Internationalisering af formelle og uformelle CSRstandarder

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Internationalisering af formelle og uformelle
CSR-standarder

• BPFNet-seminar
• 4. Oktober 2007
• Karin Buhmann
• buhmann_at_life.ku.dk

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CSR (Corporate Social Responsibility)

• CSR companies have obligations for sustainable
  social and environmental development
• Historically (1) Anti-slavery, anti-weapons,
  anti-drugs SRI
• Historically (2) NGOs in nation states UN
  (1970s), ILO, OECD
• the social or people dimension generally
  includes strong aspects of human rights and
  labour rights, including
• rights to non-discrimination and equal
  opportunities, education, vocational training,
  work and decent working conditions.
• rights embodied in UN and ILO treaties (hard
  law) and declarations (soft law) on human rights
  and labour rights
• Triple Bottom Line People, Planet, Profit
  (Elkington 1998 Cannibals with Forks)
• UN Global Compact (www.globalcompact.org,
  especially principles 1-6)
• the widely used sustainability reporting tool GRI
  (Global Reporting Initiative, www.globalreporting.
  org)

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Case international human rights in emerging EU
CSR regulation

• CSR topics related to human and labour rights
  have entered the EU regulation on CSR
• Lisbon Goals
• focus on economic, social and environmental
  dimensions
• calls for business to develop its sense of social
  responsibility to promote inclusiveness, growth
  and employment to cater for European
  competitiveness.
• International
• Decent work (ILO core conventions)
• Responsible competitiveness
• Trade agreements
• Recommendations to MS governments to introduce
  CSR conditionalities when funding business
  cooperation in developing states
• Those social issues can be directly linked to
  human rights
• rights to non-discrimination, and social rights
  to work, education, adequate standard of living,
  social services and the highest possible standard
  of health
• consequently to the states obligations under
  international human rights law, including
• the Council of Europe Social Charter
• the UN Covenant on Social, Economic and Cultural
  Rights
• the UN Convention against All Forms of Racial
  Discrimination
• UN Convention against All Forms of Discrimination
  against Women
• - Policy goals on human rights, labour rights,
  etc.

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UN Global Compact

• Human Rights
• Principle 1 Businesses should support and
  respect the protection of internationally
  proclaimed human rights and
• Principle 2 make sure that they are not
  complicit in human rights abuses.  
• Labour Standards
• Principle 3 Businesses should uphold the freedom
  of association and the effective recognition of
  the right to collective bargaining
• Principle 4 the elimination of all forms of
  forced and compulsory labour
• Principle 5 the effective abolition of child
  labour and
• Principle 6 the elimination of discrimination in
  respect of employment and occupation. 

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• The Global Compact's ten principles in the areas
  of human rights, labour, the environment and
  anti-corruption enjoy universal consensus and are
  derived from
• The Universal Declaration of Human Rights
• The International Labour Organization's
  Declaration on Fundamental Principles and Rights
  at Work
• The Rio Declaration on Environment and
  Development
• The United Nations Convention Against Corruption

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SA8000

• Created by Social Accountability International
  (NGO)
• Social Accountability International (SAI)s
  mission is to promote human rights for workers
  around the world.
• SA 8000 Purpose And Scope
• This standard specifies requirements for social
  accountability to enable a company to 
• a) develop, maintain, and enforce policies and
  procedures in order to manage those issues which
  it can control or influence 
• b) demonstrate to interested parties that
  policies, procedures and practices are in
  conformity with the requirements of this
  standard
•  The requirements of this standard shall apply
  universally with regard to geographic location,
  industry sector and company size.

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•   Normative Elements And Their Interpretation
•  The company shall comply with national and other
  applicable law, other requirements to which the
  company subscribes, and this standard. When
  national and other applicable law, other
  requirements to which the company subscribes, and
  this standard address the same issue, that
  provision which is most stringent applies.
•  The company shall also respect the principles of
  the following international instruments
•  ILO Conventions 29 and 105 (Forced Bonded
  Labour)
• ILO Convention 87 (Freedom of Association)
• ILO Convention 98 (Right to Collective
  Bargaining)
• ILO Conventions 100 and 111 (Equal remuneration
  for male and female workers for work of equal
  value Discrimination)
• ILO Convention 135 (Workers Representatives
  Convention)
• ILO Convention 138 Recommendation 146 (Minimum
  Age and Recommendation)
• ILO Convention 155 Recommendation 164
  (Occupational Safety Health)
• ILO Convention 159 (Vocational Rehabilitation
  Employment/Disabled Persons)
• ILO Convention 177 (Home Work)
• Universal Declaration of Human Rights
• The United Nations Convention on the Rights of
  the Child

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