and progress
- Need to be robust and include engagement - keep up to date with international standards, review local context including liaising with local lawyers, talk to stakeholders,
- Respect all rights - International Bill of Rights (economic, social and civil; env and community health; land and property acquisition; security; labour; ...
- Customised to companies existing processes
- Should include opportunity maximisation
- Need to be integrated into company processes and decision making
- HRIA practitioners need to engage company throughout the process
- Integrating into already busy jobs - link between HQ and site
- Measuring impact of policies and processes
- Internal communication
- Integrating HR into the supply chain
- Assessment and policy fatigue
- Community awareness of corporate human rights policies and grievance systems
Way of bringing existing policies together and tends to reinforce and ensure that policies are appropriate.