Human Rights Due Diligence

Identify and Assess

WHAT? HOW?
1. Apply the concept of severity of harm
1
1 Identify general “areas” of the business that are likely to carry to people (scale, scope, remediability),
the biggest risks to people e.g., certain sites; specific and likelihood of occurrence.
products/services sourced; geographies; customer segments. 2. Use existing internal knowledge
about your business.
3. Work to fill gaps in knowledge -
2
2 For those areas, implement appropriate processes to identify the
NGO research, media, meetings with
actual or potential impacts on people’s human rights. Mapping
vulnerable groups along the value chain is a good start. peers, industry guidance etc.
4. Make use of/adapt public resources:
diagnostic questions, case studies,
3
3 Assess each impact to build a view of their severity and templates.
likelihood because this will aid in deciding what action to take, 5. Engage affected stakeholders and
including how to prioritize resource investment. relevant experts.
6. Continuously Improve!
Human Rights Due Diligence
Act, Track and Communicate
WHAT? HOW?

1. Take time to understand the drivers of

Build a strategy and take action in ways that accounts for the
company’s role and the role of others in the problem. Be the problem, including your company’s
creative and clear about how your action is intended to achieve role in it. Use cause, contribution,
desired changes. Resist tick-box approaches. linkage to aid with this.
2. Develop, test, and refine a clear
theory of change that explains how
Establish targets and indicators to evaluate progress and activities are supposed to achieve
setbacks in achieving positive outcomes for people. Don’t better outcomes.
get stuck with only measuring activities and processes. 3. Build and use leverage.
4. Use the latest guidance and
emerging good practice to evaluate
Make sure your company has a clear internal picture of how you and communicate your actions.
are acting on human rights risks and impacts and regularly
5. Engage affected stakeholders and
communicate and report on progress and setbacks, as well
as the reasons for this. relevant experts.
6. Continuously Improve!
Remedy and Grievance Mechanisms (informing HRDD)
Remedy and Grievance Mechanisms
WHAT? HOW?
Establish executive and board-level understanding of both 1. Be clear about your involvement with an
the differing roles that the company will need to play when it impact, as it will determine your role in
is connected via its operations or value chain to adverse remedy
human rights impacts, and the different forms that remedy 2. Identify the other parties to the remedy
can take. ecosystem and prepare to use your
Plan and prepare for what remedy could look like in relation to leverage with (some of) them.
the company’s salient issues. Consider the actors who will need 3. Engage affected stakeholders to
to play a role in remedy, and then map and review the understand what ‘adequate, effective and
pathways/processes available to affected people to express prompt’ remedy looks like for them
grievances. Where gaps exist, take steps to fill them 4. Assess existing GM infrastructure, identify
gaps, and develop GMs with effectiveness
When the company becomes aware of harms, act
criteria in mind;
expediently and reinforce the moral and business case for
5. Engage stakeholders in the design, process,
timely and effective remedy for victims.
outcomes and effectiveness
6. Continuously Improve!