Developing Human Rights Policy လ႔အခြငအေရးဆငရာမဝါဒ ေရးဆြျခငး

Hnin Wut Yee Research & CSO Outreach Manager,

Myanmar Centre for Responsible Business

Workshop on Developing a Human Rights Policy 5th September

Avoid infringing: on the human rights of others သတစပါး၏လ႔အခြင႔အေရးက ခးေဖာကမႈမ ေရာငရားရန Avoid Costs: such as those related to legal risk and business disruption ဥပေဒအရ အေရးယခရဖြယရျခငးႏင႔ လပငနးေႏာငေႏး ဆးရႈးမႈမားမ ေရာငရားရန Protect your brand: from things such as public pressure, being linked with serious abuses

such as slavery သင၏ကနပစၥညးအမတတဆပအားကာကြယရန Act beyound legal obligation စညးမဥးစညးကမးမားထကသာလြနေအာငလပေဆာငျခငး Gain commercial benefits (e.g., increase profitability, attracting investment, procurement,

top-quality recruits and securing the social license to operate) ကနသြယမႈႏင႔ပတသကေသာအကးအျမတမား ရရရန To live up to the company’s commitment to the United Nations Global Compact UNGC အားေထာကခမႈႏင႔ အညေနထငျခငး

Why are human rights important for business? လ႔အခြင႔အေရးကဘာေၾကာင႔ စးပြားေရးလပငနးအတြက အေရးႀကးသလ

Set the “tone at the top” needed to continually drive respect for human rights into the core values and culture of the business;

စးပြားေရးလပငနးမား၏ အေျခခစညးမဥးစညးကမးမားႏင႔ လပနညးလပဟနမားတြင လ႔အခြင႔အေရးကေလးစားလကနာျခငး က စဥဆကမျပတ တြနးအားေပးရန လအပသည႔ ကမၺဏထပပငး (CEO, Senior Management) တ႔၏ကတကဝတျပမႈ

Indicates that top management considers respect for human rights as a minimum standard for conducting business with legitimacy;

ကမၺဏမ အႀကးအကမားမ စးပြားေရးလပငနးမားလပေဆာငရာတြင လ႔အခြင႔အေရးအား အေျခခလအပခကအျဖစထည႔သြငးစဥးစားျခငး

Sets out their expectations of how staff and business partners should act, as well as what others can expect of the company;

စးပြားေရးမတဖကမားနင႔ ဝနထမးမားမ မညသ႔ကင႔သးရမညက တကစြာရငးလငး ေဖာျပျခငး လကနာေအာင ေဆာငရြကျခငး၊ အလားတ အျခားသမားက ကမၺဏထမဘာက ေမာလင႔ႏငသညက ေဖာျပျခငး

Why develop a human rights policy? လ႔အခြငေရးႏင႔ ပတသကသည႔ မဝါဒခမတရန ဘာေၾကာင႔ အေရးႀကးသလ

Why develop a human rights policy? လ႔အခြငေရးႏင႔ ပတသကသည႔ မဝါဒခမတရန ဘာေၾကာင႔ အေရးႀကးသလ

Identify policy gaps and initiate a process that alerts the company to new areas of human rights risk;

ကမၺဏ၏လပေဆာငမႈမားမ ျဖစေပၚလာႏငေသာ လ႔အခြင႔အေရးခးေဖာကမႈအား ေဖာထတသတမတရန ႏင႔ မဝါဒတြင လအပခကမားက သတျပမေစရန

Building trust with external stakeholders and address their concerns; ျပငပမပါဝငပတသကသမားႏင ယၾကညမႈ တညေဆာကရန ႏင႔ ထသတ႔၏ စးရမမႈမားက ေလာ႔ခရန Trigger a range of other internal actions that are necessary to meet the commitment in

practice; လ႔အခြင႔အေရးကတကဝတက အေကာငအထညေဖာရနလအပသည႔ လပငနးတြငးလပေဆာငမႈ အမးမးက အစပးေဖာေဆာငရန

Developing in-house learning, management capacity and leadership on human rights issues; လ႔အခြင႔အေရးႏင႔ ပတသကေသာ လပငနးတြငး သငယမႈ၊ အပခပမႈစြမးေဆာငရညႏင႔ ေခါငးေဆာငမႈအား စြမးေဆာငရညျမင႔တငျခငး

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• Defining the Content of a Policy Commitment •ထည႔သြငးမည႔အေၾကာငးအရာမားအားအဓပၺါယဖြင႔ဆျခငး

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• Developing the Policy Commitment

• မဝါဒကတကဝတကေရးဆြခမတျခငး

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• Communicating the Policy Commitment

• မဝါဒမားကဆကသြယအသေပးျခငး

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• Aligning Internally with the Policy Commitment •လပငနးတြငးမဝါဒမားႏင႔ ကကညေအာငလပျခငး

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• Applying the Commitment to Business Relationships • စးပြားေရးႏင႔ပတသကေသာဆကဆေရးမားတြငပါကင႔သးျခငး

The components of Human Right Policy လ႔အခြင႔အေရးမဝါဒတြင ပါဝငေသာ အခကမား

A general commitment to respect all “internationally recognised human rights” throughout the company’s operations.

Clear explanation on how it applies to the company's staff (internal employees and supply chain workers), business partners

Review to reflect any significant changes in the company's human rights risks

Key Points for Implementation

ႏငငတကာမလကခ ကင႔သးေသာစႏႈနးမား အားကမၺဏလပငနးစဥ တစခလးကေလးစားလကနာရန ေယဘယကတကဝတျပမႈ

စးပြားေရးမတဖတမား ႏင႔ ဝနထမးအားမညသ႔ လကနာကင႔သးသင႔ေၾကာငး ကရငးလငးစြာေဖာျပျခငး

ကမၺဏ၏ လ႔အခြင႔အေရးခးေဖာက ဖြယရာအေျခအေနမားမသသာေသာ မညသည႔ေျပာငးလမႈမားကမဆ ျပနလညသးသပျခငး

Defining the Content of a Policy Commitment ထည႔သြငးမည႔အေၾကာငးအရာမားအားအဓပၺါယဖြင႔ဆျခငး

Stand-alone or integrated policies - တစခခငး (သ႔) ေပါငးစပထားေသာ မဝါဒမား e.g. employee codes of conduct; ethical sourcing standards; environment, health and safety

guidelines; social and community investment commitments

Who, or which department - ဘယသ (သ႔) ဘယဌာန should have ownership over the policy and help drive the embedding process. (Senior management leadership and cross-functional task forces) ဝါရငစမခန႔ခြမႈဆငရာေခါငးေဆာငမားႏင လပငနးတစခလးႏင႔ဆငသည အလပအဖြ႔ The importance ascribed to human rights by Eni…is also demonstrated by the fact that CEO… has adhered to the initiative promoted by the High Commissioner for Human Rights as well as by the Global Compact docment drafted at the time of the sixtieth anniversary of the Universal Declaration of Human Rights. Eni (Yahoo!) has launched a Business & Human Rights Program(me). Thais program(me) brings together a core team of professionals across the company, including Public Policy, law Enforcement, Ethics $ Compliance, International Legal, Public Affairs, Privacy, Paranoids(sic), IT, Yahoo! For Good, and the Operations teams, among others, to integrate human rights decision-making into all of our business operations.

Defining the Content of a Policy Commitment ထည႔သြငးမည႔အေၾကာငးအရာမားအားအဓပၺါယဖြင႔ဆျခငး

Possible Approaches - ျဖစႏငသည႔ခဥးကပမႈ

Key elements of a policy - မဝါဒတစခ၏ အဓကအစတအပငးမား Define Scope of Commitment - ကတကဝတျပမႈ၏နယပယက အဓပၺါယဖြငဆျခငး “In Implementing this policy, we focus our efforts on issues and relationships in which we have greater degrees of control and influence…employees (labour rights)…suppliers (using human rights impact assessments)…..customers (privacy, anti-discrimination, children’s rights)….” H&M References to international principles or initiatives - ႏငငတကာစညးမဥးမားက ရညညႊနးျခငး (….) We respect international human rights principles aimed at promoting and protecting human rights including the United Nations Declaration of Human Rights and the International Labo(u)r Organization’s Declaration on Fundamental Principles and Rights at Work, and we actively participate in the United Nations Global Compact. The Coca-Cola Company We have regard to the principles of ILO Convention No.169 on the Indigenous and Tribal Peoples, wherever our operations may impact the human rights of Indigenous peoples. BG Group

Defining the Content of a Policy Commitment ထည႔သြငးမည႔အေၾကာငးအရာမားအားအဓပၺါယဖြင႔ဆျခငး

The International Bill of Human Rights; ႏငငတကာလ႔အခြငအေရးစာတမးမား ILO’s Declaration on Fundamental Principles and Rights at work; ILO ၏ လပငနးခြငဆငရာအခြငအေရးႏင အေျခခစညးမဥးမား

(freedom of association and collective bargaining, forced labour, child labour and non-discrimination) လြတလပစြာအသငးအပငးဖြ႔စညးခြင၊ အဓၶမခငးေစမႈ၊ ကေလးအလပသမား ႏင႔ ခြျခားဆကဆမႈမရျခငး

( A good translation of these rights: Human Rights Translated: A Business Reference Guide) International standards that apply to marginalised groups; ေဘးဖယခထားရေသာ အပစမား အတြက ႏငငတကာစႏႈနးမား

(eg. Women, children, racial or ethnic minorities) Convention on the Elimination of All Forms of Discrimination against Women (CEDAW); အမးသမးမားက ခြျခားဆကဆမႈအားလးမ ဖယရားျခငးဆငရာစာခပ၊

Convention on the Rights of Persons with Disabilities (CRPD); မသနစြမးသမား၏အခြငအေရး UN Declaration on the Rights of Indigenous People; ဌာေနတငးရငးသားအခြငအေရးဆငရာ ကလသမဂၢ ေၾကျငာခက

Resources on “Internationally Recognised Human Rights” ႏငငတကာမ လကခေသာ လ႔အခြငအေရးမားက မျငမးခက အညႊနးမား

Involving different parts of the company (what it should cover and how it should be implemented)

Involving external expertise

Engaging stakeholders

(e.g. seeking the views of legitimate trade unions; identify key contexts where significant risks may be present for individuals or groups and consult with them; test with investors particularly socially responsible investors; seek feedback from a formal advisory group)တရားဝငအလပသမားသမဂၢမား၏အျမငမားက ရယျခငး၊ တစဥးခငး (သ႔) အပစမားက သသသာသာထခကႏငဖြယရေသာအဓကလအခြငအေရးမားက ေဖာထတသကမတျခငး၊ ၎တ႔ႏငေဆြးေႏြးျခငး၊ လမႈတာဝနယမႈရေသာရငးႏးျမပႏမႈသမားျဖင႔ စမးဆစျခငး၊ တရားဝငအၾကေပးအဖြ႔တစခမ အၾကျပခကရယျခငး

Developing the Policy Commitment မဝါဒခမတေရးဆြျခငး

လပငနးတြငးဌာနေပါငးစမလမားပါဝငျခငး

ျပငပမ ပညာရငမားပါဝငျခငး

အကးဆကစပသမားႏင႔ ခတဆကေဆာငရြကျခငး

Should be publicly available သတငးထတျပနျခငး

Approval from the CEO and senior management and communicate internally to all workers CEO အပခပေရးအႀကးအကမားထမ ခြငျပခကယ၍ အလပသမားမားအား ဆကသြယအသေပးျခငး

Communicate externally to business partners and others in the company's value chain, as

well as to people who may be affected by the company’s operations. (Choose appropriate methods)

စးပြားေရးမတဖကမား၊ ကမၺဏ၏တနဖးကြငးဆကလပငနးစဥ (Value Chain) တြငပါဝငသမား၊ ကမၺဏ၏လပငနးစဥမားေၾကာငထခကျခငးခရႏငေသာသမား အား ဆကသြယ အသေပးျခငး

3.Communicating Policy Commitment မဝါဒမားက ဆကသြယအသေပးျခငး

Key Points for Implementation - အေကာငထညေဖာရနအဓကအခကမား

Alignment with existing policies: တညဆမဝါဒမားႏင႔ ကကညေအာငလပျခငး Procurement; Human Resources; Research and Development/Design; Legal; Communications/Public Affairs; Risk; Corporate Responsibility/CSR; Security; Marketing and Sales Anti-corruption policies

တာဝနခမႈ တညေဆာကျခငး Establishing accountability (eg. Ethics or Sustainability

Committee, assessment across all functions) အျမငဖြင သငတနးမားပ႔ချခငး ( awareness raising and training)

Aligning Internally with the Policy Commitment လပငနးတြငးမဝါဒမားႏင႔ ကကညေအာငလပျခငး

Possible Approaches ျဖစႏငေသာခဥးကပမႈမား

Key Points for Implementation - အေကာငထညေဖာျခငးအတြက အဓကအခကမား

Embedding the policy commitment into the terms of contracts and other

agreements with its business partners-suppliers, resellers/distributers, customers and users including governments and state-owned enterprises.

မဝါဒမားအား စာခပမားႏင႔ အျခားေသာသဘာတညခကမားတြင ထည႔သြငး၍ လကနာေအာင လပေဆာငျခငး (ဥပမာပါဝငပတသကသမားျဖစေသာယငး၏စးပြားေရးပါတနာမား၊ ပစၥညးေပးသြငးသမား၊ ေဖာကသညမား၊ အစးရမားႏင႔အစးရပငစးပြားေရးလပငနးမားအပါအဝငအသးျပသမား)

5.Applying the Commitment to Business Relationships စးပြားေရးႏင႔ပတသကဆကဆေရးမားတြင ကင႔သးျခငး

Examples of how companies integrate human rights policy in the organization လ႔အခြငအေရးမဝါဒက ကမၺဏမားကမညသ႔အဖြ႔အစညးအတြငးေပါငးစပလပကငသညဆေသာ ဥပမာမား

Examples of how companies integrate human rights policy in the organization လ႔အခြငအေရးမဝါဒက ကမၺဏမားကမညသ႔အဖြ႔အစညးအတြငးေပါငးစပလပကငသညဆေသာ ဥပမာမား

7. Who is responsible for implementing human rights within the adidas Group? The short answer is everyone. Every employee has a responsibility to follow the Group‟s corporate policies, as well as comply with the relevant national laws and regulations, including those that protect against the violations of human rights. At an operational level, our commitment to foster the implementation of human rights and core labour standards is supported through our Human Resources function, the programme for Legal Compliance and Social & Environmental Affairs. Our commitment to upholding human rights and core labour standards is in effect in all adidas Group locations and it applies to the Group‟s business operations worldwide.

adidas Group’s specific policies for certain areas of business (in line with approach to integrating human rights into its business practices): - Labour Rights Charta - Workplace Standards - Employment, Health & Safety and Environmental Guidelines - Code of Business Ethics

http://www.adidas-group.com/media/filer_public/2013/07/31/human_rights_responsible_business_practices_qa_july_2011_en.pdf

Examples of how companies integrate human rights policy in the organization လ႔အခြငအေရးမဝါဒက ကမၺဏမားကမညသ႔အဖြ႔အစညးအတြငးေပါငးစပလပကငသညဆေသာ ဥပမာမား

https://corporate.marksandspencer.com/documents/plan-a-our-approach/mns-human-rights-policy.pdf

Mark and Spencer Commitments and targets

“ Our Human Rights Policy is informed by the International Bill of Human Rights (as enacted in national laws around the world), the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work, and the Children's Rights and Business Principles.”

Partnership, collaboration and advocacy မတဖကျခငး၊ ပေပါငး ေဆာကရြကျခငး ႏင႔ အားေပးျခငး

Remedy ျပနလညကစားျခငး

“We are committed to working collaboratively with suppliers, civil society, government and Other business on human rights to inform our approach …... Influence systematic positivechange “

We will not tolerance, nor we will condone abuse of human rights within any part of our business Or supply chain ….......... place importance on the provisions of effectie remedy whereevery human rights impacts occur through company based grivience mechanisms

Salient Issues အဓကျဖစေပၚေနေသာကစၥရပမား • Discrimination • ခြျခားဆကဆျခငး • Forced Labour • အတငးအကပေစခငးမႈ • Freedom of Association • လြတလပစြာအသငးဖြ႔စညးျခငး • Health and Safety • ကနးမာေရးႏင႔ လၿခေရး • Living Wages • လပအားခ • Water and Sanitation • ေရႏင႔ ေရဆးစနစ • Working Hours • အလပခန

Coca-Cola: http://assets.coca-colacompany.com/e9/c2/f1c4a6314f93bd7545fe43934621/human_rights_statement.pdf Nestle: http://www.nestle.com/asset-library/Documents/Library/Documents/Corporate_Governance/Corporate-Business-Principles-EN.pdf https://www.bmo.com/cr/images/HumanRightsOct2011.pdf Bank of Montreal https://www.bmo.com/cr/images/HumanRightsOct2011.pdf

Other Examples အျခားေသာဥပမာမား

Human Rights Translated: A Business Reference Guide give understanding on the full spectrum of human rights and identify which may have to be prioritized given the company’s unique geographical footprint, relationships, industry and operating context.

http://www2.ohchr.org/english/issues/globalization/business/docs/Human_Rights_Translated_web.pdf This list of company human rights policies are a good starting point when writing your

own policy: http://business-humanrights.org/en/company-policy-statements-on-human-rights These tools and examples can guide you in conducting human rights impact

assessments: http://business-humanrights.org/en/tools-guidance-0/impact-assessment The Centre’s corporate legal accountability portal profiles lawsuits against companies

for human rights abuses, which highlight the legal risk that rights allegations present to companies:

http://business-humanrights.org/en/corporate-legal-accountability

Examples of Guidance လမးညႊနခကဥပမာမား

Question and Answers အေမးအေျဖ