Business and Human Rights: The role of the NBI

1. Business and Human Rights: The role of the NBI Achieng Ojwang ojwang.achieng@nbi.org.za

2. Introduction The NBI Established in 1995, the NBI is a membership organization of over 140 national & multi-national companies We advocate sustainable business practices and the collective role of business in addressing national and global development challenges The NBI works through partnerships, practical programmes & policy engagements.

3. Areas of Work Areas of work include climate change and energy, education and skills and enterprise & business linkages In addition, the NBI is the secretariat for JIPSA (the Joint Initiative of Priority Skills Acquisition) for economic growth We are the regional partner for WBCSD- World Business Council for Sustainable Development NBI is also South Africa’s focal point for United Nations Global Compact (UNGC)

4. NBI & Human Rights As a focal point for the UNGC, the NBI assists companies with ideas, information and tools to mainstream UNGC principles into their business operations. The first two principles of the UNGC are human rights principles and states: • Business should support and respect human rights • Not be complicit in human rights abuses

5. Business and human rights? • Business commits to support and respect human rights. • Under the universal declaration of human rights • The Ruggie report April 2008 (SRSG on Human Rights) unpacks and simplifies the case for business

6. The UNGC principles • Human Rights: support and protect & not be complicit • Labour: freedom of association, no forced labour, no child labour, non-discrimination • Environment- precautionary approach & promote environmental responsibility • Anticorruption- business to work against anticorruption

7. Mainstreaming human rights We encourage business to include human rights principles into their core business practices: • In strategy- what is existing, risks & opportunities • In policies- identify and then develop policies as appropriate • In processes & procedures- includes control systems • In communications- internal and external • Training-identifying target groups for HR training • Measure impact and audit- Performance indicators • Reporting- develop a reporting format

8. The state of business and HR in SA • SA business is progressive on CSR and human rights • But there is need for a framework that anchors it within the global plan as part of our practice • How do we measure our performance?

9. Why business should support & respect human rights Besides being the ethical and moral thing to do, a company with a good human rights programme attracts greater confidence from stakeholders and shareholders A good HR record • Elevates a company’s brand and reputation • Enhances business performance as risks are lowered • Increases productivity of employees and their retention • Helps to identify new opportunities for business • Ensures more sustainable relationships with govn, partners, unions, customers, suppliers e.t.c.

10. Challenges for SA business • Complex supply chains • Beyond the borders: challenges in performance and public reporting, especially in countries with weak regulatory frameworks. • Uneven response locally to global trends on human rights. Need for collective strategies to create a level-playing field for business. • In SA, there are also weaknesses around land management and security arrangements

11. Our Members

12. Our Members