Current Participants
- AB InBev
AB InBev
Since 2019
AB InBev joined our Business Learning Program in 2019.
- ABN AMRO
ABN AMRO
Since 2014
Our joint efforts initially included helping internal stakeholders understand what it means to respect human rights in the banking context and enhancing the bank’s human rights disclosure, as well as engagements with select clients and other stakeholders. Our work now focuses on helping ABN AMRO strengthen its human rights due diligence processes in relation to its corporate clients and has involved capacity-building sessions for client relationship managers in higher risk markets.
- BHP
BHP
Since 2018
Our work together has explored the practical application of a human rights lens to BHP’s climate change adaptation strategy, in alignment with the UN Guiding Principles. Other areas of work include supporting the company on developing its human rights training for employees, developing a human rights policy statement and on enhancing the company’s work on the rights of indigenous peoples.
- Chanel
Chanel
Since 2019
Chanel joined the Business Learning Program in 2019.
- De Beers
- Equinor
Equinor
Since 2015.
A significant part of our initial collaboration focused on supporting the development of the company’s first stand-alone human rights policy and the development of related policies and processes. This was followed by conducting a gap analysis to feed into recommendations for enhancing the company’s human right strategy. Shift is now supporting Equinor with capacity-building for key functions as the company moves further on its journey as a full-spectrum energy company.
- Ericsson
Ericsson
Ericsson has been a member of Shift's Business Learning Program since 2019
- Ferrero
- H&M
H&M
Since 2014.
Our first engagement with H&M was to help the company analyze how it could be connected to potential human rights impacts in specific cases, and to define appropriate actions in response. Since then, we have also worked with H&M to align its reporting with the UNGP Reporting Framework, and have supported the company in producing a streamlined approach to identify and prioritize salient human rights issues in key sourcing markets
- HEINEKEN
HEINEKEN
Since 2015.
Our collaboration began with a gap analysis of the company’s policies and practices against the UN Guiding Principles and support on the identification of salient issues, both informed by workshops to assess and prioritize human rights impacts in own operations and the value chain of three operating companies in different regions. That work helped HEINEKEN to develop a new human rights program and a new Human Rights Policy, which is being implemented across the organization, including further human rights workshops, organized jointly in 11 countries. Shift’s support includes helping those operating countries understand how salient issues manifest at ground level and how to respond accordingly. We are also working together on the development of an approach, including operational guidance, for doing business in high risk contexts, with an initial focus on Africa. Furthermore, we gave input and feedback to the company´s new Supplier Code and the underlying process, HEINEKEN’s brand promoters policy and to implementation guidelines for their Human Rights Policy.
- Hitachi
Hitachi
Since 2012.
Given the size and complexity of its business, we have explored a number of approaches to embed respect for human rights throughout the Hitachi Group Companies, including the development of a due diligence guide to operationalize the company’s commitment to human rights. More recently, we have focused on building the capacity of specific functions - including human resources and procurement - to conduct human rights due diligence at the global level and to participate effectively in cross-functional processes at the company level. Shift has also supported Hitachi in developing stakeholder relationships.
- Inditex
Inditex
Since 2018.
Inditex joined the Business Learning Program in 2018 in line with our aim of incorporating and sharing best practice in social and environmental sustainability. We initially conducted a workshop to further identify and prioritize salient human rights issues. Subsequent work has helped us to hone in on these issues in key sourcing markets and to strengthen the human rights due diligence process throughout all areas of our business beyond the supply chain.
- Johnson & Johnson
Johnson & Johnson
Johnson & Johnson has been a member of Shift's Business Learning Program since 2020
- NEXT
NEXT
Since 2015
Our work with NEXT has ranged from building capacity and understanding around the UNGPs, to introducing a salience-based approach to risk assessment in their supply chains. We have also provided guidance on addressing human rights risks in specific business areas.
- PepsiCo
PepsiCo
Since 2015.
We have worked closely with PepsiCo to help focus the company’s efforts to implement the UN Guiding Principles. For over three years, we have supported the company in identifying and prioritizing its salient human rights issues and developing mitigation actions for responding to those issues. We have also strengthened the capacity of key individuals within various departments on human rights and have provided coaching and advice on the application of the UNGPs to a number of different scenarios. Furthermore, Shift assists the company in aligning its human rights disclosures with the UNGP Reporting Framework, and will focus with the company on strengthening its stakeholder engagement approach in the coming year.
- Procter & Gamble
Procter & Gamble
Since 2017.
- Sime Darby
Sime Darby
Since 2016.
In 2016, Shift supported Sime Darby Plantation (SDP) on a Human Rights Due Diligence Pilot Project to deepen the assessment of Sime Darby Plantation’s policies and practices against the UN Guiding Principles. The process assisted SDP to subsequently strengthen its Human Rights Due Diligence and Impact Assessment processes through a series of interviews, focus groups and stakeholder meetings at the plantation, mill and refinery levels and proposed forward-looking mitigation measures for Sime Darby Plantation’s operations in Malaysia. This pilot involved the Human Rights Task Force in order to equip internal leaders to conduct similar processes for other parts of Sime Darby Plantation’s operations. More recently, Shift has supported the company to deepen its assessment of potential human rights risks in its Indonesian operations.
- Total
- Unilever
Unilever
Since 2014.
Shift has supported Unilever in the publication of two standalone human rights reports by facilitating cross-functional workshops and engaging stakeholders to help identify and prioritize salient human rights issues across the value chain and by providing guidance on the alignment with the UNGP Reporting Framework. Shift has also helped develop a guide to integrate human rights considerations into Unilever’s M&A processes and more recently has supported on a series of in-country engagements in different regions to help deepen Unilever’s assessment of risks to people across its value chain.
- UPM
UPM
Since 2017.
Shift has helped UPM develop and analyze self-assessment questionnaires for their various sites across the globe and facilitated the roll-out of a new human rights approach for all HR staff. Following a workshop to help identify salient human rights issues at corporate level, Shift helped UPM undertake due diligence at a specific facility in Uruguay to help the management team address potential human rights issues connected to the site. This process also informed the site management’s understanding of these issues with the perspectives of affected stakeholders, built the capacity of UPM staff and equipped them with the methodology to undertake interviews for qualitative research elsewhere.
Learn more about our work with UPM on their website.
A unique opportunity for companies that are truly committed to human rights
Shift’s Business Learning Program is carefully crafted to support companies that are serious about walking the talk to respect human rights.
Rather than doing the work for them, we help businesses build the internal capacity they need to successfully fulfill their responsibility to respect human rights.
We do so because we believe that true commitment to human rights means being willing to do the heavy lifting to transform processes, structures and mindsets. It requires stepping out of the office, and engaging with those who are affected the most. And it means going beyond cosmetic changes, and off-the-shelf fixes, to put in place coherent, in-depth strategies, and sustainable, collaborative solutions.
That is why we’ve designed a unique approach that focuses on supporting companies as they work to identify their most pressing human rights issues, prioritize those where people may be most at risk, and put in place enduring solutions to prevent and mitigate harm, as well as to provide meaningful remedy where needed.
Participants at our 2019 Business Learning Workshop, at Harvard
We are purposely selective about who we work with
We like to think of our Business Learning Program as a two-way street. On the one hand, we support companies as they build the capacity and systems that they need. On the other, each engagement that we have is an opportunity to expand our own knowledge and understanding of how the UNGPs are put into action.
That is why, as a mission-driven, nonprofit organization, we take pride in choosing to work with those companies that we can learn most from and with which we can have the greatest impact. So, we are not looking for companies with a ‘clean slate’. Some come to us as leaders in the field, seeking to do better in a specific area of their human rights work; others are a few steps behind, and some have only recently acknowledged that they need help.
Regardless of what stage they are at, we base our decision to admit companies into our Business Learning Program on four criteria:
Learn more about our board-approved criteria
If they make the commitment, companies are in for a frank, nuts-and-bolts, roll-up-your-sleeves journey
Companies that become participants of the Business Learning Program, enjoy:
- Tailored strategic advice, coaching and capacity-building support on agreed priorities for implementing the UN Guiding Principles.
- Participation in a unique, cross-industry network, where companies can safely engage in discussions and shared learning on the challenges they face when implementing the corporate responsibility to respect.
- Access to a series of peer-learning opportunities, including our two flagship business learning workshops every year: one in the Spring, co-hosted with the Corporate Responsibility Initiative at the Harvard Kennedy School, and one in the Fall, in London, UK.
Is your company up for the challenge?
If you believe your company meets all four criteria, and it is ready to take the next step to embed respect for human rights in how business gets done, we’d love to hear from you.
Participants discuss effective stakeholder engagement at the 2018 Business Learning workshop
