The Guiding Principles do not prescribe how companies should organize responsibility for human rights internally. Thus, one of the threshold questions a company will address in meeting its responsibility to respect is how it will organize the human rights function internally – where it will be located, how it will be structured, what roles it will play, and how it will engage with other parts of the business.
Helps companies engage in sport sponsorship and hospitality in a transparent and ethical manner and aims to enhance the potential for sports to be a powerful tool to support peace, human dignity, and a culture of ethics and fair-play. Developed by a special task force of the Anti-Corruption Working Group following a public consultation process. (2013)
Seeks to provide a practical, step-by-step guidance on how to conduct an anti-corruption risk assessment. Includes a six-step process to complete the assessment: establish the process, identify the risks, rate the risks, identify mitigating controls, calculate remaining residual risk and develop an action plan. (2013)
Business is a critical partner for governments and other stakeholders in designing and delivering effective, scalable and practical solutions to make food systems secure and agriculture sustainable. To advance the positive impact that business can have in this space, the United Nations Global Compact has facilitated the development of voluntary Food and Agriculture Business Principles (FAB Principles) to serve as a framework for principle-based collaboration of companies with the UN, governments, civil society and other stakeholders.
The objective of this business reference guide is to help business understand, respect, and support the rights of indigenous peoples by illustrating how these rights are relevant to business activities. The guide encourages business to engage in meaningful consultation and partnership with indigenous peoples on a local level and to adapt the principles discussed and practices suggested here to their distinct situations and contexts.
The retention of worker identity documents is a common practice among employers and recruitment agencies in many countries and sectors around the world. The practice infringes on international human rights and can make workers vulnerable to forced labour. This note calls on business to take action to address the practice and its associated risk of labour abuse. References to relevant international standards and links to additional resources provide further guidance to business.
Die Richtlinien zur Erstellung des Fortschrittsberichts (Communication on Progress - COP) richtet sich an alle teilnehmenden Unternehmen des Global Compact. Der COP ist eine jährliche Veröffentlichung, mit der Unternehmen Stakeholder über ihre Bemühungen zur Umsetzung der Prinzipien des Global Compact der Vereinten Nationen informieren. Als zentraler Bestandteil der Integritätsmaßnahmen des Global Compact liegt das Hauptziel des COP darin, Informationen über die Nachhaltigkeitsleistung öffentlich zu machen.