MVO Onderhandelingsgids | Negotiators Guide to CSR | Prospect

8/14/2019 MVO Onderhandelingsgids | Negotiators Guide to CSR | Prospect

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union for professionals

Corporate Social

Responsibilit

Negoiors Gie

N

ego

tiat

ors

Gu

ide


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INtROduCtION 1

1 WHat IS CORPORatE SOCIaL RESPONSIBILIty? 2

2 aSSESSING yOuR WORkPLaCE CSR POLICy 3

3 tHE BuSINESS CaSE FOR dOING MORE 7

4 WHERE PROSPECt CaN add vaLuE 9

5 tHE uN MILLENNIuM dEvELOPMENt GOaLS 10

6 MOdEL PRINCIPLES aNd POLICIES 11

7 CHECkING PROGRESS 14

Annex 1 ExaMPLES IN tHE WORkPLaCE 16

Annex 2 FuRtHER INFORMatION/RESOuRCES 20

Annex 3 tHE uNItEd NatIONS GLOBaL COMPaCt 24

Annex 4 GLOSSaRy OF COMMON tERMS 25

Annex 5 EtHICaL tRadING INItIatIvE BaSE COdE 27

contents


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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 1

Corporate socia responsiiit is an important

wa for organisations to increase their

contriution to societ and to sustainae

deveopment, as we as towards achieving the

United Nations eight Miennium Deveopment

Goas.

Trade unions and their memers can pa their

part, especia in campaigning for core aour

standards to e oserved internationa.

Some Prospect empoers aread have a CSR

poic that ma reate to the communities

where organisations operate and/or to their

roader accountaiit in practices reating to

the deveoping word, such as how the conduct

their overseas operations and supp chains.

With a good CSR poic, organisations can pa

a rea roe in aeviating povert providingsafe, decent and humane work. but a genuine

commitment to CSR requires empoers to

work with a range of stakehoders, not just

sharehoders and union invovement is crucia.

Prospect voted at its 2006 nationa conference

to raise the profie of internationa deveopment

among memers. It wi support ranches

wanting to pursue aims such as reducing

goa povert, achieving trade justice and

promoting acceptae aour standards acrossthe deveoping word. It pedged in 2008 to

expand on this work, inking it in to the eight

miennium goas.

Prospects 2007 Think Goa, Act Union

campaign was made possie with support

from the Internationa Deveopment learning

Fund part of the Department for Internationa

Deveopment/TUC Strategic Framework

Partnership Arrangement. That funding aso

made this guide possie.

Its purpose is to e a practica manua to

hep Prospect representatives take part in and

infuence the CSR process, offering advice on

how to find out what is happening in our

workpace; uid on what is aread eing done;

and suggest where Prospect can add vaue.

To e effective, representatives need to e

informed, know how to read etween the ines

of sometimes compex documents, where to find

them incuding CSR reports and to ask the

right questions.

Prospect aso encourages representatives to

negotiate for their empoers to marr themiennium goas (Chapter 5) to core aour

standards, using CSR as the vehice.

Negotiating to ecome a CSR stakehoder

provides the opportunit to extend and enhance

trade union vaues and argaining agendas.

It aso increases Prospects visiiit to non-

memers and the wider communit.

We wecome our feedack so that we can

improve future editions and incude theexperiences of ranches now engaged in

Prospects foow-up campaign, bargaining for

Internationa Deveopment, which is supported

three ears of funding from DFID.

Pau Nn,

Psp Gna Say

Introduction


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2 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy

1.1 Corporate socia responsiiit has

man forms and definitions. Even the term is

not standard sometimes it is simp termed

corporate responsiiit, or corporate citizenship.

Sometimes, especia for usinesses with arge

environmenta impacts, it ma e covered

environmenta or sustainae deveopment

poicies.

1.2 Genera speaking, CSR covers the things

an organisation does that:

have an impact eond its immediate

operations, for exampe on societ, oca

communities or the environment

are over and aove its ega oigations

affect how it is viewed and treated

stakehoders.

The term stakehoers is usuay useto incue a those with a stake in the

organisation ie who are affecte by

its actions or its success other than

management an sharehoers. As such, it

can incue empoyees an trae unions.

But companies sometimes imit it to

externa stakehoers. Where the term is

appie to empoyees, it oes not impy that

they are separate from the organisation.

1.3Rather than ooking for a precisedefinition, it is etter to ook at what an

empoers poicies state, and just as important,

what happens in practice. Most arge

organisations have CSR poicies in some form

ut aspects of CSR ma aso spread across

other areas, such as environment, empoment,

equait and diversit, and communit poicies.

Wh is this a matter

for trade unions?

1.4 Prospect eieves empoees and

representatives shoud e fu engaged as

stakehoders in deveoping, vaidating, and

impementing such poicies.

1.5 Man organisations have poicies that

ook good, ut are arge presentationa and

top-down, and so are not emedded in the

organisation. This means there is itte awareness

of them or commitment to making them work

across the usiness as a whoe.

1.6 The est wa to ring aout such

awareness and commitment is for the workforce

to e invoved in CSR poicies at a stages.

An empoer who is rea committed to CSR

shoud wecome such invovement. After a,

the workforce are the peope who know what is

rea going on, and how things coud e done

etter.

ActioN PlAN

Assess

What is our empoer aread doing?

How deep is their commitment?

(Chapter 2)

Build

Create a usiness case for doing more

Find channes ou can use to engage with

our empoer or tr to create them

Identif where our organisation has

opportunities and strengths which coud

e used to enefit or infuence others

look for where the union can add vaue

for exampe, through reationships with

other stakehoders

Agree a joint CSR framework

(Chapters 3-6)

check

Monitor progress

Seek and pass on feedack from memers

Communicate the resuts to staff and

stakehoders.

(Chapter 7)

What is corporate

social responsibilit?

1


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2.1 The information ou need ma e rought

together in our organisation in a singe CSR

poic, or spread across a numer of different

sources.

2.2 This chapter draws attention to what

those sources might e and provides a checkist

to hep ou read etween the ines and work out

what is going on.

2.3 It aso suggests the sort of questions

ou coud e asking aout our empoers CSR

poic and what it covers.

Assessing our

workplace CSR polic

2

Where to look for evideNce

hw mu s bng n pns n nau gansan an w a wn

cSr a as gn. is ay may b bug g n a sng cSr py, spa

ass sa sus.

Sp Annua CSR or sustainaiit review

Environmenta poicies and targets

Impact statements

cpa Vaue statements

Recruitment information

Procurement poicies

Human resources poicies

Corporate strateg/corporate pan

Annua report or operating and financia review

o-ang

Bo, co tc th

organaton ha gn p to.

(s Annx 2, pag 20, for a

fr t)

business in the Communit

Internationa business leaders Forum

Goa Compact

Goa Reporting Initiative

Ethica Trading Initiative


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cSr criteriA evAlUAtioN checkliStdomtc

opraton

intrnatona

opraton

sppy

chan

Partnr

(ncnggovrnmnt)

StAff

Core aour standards

Trade union representation

Right to coective argaining

Work-ife aance

Fexie working practices, eg part-time, homeworking

Partnership with unions

Encouraging empoee engagement and feedack

Investors in Peope

Equait and diversit in treatment and recruitment

Training and deveopment

Heath and safet

Vounteering/communit opportunities

ProcUreMeNt

Renewae energ

Sustainae sourcing

Ethica trading

Fair trading

Audited supp chainsEnvironmenta poicies

Reducing environmenta impact, eg poution, emissions

Reducing waste, eg reccing

Reduced water use, eg re-using gre water

Use of sustainae and/or puic transport

Resource-efficient working patterns, eg teeconferencing, homeworking

Use of rownfied sites

Ecoogica/iodiversit protection and promotion

Environmenta impact assessments

Innovative products and processes

Promoting more sustainae consumption, eg sustainae products, teeshopping

WorkPlAce eNviroNMeNtAl iNitiAtiveS

Waste reduction, reccing

Energ saving

SociAl PolicieS

Impact on oca communit, eg noise, transport, poution etc

loca communit engagement, eg sponsorships etc

Internationa projects/initiatives

Professi ona expertise

Humanitarian responseCharitae support etc

Contriution to Miennium Deveopment Goas


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cSr criteriA evAlUAtioN checkliSt nnueddomtc

opraton

intrnatona

opraton

sppy

chan

Partnr

(ncnggovrnmnt)

BUSiNeSS ethicS

Anti-corruption/code of ethics, eg tax avoidance in deveoping word, rier to

secure services

Adherence to codes, eg Extractive Industries Transparenc Initiative

Ethica investment

Whiste-owing

Impact on wider government poicies, eg oing

overAll PolicY

Reference to externa standards

Contriution to Miennium Deveopment Goas

Seeking stakehoder feedack

Other

tAkiNG AccoUNt of the NAtUre of the BUSiNeSS ANd itS iMPActS, Are there ANY oBvioUS GAPS?


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MeASUriNG the dePth of cSr

As w as w a gn aa s , s mpan quay an p.

f xamp, a sp mmmns? hw gus s pss awng up

an mpmnng py?h a sm qusns gaug w a

ps a mansam jus a-ns. Ys / N1 = p/mnma

5 = y g

Are empoees and/or unions incuded among stakehoders

whose views are taken into account in CSR poicies?Y N 1 3 5

2 4

Are there mechanisms for enaing empoees and/or unions

to give feedack on aspects of the poicies that concern them?Y N 1 3 5

2 4

How does the organisation respond to such feedack,

eg does it wecome and act on it and inform empoees ofwhat it has done?

Y N 1 3 5

2 4

Are there specific commitments and, where feasie,

measurae targets?Y N 1 3 5

2 4

Are poicies cear refected in the organisations core vaues

and part of how we do usiness?Y N 1 3 5

2 4

Do poicies refer to ojective, externa standards and codes

where appicae? (see Annex 2, page 20, for examples)Y N 1 3 5

2 4

Is the empoer a memer of an reevant organisations or

groupings concerned with promoting CSR, or does it have

certification or recognition from such organisations?

Y N 1 3 5

2 4

Are CSR reports externa assured or audited?Y N 1 3 5

2 4

Is the trade union (oca and goa, where appicae)

incuded as a stakehoder in externa verification (audited)

processes?

Y N 1 3 5

2 4

In goa supp chains does the organisation adhere to

goa framework agreements for reevant sectors?Y N 1 3 5

2 4

All this will help as a reality check on whether the policy is meaningful or simply a public relations exercise.


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Cost reductions

3.13 Some aspects of CSR, such as using

fewer resources or producing ess waste, have

direct financia enefits as we as enefiting

the environment or societ. There are financia

enefits, as we as enefits to the compans

reputation, for avoiding penaties such as fines

for poution. Sometimes these enefits are not

ovious or are on fet in the onger term, so

the case has sti to e made.

Internalising the external

3.14 Often the externa costs to the

environment or societ of an organisations

ehaviour are not fet the usiness interna.

Environmenta and socia taxes and charges

(eg tradeae permits for emissions) are

designed to redress this aance making ess

damaging options more attractive. However,

an organisation ma aso choose to accept

its wider responsiiities, especia to the

oca communit, for other reasons, such as

reputation, customers or recruitment.

Opening new markets

3.15 being seen as a good compan to do

usiness with heps to deveop new partnerships

and markets, ranging from domestic consumers

who take this into account in choosing who to

u from, to overseas cients and customers. And

vice versa a poor reputation can damage saes.

Innovation

3.16 As with other usiness activities,

organisations ma gain competitive advantage

eing first to adopt a particuar practice. In

some cases the ma avert or dea the threat

of government reguation doing so, or,

anticipating a reguation in preparation, e read

for it efore their competitors and even hep

shape it to suit them.

3.17As we as immediate competitive

advantage CSR ma give a compan know-how or

new products and processes it can se to others.

Use the strengths of

our organisation

3.18 In ooking at what more coud e

done, reps shoud not on consider where the

organisation has negative impacts. The shoud

aso ook at what opportunities the usiness

presents to enefit or infuence others, and what

strengths it has.

3.19 One positive approach is to encourage

empoers to act in was that promote

achievement of the Miennium Deveopment Goas.

Athough governments have signed up to the goas,

the wi not e achieved without the fu support

and commitment of usinesses (see Chapter 5).


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4.1 Prospect representatives and memers

wi have a detaied understanding of their

organisation, its customers, suppiers and other

stakehoders, as we as the workforce itsef, who

are aso ke stakehoders. links with trade unions

and workers groups overseas aso provide

grassroots knowedge of what is rea going

on among suppiers and contractors. Often this

knowedge can e as good as or etter than that

of management or outside agencies.

Engaging with

the emploer

4.2 It is worth taking some time to think

aout the est channes to raise corporate socia

responsiiit issues particuar in a arge

organisation with estaished structures orwhether new structures are needed.

4.3 Man organisations have CSR

committees, and idea these shoud incude

representatives of empoees or trade unions

as we as management. If not, ou ma e

ae to use or adapt existing groups for

exampe, environment, human resources, heath

and safet, or the genera industria reations

machiner to raise CSR issues. It is in the

empoers interest to work in partnership withProspect and the other unions in the workpace

on CSR matters.

4.4 There are current no statutor rights

for trade union workpace representatives in

the area of environment or corporate socia

responsiiit, in the wa that there are for

heath and safet, for exampe.

4.5 Simiar there is no right to time off for

training though as something which is in the

empoers interests as much as the empoees,

this is worth raising with them. For exampe, one

empoer gave a its staff the opportunit to

take time off to see A Gores fim aout cimate

change, An Inconvenient Truth.

Agreeing a CSR

framework

4.6 There is no one mode for a CSR poic.

What is important wi var according to the

nature of the organisation, and aspects of CSR

ma e covered across a range of different

poicies and statements.

4.7However, a numer of core areas are

reevant in most cases, and it is just as important

to have a roust process which poicies are

drawn up, carried out and monitored. Chapters

6-7 provide some genera guidance to these core

areas, incuding some mode provisions. The case

studies (Annex 1) iustrate some of the points.

4.8 Other issues to cover depend on the

nature of the organisations work, ut shoudincude reevant ones from the checkist

in Chapter 2. Though there is no point in

dupicating other documents, having a joint

framework agreement which sets out some

core principes for exampe, on core aour

standards ma e a wa of formaising union

engagement.

Where Prospect

can add value

4


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5.1 The target of achieving the eight MDGs

2015 was agreed to 189 word eaders and

eading deveopment institutions at the United

Nations Miennium Summit in 2000. At the Word

Economic Summit in 2005, Kofi Annan, UN secretar

genera, said: It is the asence of road-ased

usiness activit, not its presence, that condemns

much of humanit to suffering. Indeed, what is

utopian is the notion that povert can e overcome

without the active engagement of usiness.

The UN Millennium

Development Goals

5the eiGht MilleNNiUM develoPMeNt GoAlS

eaa xm py an ung imp mana a

A unsa pmay uan cmba hiv an AidS, maaa an sass

Pm gn quay an mpw wmn ensu nnmna susanaby

ru may dp a gba pansp pmn

MilleNNiUM develoPMeNt GoAlS ANd BUSiNeSS

ts a a w ways yu gansan mg nbu m

eracat xtrm

povrty an hngr

Ensure overseas suppiers meet Internationa laour Organisation aour standards

Initiate programmes for jo creation

Constructive investment

Decent Work Initiative IlO

Support to trade unions and charities in deveoping word

Achv nvra

prmary caton

Eiminate chid aour

Provide or support schooing for workers famiies

Donate od computer equipment

Promot gnr qaty Ensure empoment opportunities are avaiae to men and women aike with equa remuneration

Rc ch mortatyEnsure cean water is avaiae at overseas sites

Support education programmes on prevention issues

improv matrna

hath

Avoid phsica aour for pregnant women

Provide on-site cinics and heath education

Heath and safet reated activities to educate on prevention and redress issues affecting women

empoees

Combat HiV/Aids,

maara an othr

a

Awareness programmes to aeviate stigma and discrimination (primari for HIV)

Awareness programmes on diseases prevention and cure

Provide medication for workers and their famiies

Support initiatives for support and care of famiies affected ereavement

enr nvronmnta

tanabty

Sustainae sourcing

Use renewae energ

Foow est practice on emissions and waste

dvop a goba

partnrhp forvopmnt

Eiminate rier and corruption

Participate in reevant initiatives such as the Extractive Industries Transparenc Initiative

Make technoog and expertise avaiae to suppiers in deveoping countries

Annex 3 sets out more ways in which business can make a difference.


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Prospect involvement

6.1 Prospect invovement can add vaue and

crediiit to CSR poicies. Increasing, empoers

aso see their CSR vaues and practices as

important contriutors to workforce reations.

Where an organisation does not aread have

a poic of expicit invoving the workforce,

ou ma wish to agree with management a

statement on the foowing ines:

We [ nse names f gansan

and Pspe and he unns] beeve

ha pae sa espnsby s a

mae f a empyees. As suh, we

w nvve empyees and he ade

unn epesenaves fuy n dawng

up, ayng u, and mnng u cSr

and eaed pes.

Legal obligations

6.2 because corporate socia responsiiit

goes eond ega oigations, issues such as

heath and safet in the workpace, empoment

poicies, environmenta protection, and equait

and diversit shoud aread e covered in poic

statements. There is no need to dupicate these,

though the can e referred to as the starting

point for good practice.

6.3However, this wi not awas e the case,especia when deaing with suppiers overseas,

where ega requirements ma e ower or not

oserved. A CSR poic or framework agreement

might incude provisions on the ines of:

X w wk wh u suppes and sub-

nas mpemen pes n

empyee ghs, heah and safey and

envnmena pen. in paua,

we k hem demnsae he

mmmen a he wkes by efeene

he apppae inenana labu

ogansan nvenns. these ve:

feedm fm dsmnan

feedm fm bnded fed abu

feedm fm dangeus wkng

ndns

he gh ganse and eve

baganng

he gh equa emunean

he emnan f hd abu.

Trade and sourcing issues

6.4 Ethica trade means trade where uers

aim to ensure that suppiers meet minimum

aour standards. The UKs Ethica Trading

Initiative is an aiance of companies, non-

governmenta organisations and trade unions,

which aims to promote and improve the

impementation of corporate codes of practice

which cover supp-chain working conditions.

6.5 Its goa is to ensure that the workingconditions of workers producing for the UK

market meet or exceed internationa aour

standards. Suppiers:

are required to comp with a code of aour

practice such as the ETI base Code (see

Annex 5)

are required to have progress monitored

towards meeting the code

shoud e given support to do so.

Where reevant, encourage our empoer to signup to the ETI.

6.6 Fair trade is where suppiers, usua

individuas or sma producers, are guaranteed

a fair pament for specific goods, main

commodities such as coffee or cocoa, where

word market prices can fuctuate wide.

Products carring a Fairtrade mark are

independent certified against internationa-

agreed standards, which incude certain

minimum aour standards depending on the

size of the organisation.

6.7Encourage our empoer to u reevant

Model principles

and policies

6


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fair trade products. Even if it is on coffee and

tea for the cafeteria, it sends a message to thoseusing it, incuding staff and visitors.

6.8 Sustainae sourcing means, in the case

of raw materias, that the come from sources

that wi not e damaged in the ong term

cropping such as timer that is eing

repanted. The Forest Stewardship Counci aims

to promote responsie management of forests,

avoiding iega ogging and respecting the

rights of indigenous peopes and workers, and

iodiversit.

6.9 Corruption the pament of ries to

private individuas, officias or government

memers to secure or faciitate usiness

remains a significant proem in man parts

of the word, despite the adoption of the

Organisation for Economic Co-operation and

Deveopment anti-rier convention, the 2003

UN Convention, domestic egisation in the

US, UK, and other western countries, codes of

ethics man mutinationas, and campaigns

Transparenc Internationa and other non-governmenta organisations.

6.10 A reputae companies shoud have

as part of their CSR vaues or ethics poicies a

commitment not to pa ries and to act against

those doing so.

6.11 but deaing with this in practice is not

eas, especia as such arrangements are often

disguised through pament of commission to

intermediaries. Compan poicies shoud incudemechanisms that enae peope who ma have

concerns aout this issue to report them (see

Chapter 7).

6.12 Just as rier diverts mone from

egitimate usiness and government, and

distorts the market, faiure to account proper

for revenues and pa oca taxes can have

the same effect. The Extractive Industries

Transparenc Initiative (see Annex 2) is designed

to overcome this opening up the earnings

of oi and mining companies to scrutin and

ensuring a share of revenues is remitted to the

governments of host countries.

6.13 Another form of corruption invoves

deaing with crimina or guerria groups ratherthan the egitimate government, which as we as

eing iega, can stoke conficts. The Kimere

certification process on confict diamonds

is one response to this. This scheme in the

diamond industr certifies rough diamonds as

confict-free and that proceeds for the gems are

not used to finance wars (www.kimereprocess.

com).

6.14 What is and is not fair, ethica or

sustainae is often not straightforward,

especia given the compexit of goa

supp chains. For exampe, iofues fues

from crops rather than fossi fues ma e

regarded as renewae. In a sense the are,

ut if producing them means oss of and used

for food production or deforestation, the

are not tru sustainae in the wa that, sa,

wind power is. And wind power ma have its

own environmenta impact, for exampe, oss

of amenit on and or damage to the marine

environment offshore.

6.15 Simiar, timer ma have een ogged

ega, ut sti not e sustainae uness it is

repaced and the forest environment preserved.

The est thing is to discuss these issues in the

context of the individua usiness.

Investment

6.16 The wa an operation invests in

acquisitions or in other usinesses can aso

indicate how socia responsie it is. Socia

responsie or ethica investment can takevarious forms. At a minimum it means that the

usinesses invested in are acting responsi.

6.17Some socia investors aso excude

certain kinds of usiness ecause of the nature

of the usiness itsef, even where the usiness

is acting ega and, in their own terms,

responsi, thus making a vaue judgement

aout the nature of the usiness, as distinct

from how that usiness is conducted.

6.18 Even where the usiness itsef ma not

e investing on a arge scae, its pension fund

wi e doing so. The issues for union pension


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Verifing and monitoring

7.1 Poicies, codes and reports are not enough

themseves especia if the contain

genera vaues or aspirations which are not

transated into specific actions or targets. As

we as eing open to ojective measurement

wherever possie, the shoud aso e suject to

oth interna and externa scrutin. Organisations

shoud e encouraged to see that. Prospect can

pa a vauae roe in this process.

7.2 Not a aspects of CSR are open to

ojective measurement, ut where the are,

targets and reporting on them shoud e

incuded. This is aout more than environmenta

performance: heath and safet (accident rates

and trends), empoee satisfaction or the state ofindustria reations can a e measured. Genera

aspirations to e a good citizen or reduce our

environmenta impact shoud e unpacked and

proed.

7.3 A numer of organisations and toos exist

which companies ma use to evauate, verif or

report on their CSR performance (see Annex 2).

Whie few are without proems, ecause of the

sujective nature of man of the issues eing

assessed, the do provide a further eement ofassurance and representatives shoud encourage

their use where appropriate. Where empoers

do not use them, ou might discuss whether

the woud provide usefu additiona guidance or

assurance.

Seek and pass on

emploee feedback

7.4 Whether assessments are carried out

interna or externa, representatives shoud

seek the views of empoees as part of the

process. This incudes the empoees of suppiers

or customers. Prospect ma e etter paced to

get accurate information from this source than

the empoer or third-part assessors. The fact

that the workforce has een invoved can on

add to the crediiit of the resuts and show

that the poicies are for rea.

7.5 If ou ecome aware of a major area of

concern for exampe, empoment of chid

aour in an overseas suppier or suspected

corruption to secure usiness ou shoud

discuss our concerns with our ranch

committee and Prospect fu-time officia

and when consensus is reached on how to

address the concern, it shoud e raised with

management. A process for doing so shoud e

incuded in CSR poicies or interna guidance.

7.6 Empoers shoud wecome a feedack

process since these issues can direct affecttheir reputation and usiness. Sometimes the

indicate sstems or communications faiures it

is not uncommon for purchasing departments

to drive down prices and so encourage poor

practice at the same time as the CSR department

is tring to raise standards.

7.7you ma e ae to raise such concerns

through existing Prospect ranch channes

or through heath and safet committees,

industria reations structures, or (particuar forethica issues) counseing or whiste-owing

arrangements where the exist. It is, however,

critica to communicate with and gain the

consensus of the ranch executive committee

and fu-time officia.

7.8 In a this there is a aance to strike. On

the one hand the aim is to work in partnership

with the empoer, rather than confrontationa,

since there is a mutua interest in improving

performance. On the other, this shoud not

prevent representatives or empoees from

raising concerns and criticisms. This can e done

in private in the first instance. Man companies

work with non-governmenta organisations on

Checking progress

7


17/35


their poicies ut this does not stop the NGOs

criticising them where necessar.

Communicate the results

7.9 Keeping staff and other stakehoders

informed is one of the est was to maintain

progress, spread good practice and reap the

enefits in terms of reputation and motivation.

7.10 Man organisations produce CSR

reports. Representatives wi want to ensure

that the are credie and reaistic, not justaspirations or a sustitute for action. There are

standards and awards for reporting as we, such

as the ACCA awards for sustainaiit reporting,

given the goa od for professiona

accounting.

7.11 Incude Prospects invovement in an

reports to memers, so that the unions roe is

seen a.


18/35


Defra

The departmenta trade union side at the

Department for Environment, Food and Rura

Affairs has een working cose with the heath

and weeing team in the human resources

department to draw up a draft Weeing and

Corporate Socia Responsiiit strateg.

As the document was eing drawn up, Prospect

proposed that the Miennium Deveopment

Goas e inserted into the draft, which has now

een approved the management oard.

Prospect ranch secretar Russe brown

sas: The departmenta trade union side,

which incudes a Defra unions, has had cose

invovement through discussions with Defras

human resources team as it has put thedocument together.

It is ear das, ut the organisation has

een ver receptive to union invovement in

a aspects of equa opportunities, heath and

weeing and simiar issues, and now Prospects

Environment, Food and Rura Affairs ranch

wi e finding was to get more invoved on a

practica eve.

An extract from The Case for a Wellbeing andCorporate Social Responsibility Strategyis

reproduced eow (Defra, March 2008).

Organisational values

Defras People Strategy states explicitly that

it believes in the value of its people as a core

part of its business success. It clarifies that, if

the department is to realise its business goals

and objectives, it is essential that it motivates

individuals to perform at the best of their

potential.

Wellbeing and corporate social

responsibility within Defra

definition of webeing:

There are numerous definitions of wellbeing,

but there is now an increasing recognition that

the term does not just mean the absence of ill

health. Instead it has broader and more positive

connotations and describes a state of being

where individuals can develop and flourish.

Defra has worked with other government

departments, the devolved administrations

and other stakeholders to develop a common

understanding of what wellbeing means in a

policy context. It is intended to support those

wishing to take a greater policy focus on

wellbeing and to promote consistency.

Wellbeing is a positive physical, social and

mental state; it is not just the absence of pain,

discomfort and incapacity. It requires that basic

needs are met, that individuals have a sense of

purpose, that they feel able to achieve important

personal goals and participate in society.

It is enhanced by conditions that include

supportive personal relationships, strong and

inclusive communities, good health, financial

and personal security, rewarding employment,and a healthy and attractive environment.1

defra as a responsibe empoyer:

Defra has a dual corporate social responsibility

in promoting and supporting the development

and maintenance of wellbeing. One part of its

responsibility is as an employer and it is this

corporate citizenship aspect to which the

strategy relates. In acknowledging this and

taking effective measures to undertake its

1 www.sustainae-deveopment.gov.uk/what/priorit/

weeing/poic-context.htm

Examples in the

workplace

1ANNEX


19/35


responsibilities successfully, Defra recognises

that it can contribute positively to the rewardingemployment aspect of wellbeing.2 In 2005 a

report produced jointly by the Department for

Work and Pensions, Department of Health and

the Health and Safety Executive outlined a

strategy for the health and wellbeing of working

age people that would:

break the link between ill health and

inactivity, to advance the prevention of ill health

and injury, to encourage good management

of occupational health, and to transform

opportunities for people to recover from illness

while at work, maintaining their independence

and their sense of worth.3

An explicit aim of this strategy was to develop

a charter for health, work and wellbeing, which

key stakeholders would be invited to sign, setting

out their role and contribution, with the charter

incorporating a detailed action plan to ensure

progress. As a responsible employer keen to

demonstrate its support for this important work,

Defra has signed up to the charter following itssubsequent launch.

defra as a government champion of

sustainabe eveopment:

Government research focus on wellbeing has

sharpened during the past several years and,

as the accompanying debate has matured,

wellbeing has been recognised within its UK

2005 sustainable development strategy as at

the heart of sustainable development.

4

Defracontinues to champion sustainable development,

helping the government as a whole to

deliver economic, social and environmental

sustainability. As Sustainable Development

Champion, Defra is taking the lead in addressing

some of the cross-government commitments in

Securing the Future, for example, in the work

2 Iid

3 HM Government (2005). Heath, work and we-eing

Caring for our future. Avaiae onine at www.dwp.gov.uk/

puications/dwp/2005/heath_and_weeing.pdf4 Directgov (2005). Weeing and Sustainae Deveopment.

Avaiae onine at www.sustainae-deveopment.gov.uk

Crown Copright. Updated Ju 27, 2007

we are carrying out as part of our Sustainable

Development Action Plan (SDAP). One key actionand commitment is to carry out a Corporate

Social Responsibility and Wellbeing review and

publish a strategy.

Additionally, the UK government has undertaken

an obligation to meet the Millennium

Development Goals,5 which must be achieved

by 2015 and respond to the worlds main

development challenges.6 Defra demonstrates

its support for helping to achieve these goals

through the work that it undertakes as part of its

ongoing commitment to promoting sustainable

development. Activities such as volunteering, in

which its employees can contribute individually

and as teams towards the goals, form an integral

part of its strategic corporate citizenship and

wellbeing framework for action.

Overview of current research:

UK businesses are becoming increasingly aware

that promoting and supporting employee

wellbeing is critical to sustaining business wealthand that the success of a companys approach

is dependent on the commitment of their

leaders.7

5 United Nations (2005). The UN Miennium Deveopment

Goas. Avaiae onine at www.un.org/mienniumgoas

6 United Nations Deveopment Programme. Avaiae onineat www.undp.org/mdg/asics.shtm

7 business in the Communit (2006). Taking Heath.

Avaiae onine at www.itc.org.uk/heathworkpaces


20/35


EDF Energ

The French-owned compan EDF has 11 main

countries of operation and in 2005 signed a

CSR agreement emracing them and their 21

representative trade unions.

In the UK EDF empos near 13,000 peope

1,300 Prospect memers hod management,

engineering and supervisor roes.

As part of its CSR commitment in the UK,

the compans Heping Hands scheme gives

staff extra time off to get invoved in oca

environmenta, education and other communit

projects.

Whie EDFs focus is on encouraging staff to getinvoved in oca communit projects, there is

an internationa dimension with a strong focus

on sustainaiit and mitigating the effects of

cimate change.

A unique feature of EDFs CSR poic is that the

goa agreement specifies a defined roe for

its trade union signatories in monitoring and

ensuring compiance. For this purpose, a joint

committee was formed which meets reguar,

attended compan and union reps from

countries as far afied as France, UK, China,

Poand and Vietnam.

EDFs CSR poic reates to:

reationships etween EDF groups and their

empoees covering areas such as heath

insurance, the fight against discrimination,

respect for the independence and autonom

of trade unions, coective argaining, socia

diaogue and trainingusiness reationships with customers,

sucontractors and suppiers and their impact

on societies

societ, heath, wefare and environmenta

protection

commitment to the quait of uran ife,

access to eectricit and tacking fue povert.

See www.edf.com/94079i/Homefr/

EDFhumanresources/groupsociaresponsiiit.

htm

In parae, EDF Group aso has a European Works

Counci, set up in 2002. The EWC provides a

forum for consuting and informing stakehoders

aout the groups economic, financia and socia

strategies. There is Europe-wide trade union

representation, incuding memers of Prospect

eected the UK workforce. Prospect current

hods three of the six UK seats (Octoer 2008).

One of the compans CSR activists and

campaigners is Prospect rep lee Parris, a heath,

safet and environment engineer. To lee, CSR

is aout ensuring and continuous monitoring

improvements for peope a over the word. We

cnsuan an nman

Prospect, with 21 representative

trade unions, forms part ofdiscussion with initia agreement

on CSR poicies (2005)

Trade union stakehoders

Prospect memers active with oca

deiver of CSR poic through the

compans Helping Hands Scheme

EDF European

Works Counci set

up in 2002

Eected EWC

representatives and

Europe-wide trade

union federations

EPSU and EMCEFTrade unionists from EDF operations

around the word, representing

11 countries, meet with EDF

management on CSR issues with

monitoring rief

EDF CSR

POLICy


21/35


ive in a word where usinesses have a igger

infuence than governments on the ives of manpeope, he sas.

It is important that the impact of ig usiness is

in accord with fundamenta human rights across

the panet. Trade unions have a ke roe to pa.

lee wecomes Prospects emphasis on the unions

ecoming ke stakehoders in compan CSR

poicies. I woud ike to see us have more sa

aout what happens, rather than just eing given

information aout the compans activities. I

eieve Prospect can pa a ke roe in monitoring

what companies are doing and highighting

exampes of est practice.

From the point of view of trade unions, CSR

is aout capturing our memers hearts and

minds so that we can give a voice to the

miions of voiceess peope who depend on

the actions that we take to ensure their just

future, encompassing their societs heath and

environmenta needs for future generations.

ScottishPower

ScottishPower, part of the Spanish-owned

Ierdroa Group since Apri 2007, has had a

corporate socia responsiiit poic for more

than a decade.

In 2005 it identified 12 UK socia and

environmenta impact areas that it woud report

on annua. Since 2007 the compan has asoreported goa to the wider Ierdroa Group.

ScottishPower CSR impact areas

provision of energ; heath and safet;

customer experience; cimate change and

emissions to air; waste and resource use;

iodiversit; sites, siting and infrastructure;

empoment experience; customers

with specia circumstances; communit;

procurement; economic.

The compan sas: We are committed to

corporate responsiiit as a wa of doing

usiness that seeks to minimise our negative

impacts on societ and maximise our positive

impacts, confident that this wi contriute toour ong-term usiness goa of creating vaue for

sharehoders.

See: www.scottishpower.com/

CorporateResponsiiit.asp

An exampe of the compans UK work is the

communit initiative ScottishPower learning, set

up in 1996. The scheme encourages empoees

to vounteer and has heped train over 12,000

unempoed oung peope.

Anne Dougas, Prospect nationa secretar for

Scotand, wecomes the eve of engagement

with stakehoders, incuding the unions.

Discussion and consutation with Prospect and

ScottishPowers other unions takes a variet of

forms, incuding:

twice-ear meetings with the chief

executive and his oard

quarter updates and discussions at the

compan counci

joint heath and safet committeesgreen the workpace courses and awareness-

raising sessions on sustainae deveopment

coaoration on vounteering programmes

within oca communities

a union officia as a memer of the

ScottishPower learning advisor oard.

Dougas sas: ScottishPower engages with

Prospect over its CSR activities as we as inviting

Prospect and the other unions more genera to

input into its strateg. M on criticism is thatfew empoees are aware of the fu depth and

readth of its CSR activities. The compan woud

sa that ecause CSR is an integra part of

what it does, it does not need to oast aout it.

Perhaps that attitude proves ScottishPower rea

recognises CSR as a enefit and not a urden.


22/35


CSR organisations,

initiatives and standards

AunAby: Information aout the

Institute of Socia and Ethica AccountAiits

AA1000 Assurance Standard, a process standard

providing guidance and est practice for

stakehoder engagement and organisationa

reporting, incuding was in which to assess the

competeness, materiait and responsiveness of

an organisations sstems and processes.

www.aunaby21.n

Busnss n cmmuny: A usiness

grouping incuding man eading companies

and organisations committed to corporate

responsiiit. It sponsors annua Awards for

Exceence, runs the CSR Academ and producesa Corporate Responsiiit Index.

www.b.g.u

cSr eup: A Europe-wide network

of companies and nationa partner organisations

bitC (aove) is its UK partner. It has a CSR

soutions index.

www.sup.g

cpa rspnsby Gup: CRG is a

earning and deveopment network that existsfor and is run corporate responsiiit

professionas within companies.

www.gu.g/

cpa rspnsby can: CORE

campaigns for changes to UK aw to make

companies more responsie, sustainae,

accountae and transparent.

www.pa-spnsby.g

ea tang ina: An aiance of

companies, non-governmenta organisations and

trade union organisations which promotes and

improves the impementation of corporate codes of

practice covering supp chain working conditions.

Its goa is to ensure that the working conditions

of workers producing for the UK market meet or

exceed internationa aour standards.

www.aa.g

exa inuss tanspany ina:

Aims to strengthen governance improving

transparenc and accountaiit in the

extractives sector. The EITI sets a goa standard

for companies to puish what the pa and for

governments to discose what the receive.

www.anspany.g

G cpan: Puishes a standard to hep

companies sstematica assess their usiness

practices and make improvements. Successfu

organisations can use their GoodCorporation

certification ogo to demonstrate that the havemet the minimum standard of good practice.

www.gpan.m

Government

dpamn Busnss, enps an

rguay rm: DbERR (former Department

for Trade and Industr) has overa responsiiit

for CSR within government, and has puished an

Internationa Strategic Framework for CSR. DbERR

aso deas with compan aw, incuding companreporting and corporate governance, and trade

union and empoment aw.

www.b.g.u

o gnmn CSR puications and

information:

www.b.g.u/ss/susanaby/

nx.m/

dpamn ennmn, f an

rua Aas: Defra has overa responsiiit

for sustainae deveopment poic withingovernment.

www.a.g.u

Further information/

resources

2ANNEX


23/35


dpamn innana dpmn:

DFID deas with internationa deveopmentpoic, incuding with the Foreign and

Commonweath Office the Miennium

Deveopment Goas. It is aso responsie for

the Ethica Trading Initiative and the Extractive

Industries Transparenc Initiative. Its work

is focused on achieving the Miennium

Deveopment Goas, the UN targets for fighting

povert that must e met 2015.

www..g.u

fgn an cmmnwa o: FCOdeas with reations with overseas countries,

incuding human rights and good governance;

internationa sustainae deveopment; promotes

british usiness aroad; and represents the UK at

the UN and other internationa forums.

www..g.u

International/

intergovernmental

Gba rpng ina: GRI deveops and

disseminates goa appicae Sustainaiit

Reporting Guideines for vountar use

organisations.

www.gbapng.g

innana Busnss las fum:

An independent, not-for-profit organisation

founded the Prince of Waes, supported

over 100 usinesses goa, which works

with usiness, governments and civi societ to

enhance the contriution that companies canmake to sustainae deveopment.

www.b.g/

innana labu ogansan: A United

Nations agenc with a tripartite composition

(governments, empoees, trade unions). It

has drawn up man of the asic internationa

standards and principes reating to working

conditions incuding:

Decaration on Fundamenta Rights and

Principes at Work

Tripartite Decaration of Principes concerning

Mutinationa Enterprises and Socia Poic

business and Socia Initiatives dataase

www..g

innana Sanas ogansan: Its

standards cover man aspects of management

and processes as we as products. Reevant

ones incude the ISO 14001 environmenta

management standard and ISO 9001 quait

management standard. Work is aso underwa

on an internationa CSR standard, ISO 260000.

www.s.g

Mnnum dpmn Gas: Agreed the

United Nations in 2000.

www.un.g/mnnumgas

ogansan enm cpan an

dpmn: OECD puishes Guideines for

Mutinationa Enterprises, recommendations

on responsie usiness conduct addressed

governments to mutinationa enterprises

operating in or from their territories. This is the

on mutiatera endorsed and comprehensive

code on mutinationas that governments are

committed to promoting. Aongside the OECD

countries, Argentina, brazi, Chie, Israe, Estonia,

latvia, lithuania, Romania and Sovenia adhereto them. because the app to mutinationas

operating out of these countries, their reach

is potentia much wider. Nevertheess the

remain vountar and do not app direct to

usiness except insofar as the are refected in

nationa aws. Concerns aout possie reaches

of the guideines can e raised with the nationa

contact points estaished each countr,

though procedures for investigating and acting

on such compaints var considera.

www..g/a/nsmn/guns

UK nationa contact points for OECD:

www.s.g.u/1.m

Maga Suan, dpamn

Busnss, enps an rguay

rm, Bay 4133, 1 va S,

lnn SW1h oet, t: 020 7215 5756,

fax: 020 7215 2234, -ma: Maga.

[email protected]

dabn d, dpamn Busnss,

enps an rguay rm, Bay

4133, 1 va S, lnn SW1h

oet ; t: 020 7215 6344, fax: 020 7215

2234, -ma: [email protected]


24/35


www.b.g.u/ss/susanaby/

nananapn/pag45873.m

The OECDs Trade Union Advisor Committee

puishes A Users Guide for Trade Unionists to

the OECD Guidelines for Multinational Enterprises

www.ua.g/n/pub/-

s/00/00/00/67/umn_.pm

oecd rs Awanss t Munana

enpss n Wa Gnan Zns: Aims

to hep companies that invest in countries where

governments are unwiing or unae to assume

their responsiiities. It addresses risks and

ethica diemmas that companies are ike to

face in such weak governance zones, incuding

oeing the aw and oserving internationa

instruments; heightened care in managing

investments; knowing usiness partners and

cients; deaing with puic sector officias; and

speaking out aout wrongdoing.

www..g/aa/26/21/36885821.

p

oecd cnnn n cmbang Bby

fgn Pub oas n innanaBusnss tansans

www..g/umn/21/0,3343,n_2

649_34859_2017813_1_1_1_1,00.m

tanspany innana: A goa civi

societ organisation to comat corruption.

www.anspany.g

UN cnnn agans cupn 2003:

Came into force 2005, and has 106 parties. The

purposes of the Convention as set out in Artice

1 are:

to promote and strengthen measures

to prevent and comat corruption more

efficient and effective

to promote, faciitate and support

internationa cooperation and technica

assistance in the prevention of and fight

against corruption, incuding in asset

recover

to promote integrit, accountaiit and

proper management of puic affairs and

puic propert.

www.un.g/un/n/as/cAc/

nx.m

UN Gba cmpa: A vountar set of ten

(origina nine) principes, drawn up under theauspices of Kofi Anan when he was UN Secretar

Genera, to which participating usinesses

commit themseves (see Annex 3).

www.ungbampa.g

W Busnss cun Susanab

dpmn: A goa association of some 200

companies deaing excusive with usiness and

sustainae deveopment.

www.wbs.g

Trade union groups

Gba Unn fans: Internationa odies

to which nationa unions are affiiated according

to industr or sector.

www.gba-unns.g

A numer of GUFs have reached Goa

Framework Agreements (or Internationa

Framework Agreements), with mutinationas,

covering conditions wordwide in their industries.

www.mma.g/man/nx.

m?n=47&=2&=10266

innana ta Unn cnan: Its

primar mission is the promotion and defence

of workers rights and interests, through

internationa cooperation etween trade unions,

goa campaigning and advocac within the

major goa institutions. Its main areas of

activit incude:

trade union and human rights, econom,

societ and the workpaceequait and non-discrimination

internationa soidarit.

www.u-s.g

is cngss ta Unns: ICTU has

56 affiiated unions, oth north and south of

the order. It has puished Corporate Social

Responsibility a guide for trade unionists.

www.u.

Downoad ICTUs CSR guide from:

www.ugbasay.g/upas/

cSr%20rePort.p


25/35


Pub Ss innana: A goa

federation of unions representing puic serviceworkers.

www.w-ps.g

UNi Gba Unn: A goa federation of

unions representing the private sector.

www.ungbaunn.g

ta Unn Asy cmm

oecd: TUAC is an internationa union

organisation with consutative status with the

OECD and its various committees.

www.ua.g

See two usefu TUAC discussion papers at the

foowing inks:

Workers Voice in Corporate Governance: a

discussion paper on corporate governance that

proposes a framework for puic poic reforms:

www.tuac.org/en/puic/e-docs/00/00/01/0E/document_doc.phtm

Organising workers globally, the need for public

policy to regulate investment:www.tuac.org/

en/puic/e-docs/00/00/03/09/document_news.

phtm

tas Unn cngss: The TUC deveops

common poicies for british trade unions and

negotiates with the UK government and in

the EU on empoment and socia egisation

and poicies. It has a we area devoted to

internationa issues.

www.u.g.u/nnana

UNicorN: A goa trade union anti-corruption

initiative, joint run TUAC, PSI and ITUC.

www.agansupn.g


26/35


The UN Goa Compact is a vountar set of

ten (origina nine) principes, drawn up under

the direct auspices of Kofi Anan when he was

UN Secretar Genera, to which participating

usinesses commit themseves.

Human rights

Pnp 1: businesses shoud support and

respect the protection of internationa

procaimed human rights; and

Pnp 2: make sure that the are not

compicit in human rights auses.

Labour standards

Pnp 3: businesses shoud uphod the

freedom of association and the effective

recognition of the right to coectiveargaining; and

Pnp 4: the eimination of a forms of

forced and compusor aour; and

Pnp 5: the effective aoition of chid

aour; and

Pnp 6: the eimination of

discrimination in respect of empoment and

occupation.

Environment

Pnp 7: businesses shoud support a

precautionar approach to environmenta

chaenges; and

Pnp 8: undertake initiatives

to promote greater environmenta

responsiiit; and

Pnp 9: encourage the deveopment

and diffusion of environmenta friend

technoogies.

Anti-corruption

Pnp 10: businesses shoud workagainst corruption in a its forms, incuding

extortion and rier.

The United Nations

Global Compact

3ANNEX


27/35


AA1000: AccountAiits AA1000 Assurance

Standard, providing guidance and est practice

for stakehoder engagement and organisationa

reporting, see Annex 2.

Bnmang: Measuring our compan

performance against other companies.

Bsy: A contraction of ioogica

diversit, meaning the numer, variet and

variaiit of iving organisms, whether goa,

nationa or in a specific area.

Busnss w: Under UK compan aw a

companies, other than sma companies, are

now required to produce a usiness review. In

the case of quoted companies, the Companies

Act 2006 aso requires the directors to the

extent necessar for an understanding of theusiness to report on environmenta matters,

the compans empoees and socia/communit

issues. These requirements app to reports for

financia ears eginning on or after Octoer

1, 2007. These provisions repace the origina

proposa to require the more detaied Operating

and Financia Review, though some companies

ma produce an OFR vountari as part of their

report.

c abu: An empoment of chidren,though often specifica referring to work

which is expoitative, forced, onded, or unsafe

and invoving oung (pre-teen) chidren. The

effective aoition of chid aour is a UN

Goa Compact Principe. This is a trick issue

ecause it is usua overseas suppiers that

use chid aour; and its aoition needs to e

accompanied education and wefare poicies,

if it is not simp to reduce fami incomes.

cmpany aw, mpany png s

Busnss w.

cpa znsp: An aternative phrase

to corporate socia responsiiit that tries to

conve that companies, ike citizens, enjo oth

rights and responsiiities.

cpa gnan: Reates to the interna

sstems which corporations are operated and

controed, within the framework of egisation.

cpa panpy: Donations or in-kind

support companies to charities or other good

causes; often, particuar in the US, used instead

of corporate responsiiit ut narrower in

scope.

dsy: In the workpace refers to the

protection, respect and incusion of the

individua attriutes that each empoee

contriutes. Whie companies initia paid the

most attention to those characteristics protected egisation (race, sex, reigion, nationa origin,

sexua orientation, age, disaiit) usinesses are

increasing uiding compan cutures that aso

respect ife experiences, anguage, taents, skis,

thought processes and persona stes.

equa pnps: A vountar set of

guideines for the anking industr ased on

IFC and Word bank environmenta and socia

guideines and safeguard poicies.

ea puasng a ang:

Sourcing from suppiers that respect asic

human rights and aour standards (see Annex 5,

Ethica Trading Initiative ase code).

faa: A movement to hep fami farmers

and sma producers in deveoping countries

gain direct access to internationa markets; a

form of susid where the consumer pas a

premium over the market price that is returned

to the producer for socia and environmenta

deveopment; a ae to announce that a product

meets Fairtrade standards.

Glossar of

common terms

4ANNEX


28/35


Gba amw agmn: An agreement

negotiated etween a mutinationa companand a goa union federation concerning the

internationa activities of that compan. The

main purpose of a framework agreement is to

estaish a forma ongoing reationship etween

the mutinationa compan and the goa union

federation, which can sove proems and work

in the interests of oth parties. In Septemer

2008 there were 53 agreements; a fu ist is at

www.mma.g/man/nx.

m?n=47&=2&=10266

human gs: A civiised societ recognises the

right of ever individua to iert, freedom of

association and persona safet. These form the

asis of a code of human rights found at the

core of nationa and internationa aw across the

goe. The three most important internationa

recognised human rights instruments are:

Universa Decaration of Human Rights

Internationa Covenant of Civi and Poitica

Rights

Internationa Covenant on Economic, Socia

and Cutura Rights.Together these protocos form the Internationa

bi of Human Rights, and incude a set of

inaienae rights agreed the internationa

communit, which protect the dignit of ever

human eing. These rights shoud e respected

a individuas and organs of societ

regardess of poitica or cutura context.

innana amw agmn: See

Goa framework agreement

Nn-gnmna gansan: Though the

term can refer to an organisation that is non-

governmenta, it usua means a nationa or

internationa group set up to promote certain

interests or principes, and (in this context) a

charit or pressure group pushing companies

to improve their socia and environmenta

performance.

Sa asm: Where sharehoders use

their hodings active to infuence a companspoicies, particuar in areas such as corporate

governance or ethica, socia or environmenta

ehaviour.

Sa Aunaby 8000 (SA8000): An

internationa standard for human rights in

the industria setting set up the Counci on

Economic Priorities Accreditation Agenc in the

US.

Sas: Those who affect, or are affected

, the activities of a compan. The incude

sharehoders, customers, empoees, trade

unions, usiness partners, enders or insurers,

investors and anasts, sector or industr experts,

government, reguators, host communities, oca

and internationa NGOs, the media and suppiers.

Susanab pmn: Though there are

man definitions, one of the first, simpest

and est remains that from the report of the

brundtand Commission, Our Common Future,

in 1987: Deveopment that meets the needs ofthe present without compromising the aiit

of future generations to meet their own needs.

A ke feature of sustainae deveopment is

that it invoves aancing economic, socia and

environmenta issues.

tp bm n: Tripe ottom ine

accounting means expanding the traditiona

compan reporting framework to take into

account not just financia outcomes ut aso

environmenta and socia performance. Thephrase was coined John Ekington, co-founder

of the usiness consutanc SustainAiit, in

his 1998 ook Cannibals with Forks: the Triple

Bottom Line of 21st Century Business.


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The Ethica Trading Initiative is an aiance of

companies, non-governmenta organisations

and trade union organisations which promotes

and improves the impementation of corporate

codes of practice covering supp chain working

conditions. Its goa is to ensure that the working

conditions of workers producing for the UK

market meet or exceed internationa aour

standards.

Emploment is freel chosen

1.1 There is no forced, onded or invountar

prison aour.

1.2 Workers are not required to odge deposits

or their identit papers with their empoer

and are free to eave their empoer after

reasonae notice.

Freedom of association and the

right to collective bargaining are

respected

2.1 Workers, without distinction, have the right

to join or form trade unions of their own

choosing and to argain coective.

2.2 The empoer adopts an open attitude

towards the activities of trade unions and

their organisationa activities.

2.3 Workers representatives are not

discriminated against and have access tocarr out their representative functions in

the workpace.

2.4 Where the right to freedom of association

and coective argaining is restricted

under aw, the empoer faciitates, and

does not hinder, the deveopment of

parae means for independent and free

association and argaining.

Working conditions are

safe and hgienic

3.1 A safe and hgienic working environment

sha e provided, earing in mind the

prevaiing knowedge of the industr and

of an specific hazards. Adequate steps

sha e taken to prevent accidents and

injur to heath arising out of, associated

with, or occurring in the course of work,

minimising, so far as is reasona

practicae, the causes of hazards inherent

in the working environment.

3.2 Workers sha receive reguar and recorded

heath and safet training, and such

training sha e repeated for new or

reassigned workers.

3.3 Access to cean toiet faciities and to

potae water, and, if appropriate, sanitar

faciities for food storage sha e provided.

3.4 Accommodation, where provided, sha e

cean, safe, and meet the asic needs of

the workers.

3.5 The compan oserving the code shaassign responsiiit for heath and safet

to a senior management representative.

Child labour shall not be used

4.1 There sha e no new recruitment of chid

aour.

4.2 Companies sha deveop or participate in

and contriute to poicies and programmes

which provide for the transition of an

chid found to e performing chid aour

to enae her or him to attend and remain

in quait education unti no onger a chid;

chid and chid aour eing defined in

the appendices.

4.3 Chidren and oung persons under 18 sha

not e empoed at night or in hazardous

conditions.

4.4 These poicies and procedures sha

conform to the provisions of the reevant

IlO standards.

Living wages are paid

5.1 Wages and enefits paid for a standard

working week meet, at a minimum,

Ethical Trading

Initiative base code

5ANNEX


30/35


nationa ega standards or industr

enchmark standards, whichever is higher.In an event wages shoud awas e

enough to meet asic needs and to provide

some discretionar income.

5.2 A workers sha e provided with written

and understandae information aout

their empoment conditions in respect to

wages efore the enter empoment and

aout the particuars of their wages for the

pa period concerned each time that the

are paid.

5.3 Deductions from wages as a discipinar

measure sha not e permitted, nor sha

an deductions from wages not provided

for nationa aw e permitted without

the express permission of the worker

concerned. A discipinar measures shoud

e recorded.

Working hours are not excessive

6.1 Working hours comp with nationa

aws and enchmark industr standards,

whichever affords greater protection.

6.2 In an event, workers sha not on a reguarasis e required to work in excess of

48 hours per week and sha e provided

with at east one da off for ever seven-

da period on average. Overtime sha e

vountar, sha not exceed 12 hours per

week, sha not e demanded on a reguar

asis and sha awas e compensated at a

premium rate.

No discrimination is practised

7.1 There is no discrimination in hiring,compensation, access to training,

promotion, termination or retirement ased

on race, caste, nationa origin, reigion, age,

disaiit, gender, marita status, sexua

orientation, union memership or poitica

affiiation.

Regular emploment is provided

8.1 To ever extent possie, work performed

must e on the asis of a recognised

empoment reationship estaished

through nationa aw and practice.

8.2 Oigations to empoees under aour or

socia securit aws and reguations arising

from the reguar empoment reationship

sha not e avoided through the use of

aour-on contracting, su-contracting,

or home-working arrangements, or

through apprenticeship schemes where

there is no rea intent to impart skis orprovide reguar empoment, nor sha an

such oigations e avoided through the

excessive use of fixed-term contracts of

empoment.

No harsh or inhumane treatment is

allowed

9.1 Phsica ause or discipine, the threat of

phsica ause, sexua or other harassment

and vera ause or other forms of

intimidation sha e prohiited.

The provisions of this code constitute minimum

and not maximum standards, and this code

shoud not e used to prevent companies

from exceeding these standards. Companies

apping this code are expected to comp with

nationa and other appicae aw and, where

the provisions of aw and this base Code address

the same suject, to app that provision which

affords the greater protection.


31/35


Notes


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Notes


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Notes


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Notes


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ISBN 978-0-9553006-4-6

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MVO Onderhandelingsgids | Negotiators Guide to CSR | Prospect

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