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GRI G3 Indicators - Human Rights Indicators

Look at complete GRI Indicator Protocols Set Human Rights

Investment and Procurement Practices

HR1 core
Percentage and total number of significant investment agreements that include human rights clauses or that have undergone human rights screening.
HR2 core
Percentage of significant suppliers and contractors that have undergone screening on human rights and actions taken.
HR3 additional
Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained.

Nondiscrimination

HR4 core
Total number of incidents of discrimination and actions taken.Freedom of Association and Collective Bargaining
HR5 core
Operations identified in which the right to exercise freedom of association and collective bargaining may be at significant risk, and actions taken to support these rights.

Child Labor

HR6 core
Operations identified as having significant risk for incidents of child labor, and measures taken to contribute to the elimination of child labor.

Forced and Compulsory Labor

HR7 core
Operations identified as having significant risk for incidents of forced or compulsory labor, and measures taken to contribute to the elimination of forced or compulsory labor.

Security Practices

HR8 additional
Percentage of security personnel trained in the organization's policies or procedures concerning aspects of human rights that are relevant to operations.

Indigenous Rights

HR9 additional
Total number of incidents of violations involving rights of indigenous people and actions taken.

Page: Child Labor Page: HR1 Page: HR2 Page: HR3 Page: HR4 Page: HR5 Page: HR6 Page: HR7 Page: HR8 Page: HR9

1 Comment

  1. Anonymous

    >HR1 core
    >Percentage and total number of significant investment agreements that include human rights clauses or that have >undergone human rights screening.
    >HR2 core
    >Percentage of significant suppliers and contractors that have undergone screening on human rights and actions taken.

    I feel strongly that any company could benefit from having a Human Rights strategy that was linked to e.g. Amnesty International or any other serious "player". E.g. one could imagine initiatives where membership of Business Boards would lift the Human Rights involvement. Because what does a Human Rights screening mean if a project is still undertaken in e.g. Myanmar (Burma).

    What I am after is more of af strategy to lift the quality of the screening process and involvement in the process.

    I do not know how to quantify in HR-key figures though. But a fruitful discussion would be welcome.

    Best regards

    Jakob Diness