Through our Business Learning program, we work with a select number of companies that we believe are serious about implementing the Guiding Principles. Participants come from different industries and different regions of the world and face very different human rights challenges. They typically work with us over two to three years.
Our reason for having this program is to foster leading practice by companies and to gain insight, both for ourselves and for participants, about how to implement the Guiding Principles. We bring our learning from this program to broader audiences via our curated resources library. Insight gained through this program also informs all of our other activities – our direct work with companies helps us know where we can push for better practices more widely.
Participants at Shift's November 2014 workshop for members of the Business Learning program.
The program combines:
“Shift has proven to be an instrumental partner to us in driving the integration of human rights management within the H&M Group. I particularly appreciate the dialogue and development of useful tools that will help us in our daily work to respect human rights throughout our value chain.” – Anna Gedda, Head of Sustainability, H&M
The workshops take place twice per year, jointly with the Corporate Responsibility Initiative at the Harvard Kennedy School. Out of these workshops we often produce new resources that distill learning and case examples from participants, which we publish on our website. Each workshop typically focuses on a particular aspect of the Guiding Principles, like stakeholder engagement or communicating on due diligence.
As part of our tailored advice and support for each participant, we jointly create an annual workplan focused on key areas where the company needs to advance on implementing the Guiding Principles. Since our approach is grounded in building others' capacity, we do not “do the work” for the company – for example, we do not carry out human rights impact assessments or write sustainability reports. Instead, we are focused on guiding companies through learning and dialogue processes, usually involving staff from a range of departments. Examples of types of work we frequently do with companies include convening staff from various departments to identify and prioritize the company’s leading human rights risks; reviewing a company’s approach to stakeholder engagement and then leading an interactive training with country teams about how to improve it; or facilitating a discussion amongst a company’s senior executives about human rights risks.
While we do charge for participation in this program, we are not a consultancy or auditing firm and do not work with every company that approaches us. Prior to a company joining the Business Learning program, we have in-depth, often in-person, discussions with leaders from the business about the company’s approach to human rights. This helps both us and the company understand if a collaboration is the right choice. We are looking for a serious commitment from the company on implementing the Guiding Principles as well as organizational capacity to do so, and we have a set of board-approved criteria we apply when making decisions about a company’s participation in the program.
ABN AMRO | Anglo American Platinum | Citi | Coca-Cola Company | Ericsson | Fujitsu | H&M | HEINEKEN Group | Hitachi | NEXT | PepsiCo | Procter & Gamble | Sime Darby | Statoil | Total | Unilever | Volvo Group | Wells Fargo
March 2015 | Shift
This resource focuses on how to do human rights due diligence in high risk circumstances – and how to identify those circumstances in the first place.
May 2014 | Shift
This resource reviews what companies are expected to do to provide remedy when human rights impacts have already occurred, whether in their own operations or in their value chains, in line with the Guiding Principles.
November 2013 | Shift
This resource walks readers through how a company can systematically and strategically influence the behavior of others, including in its value chain, when seeking to prevent or address human rights risks.
August 2013 | Shift
This resource helps companies understand what the Guiding Principles expect when they use the term “meaningful stakeholder engagement" and summarizes particular aspects of stakeholder engagement that are critical for implementing the Guiding Principles.
August 2012 | Shift
This resource examines how companies can implement the Guiding Principles throughout their supply chains, including identifying and prioritizing risks, using their leverage, understanding the role of auditing and supporting grievance mechanisms.