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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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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 3
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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4 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 5
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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6 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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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8 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 9
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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10 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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 NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 11
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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12 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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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14 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 15
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.
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16 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 17
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
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18 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 19
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.
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20 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 21
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.
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]
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22 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 23
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
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24 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 25
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
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26 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 27
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
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28 PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy
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.
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Notes
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PROSPECT NEGOTIATORS GUIDE TO CORPORATE SOCIAl RESPONSIbIlITy 31
Notes
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Notes
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