Suzanne Ismail

1
Introducing the Bench Marks

• Suzanne Ismail
• The Ecumenical Council for Corporate
  Responsibility

2
What are the Bench Marks?

• A measuring stick
• An internationally agreed framework
• Not a code of conduct

3
The Bench Marks Approach

• Community the centre of economic life
• Stakeholder centred
• External e.g. environment, local communities
• Internal e.g. employees, suppliers, shareholders
  
• Paints a picture of responsibility against which
  to compare corporate activity

4
Principles, Criteria, Bench Marks

• Principles Statements of business philosophy
  fundamental to a responsible company.
• e.g. in section 2.1 employment conditions
• 2.1.P.9 The company ensures work schedules that
  are reasonable and enable employees and their
  families to live in a sustained and healthful
  manner the company does not rely on production
  based on unpaid labour.

5
Principles, Criteria, Bench Marks

• Criteria Policies or practices that can be
  compared for consistency with the Principles.
• 2.1.C.8 The company limits overtime work to a
  level that ensures humane working conditions,
  especially for young workers

6
Principles, Criteria, Bench Marks

• Bench Marks Specific reference points of
  measurement to assess company performance in
  relation to Criteria.
• 2.1.B.5 The company does not require employees
  to work overtime on a regular basis Employees
  may refuse overtime without any threat of
  penalty...

7
Using the Bench Marks

• Communities Shows what can be expected of a
  responsible company
• NGOs, Churches Investors Framework for
  researching and measuring company performance.
  Developing ethical investment policies
• All Develop strategies and questions for
  engaging with companies

8
The Bench Marks in Action Employment Equity in
South Africa

• Response to BeFSA concerns about possible racial
  discrimination in BHP Billitons South African
  mines
• Measure company performance against selected
  indicators from Section 2.1 on employment
  conditions
• Desk based research combined with community voices

9
Principles

• 2.1.P.2 The Company does not discriminate on the
  basis of gender, racial/ethnic origin, culture,
  religion, age, disability, sexual orientation,
  nationality, citizenship or political opinion.
• How did BHP measure up?

10
Criteria

• 2.1.C.1 The company ensures that no person is
  subject to any discrimination in employment,
  including recruitment, hiring, remuneration,
  benefits.
• Employment decisions only on basis of merit
• Discrimination on grounds of race, colour,
  gender, religion specifically prohibited  
• Reports of little cultural change at site level
• Black workers still feel discrimination

11
Criteria cont

• 2.1.C.6 Training, development, promotion and
  advancement opportunities . Are .available to
  all employees.. regardless of status.
• General policy prohibit discrimination
• Targets on representation but not yet met
• No information on employee training  
• Reports of few Black managers/technical staff
• Need for basic education

12
Bench Marks

• 2.1.B.1 The company adheres to ILO conventions
  regarding .equality of opportunity, and the
  elimination of all forms of discrimination.
• Commitment to ILO core conventions and others
  where ratified
• However, given reports at site level need to
  question what is happening in practice

13
Verdict

• Good polices but questions about implementation
  and worker perceptions
• Training - especially for Black workers?
• Mechanisms to ensure equal pay for work of equal
  value?
• Mechanisms to ensure an inclusive working
  culture?
• Ongoing Dialogue

14
A useful tool for CEE Churches Civil Society?

• Give context to specific concerns
• Inform general dialogue around policies and
  procedures
• The benefits of international co-operation
• Let us know how you get on!
• Suzannei_at_quaker.org.uk