Depending on your level of knowledge, you can choose from the following formats:
A triad of publications, a webinar and a coaching session give you an introduction to human rights due diligence – you will find concrete starting points to help you actively tackle the topic.
For companies that are already dealing with the topic, detailed offers on specific subjects and challenges are available:
Information exchange formats enable practitioners further to develop solutions together and continuously exchange information on topics, enabling them to learn from one another:
The aim of human rights is to protect the dignity and the freedom of human beings. Human rights apply globally and equally to all human beings. They include, for example, the prohibition of discrimination, the right to privacy, the right to safe and fair working conditions and the right to an adequate standard of living.
The State, as a primary address for the protection of human rights, has a duty to respect human rights, to protect them from interference by third parties (such as companies) and to ensure human rights. However, companies can also influence human rights through their actions, e.g. on the human rights of their employees, suppliers, customers and consumers, as well as the human rights of people who live near the company and production sites.
Respect for human rights is therefore a key prerequisite for the social acceptance of business activities and for limiting reputational, operational, financial and legal risks. A proactive human rights approach helps in the prevention or reduction of management costs, in the protection of a company’s own reputation and in the preparation or the implementation of new regulatory measures. Such an approach also brings advantages in terms of meeting the demands of business customers, an improved credit rating, more positive acceptance by customers compared to competitors and greater employee satisfaction, all of which generate a better operating environment.
The first six principles of the UN Global Compact are therefore aimed at respect for human rights and the implementation of labour standards. They are derived from the Universal Declaration of Human Rights (0,02 MB PDF, German) and from the „Declaration on Fundamental Principles and Rights at Work“ (0,1 MB PDF, German) of the International Labour Organisation (ILO).
Any activity which is too dangerous for children because of their age, which affects their physical and mental development and which prevents them from going to school is known as child labour. The worst forms include slavery or forced labour. According to estimates by UNICEF, ILO and the World Bank, approximately 170 million children are affected worldwide. 85 million of these suffer from working conditions that are dangerous and exploitative. German companies can also encounter child labour within their more ramified supply chains; the mining of raw materials in developing countries and emerging markets is one example of this. What companies can do to eliminate child labour in their value creation process is ideally shown by the measures that Merck takes within its mica supply chain.mehr erfahren
Many Tchibo articles are manufactured in the factories of emerging and developing countries. The enforcement of social standards such as fair wages, work health and safety and freedom of assembly is a major challenge. Factory inspections alone – so-called social audits – are not sufficient to improve working conditions in the long term. The implementation of social standards also fails in many cases because of the lack of employee involvement. This is where Tchibo’s ‘Worldwide Enhancement of Social Quality’ supplier training program (‘WE’) comes in – it moves the dialogue of all the relevant stakeholders into the spotlight.mehr erfahren
Support through the DGCN
The principles of the Global Compact also correspond to the UN Guiding Principles on Business and Human Rights, an international frame of reference for Business and Human Rights. It formulates the basic societal expectation that companies around the world have the responsibility to respect human rights in their own business activities and business relations.
In the field of “Business and Human Rights”, the DGCN supports companies in the implementation of their CSR, in that it:
+ 49 (0)30 7261 4 239
The Human Rights Due Diligence Info Portal supports companies in setting up and improving their human rights due diligence processes.
Ab diesem Jahr prüft die Bundesregierung, ob Unternehmen mit mehr als 500 Mitarbeitenden die im Nationalen Aktionsplan (NAP) Wirtschaft und Menschenrechte geforderten Maßnahmen in angemessener Weise umsetzen. Dabei wird u.a. die unternehmerische Berichterstattung als Teil menschenrechtlicher Sorgfalt in den Blick genommen. Auch an anderer Stelle wird zunehmend erwartet, dass Unternehmen ihre Ansätze zur Achtung der Menschenrechte transparent machen.
Der Multi-Stakeholder Workshop bietet die Möglichkeit, zentrale Fragestellungen mit Blick auf moderne Sklaverei und Arbeitsausbeutung sowie Herausforderungen und Lösungsansätze für Unternehmen zu diskutieren.
Das Training hilft MitarbeiterInnen aus CSR-, HR- oder PR-Abteilungen, die sich bereits mit dem Thema Stakeholder-Dialoge auseinandersetzen, diese effizient zu gestalten und nachhaltige Ergebnisse zu liefern.