Implement a human rights policy
Customers
Valeo
Date Due
Thu Dec 04 2025
Instructions
Establish and document a process that outlines your company’s position
on human rights and attach it as evidence in your response.
Evidence Requirements
Please ensure the following minimum criteria are met by submitted
documents:
1. Contains the organization’s name
2. Lists a revision date OR an effective date.
3. Names which internationally recognized human rights standard the
organization adheres to
4. Extends beyond the organization's personnel to business partners
and other parties directly linked to its operations, products or
services
5. Outlines the organizations actions to prevent or mitigate adverse
human rights impacts.
6. Includes measures to remediate any human rights violations.
7. Specifies training or awareness on human rights is provided.
Background
According to the United Nations, human rights are rights inherent to all
human beings, regardless of race, sex, nationality, ethnicity, language,
religion, or any other status. These rights are most notably outlined in the
Universal Declaration of Human Rights, adopted by the United Nations
General Assembly in 1948. Some of the benefits of having a human rights
policy include enhanced reputation, improved stakeholder engagement,
better risk management, and increased business opportunities. However,
there are also risks associated with human rights issues, including legal
and reputational risks, as well as the risk of adverse impacts on the
company's operations and supply chain. A strong human rights policy can
help mitigate these risks and ensure that the company is operating in a
responsible and sustainable manner.
Resources
United Nations Guiding Principles on Business and Human Rights:
Guidelines developed by the United Nations that provide a framework for
businesses to respect human rights in their operations. The guidelines
emphasize the need for companies to conduct human rights due
diligence, and to provide remedies for any adverse impacts on human
rights that their operations may cause. A human rights policy for a
manufacturing organization could draw on the principles set out in this
framework.
International Labour Organization (ILO) Declaration on Fundamental
Principles and Rights at Work: International labor standards that provide
guidance on issues such as child labor, forced labor, discrimination, and
freedom of association. These standards are recognized globally and could
form a basis for a manufacturing organization's human rights policy.
Universal Declaration of Human Rights: a historic document adopted by
the United Nations General Assembly in 1948. It outlines the fundamental
rights and freedoms that should be protected for all individuals, including
the right to life, liberty, and security of person, freedom of thought,
conscience, and religion, and the right to work and education. While it is
not a binding legal document, the UDHR has had a significant impact on
the development of international human rights law and has influenced the
content of many international treaties and conventions, as well as national
laws and constitutions.
United Nations Global Compact: A voluntary initiative launched by the
United Nations that provides guidance to businesses on how to align their
operations with ten principles in the areas of human rights, labor,
environment, and anti-corruption. A manufacturing organization could use
the principles outlined in the UN Global Compact as a basis for developing
its human rights policy.
OECD Guidelines for Multinational Enterprises: A set of recommendations
developed by the Organization for Economic Co-operation and
Development (OECD) that provide guidance to multinational enterprises
on responsible business conduct, including human rights. The guidelines
cover issues such as due diligence, human rights impact assessments,
and stakeholder engagement. A manufacturing organization could use the
guidelines as a basis for developing its human rights policy.