Would it continue to conduct business in this enormously promising market or honor its relatively high ethical standards and withdraw? Management's reasons included its heightened ability to "focus attention on long-tem interests and … to ensure that the company continues to respect and implement its important values and traditions.
Suggestions for responsible business For a company to ensure the responsible elimination of child labour within supply chains it should first look to comply with national laws on child labour.
Where national laws are set lower than international standards on child labour then a company should strive to meet these higher standards. A company would also be well advised to engage in human rights due diligence to a level commensurate with the risks of child labour within its supply chains and its ability to impact positively the child labour issues at stake in order to discharge its responsibility to respect human rights.
This might include conducting impact assessments and social audits to gauge the likelihood and nature of child labour within its supply chain. The framework is comprised of three key principles: The state duty to protect against human rights abuses by third parties, including business; Respect: The corporate responsibility to respect human rights; and Remedy: Greater access by victims to effective remedy, both judicial and non-judicial.
The framework states that in addition to complying with national laws businesses have a responsibility, in the context of the countries where they operate, to respect human rights through their own business activities and through their relationships with third parties — such as business partners and entities in their supply chains.
To meet this responsibility, the framework notes that businesses should engage in human rights due diligence and specifies the main components of the process: Including a human rights policy containing broad commitments, supported by more detailed guidance in specific functional areas Business ethics and child labor assessment: Including assessments that explicitly reference internationally recognised human rights and are used by companies to avoid potential negative human rights impacts on Business ethics and child labor ongoing basis Integration: Including the embedding of respect for human rights throughout a company Tracking performance: Including regular updates of human rights impact and performance The Guiding Principles for the Implementation of the UN "Protect, Respect and Remedy" Framework aim to provide "concrete and practical recommendations" about how businesses can operationalise their responsibility to respect human rights.
According to the Guiding Principles, the responsibility to respect human rights requires responsible companies to: Implement a human rights policy Apply human rights due diligence Provide for remediation The UNGPs apply to all States and to all business enterprises, both transnational and others, regardless of their size, sector, location, ownership and structure.
The UNGPs have experienced widespread uptake and support from both the public and private sectors, and numerous companies have publicly stated their commitment to the Guiding Principles.
Companies can seek specific guidance on this and other issues relating to international labour standards from the ILO Helpdesk. This aims to help company managers and workers understand the ILO approach to socially responsible labour practices and to assist in the development of good industrial relations.
Other actions that responsible business might take include: Policy and procedure It is a basic requirement that a company operating in emerging economies should develop and implement human rights policies and procedures to ensure that its managers and suppliers take a socially responsible approach to the elimination of child labour.
For example, depending on the risk of child labour in the country of operation and the prevalence of child labour in the sector, a human rights policy may commit the company to the following: Compliance with national laws protecting children and establishing minimum age restrictions for relevant work categories, paying particular attention to hazardous work If there are no national laws in relation to child labour, or laws are weakly implemented the policy should commit to international standards, including the UN Convention on the Rights of the Child, ILO Convention Noon the Worst Forms of Child Labour and ILO Convention Noon the Minimum Age of Admission to Employment and Work Where local laws differ from company policy the higher standard should prevail and international standards should form best guidance In the event that there is a lack of information about the incidence of child labour, companies might choose to undertake due diligence taking the form of a human rights impact assessment emphasising human rights applicable to children.
This strategy is especially applicable in the agriculture and retail sectors where there is frequent use of child labour.
Ideally, the impact assessment would take place on an ex ante basis, that is, prior to the commencement of operations. Also in the vein of best practice, an independent firm should conduct the project, engage with all stakeholders involved in a transparent manner and commit to ongoing monitoring in the aftermath of its completion.
Monitoring child labour prevalence and the background social and economic context to understand underlying risks of child labour and how it manifests in a particular industry and location Ensuring that children are not left unprotected without means of supporting themselves in the event that employment is terminated.
Effectively communicating any child labour policy, associated guidance and procedures to personnel and, if relevant, to employees, suppliers, subcontractors and business partners Providing employees with regular training and awareness building in order to sensitise them to issues surrounding child labour and to foster awareness of shared responsibility and accountability Developing a complaints mechanism to encourage the detection of child labour within the supply chain Including a requirement in supplier contracts that prohibits child labour and mandates that suppliers inaugurate a grievance process to address claims of child labour Continually reviewing and improving child labour policies and procedures to ensure that they are conform to best practice advancements and training managers on any related amendments 2.
Training suppliers and company personnel on child rights Training is a key component of responsible approaches to preventing child labour in the workplace. Company managers and suppliers can benefit from ongoing training in the following areas:Or they may encounter out-and-out bribery, child-labor disputes, environmental abuse and unscrupulous business practices.
As organizations expand globally, HR managers must play a role in helping to define and achieve ethical behavior from employees throughout the world. According to the International Labor Organization, in , an estimated 6 million children were forced into labor or were victims of sex trafficking, with million working as child laborers.
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This commitment is enshrined in the Illovo Group Code of Conduct and Business Ethics, by which all Illovo group companies are bound. Illovo recognises that Child Labour and Forced Labour remain significant problems in many parts of the world and that government capacity to address these may be limited, especially in less developed countries.
BUSINESS ETHICS • The study of proper business policies and practices regarding potentially controversial issues Such as: 5 Current Ethical Issues in Business Social Networking Surveillance and privacy Transparency Child Labor Environmental Protection 4.
The business ethics of business owners directly affects the vulnerability of low-income laborers and their benefits. Business in a global era can only be sustainable if profit targets and developmental strategies are adjusted by the self-awareness of enterprises.
These enterprises must respect business ethics to ensure a stable source of labor.