The second pillar of the Guiding Principles provides a blueprint for businesses to prevent and address negative human rights impacts. This blueprint is made up of eight elements — click on the elements below to explore each one.
As companies implement the eight elements, they should also keep in mind these overarching concepts:
FEATURED: From checklist approaches to the blame game, Shift's President Caroline Rees highlights where companies stumble in their efforts to implement the Guiding Principles -- and shares insight about how to overcome these barriers. See the Viewpoint
November 2012 | Mariëtte van Huijstee, Victor Ricco, Laura Ceresna-Chaturvedi; Centre for Research on Multinational Corporations (SOMO), Center for Human Rights and Environment (CEDHA), Cividep India
This guide is authored by leading civil society organizations in Argentina, India and the Netherlands.
October 2012 | John S. Sherman III; Shift
Former corporate lawyer and Shift General Counsel John Sherman argues that potential concerns about conducting human rights due diligence are more than offset by the benefits of doing it.
October 2012 | Partners: ICTI CARE Foundation
Shift conducted a high-level gap analysis designed to review and assess the general strengths and weaknesses of ICTI CARE processes against the Guiding Principles.
September 2012 | Caroline Rees, Deanna Kemp, Rachel Davis; Corporate Responsibility Initiative, Harvard Kennedy School
This study examines company policies and processes for and attitudes towards company-community conflict in the extractives sector in Peru.
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.
July 2012 | Shift
This analysis by Shift reviews the implications of the Guiding Principles for the work of the Fair Labor Association (FLA), a multistakeholder initiative focusing on workers’ rights.
June 2012 | Shift
This resource captures and distills company reflections on what it takes to embed respect for human rights into corporate culture, including senior management buy-in, balancing competing priorities and effective communication.
June 2012 | Rick Relinger; Shift
This paper analyzes how corporate culture evolves and changes, and identifies stumbling blocks and lessons for success for companies seeking to make respect for human rights part of their corporate culture and they do business every day.