Human Rights Training Toolkit
for the oil and gas industry
Amy Mifflin (Marathon Oil)
2
Agenda
• An introduction to IPIECA Human Rights Work– Human Rights Training Toolkit– Human Rights Workshop Series– Human Rights & Ethics Report– Implementation Guide for the Voluntary
Principles
• Business and Human Rights– UN Special Representative Framework
• Break-Out– Human Rights Scenarios & Dilemmas
3
Human Rights Training Toolkit
• Objectives:– To raise awareness of business
and human rights
– A template that can be adapted to reflect company policies and applicable laws and regulations
– Intended as a starting point or complementary tool, not an in-depth instruction
4
Toolkit: Target Audience
• Global audience ranges from: – Security personnel– Corporate Social Responsibility
(CSR) managers – Newly‑appointed Directors – Human resources staff – Employees in ‘high‑risk’ countries
• Used by companies to complement human rights training sessions
• Both internal and external application
5
Toolkit: Contents
Four sections:1. Presentation:
• key messages for use in a training session
2. Workbook: • to be used in conjunction with presentation
3. Trainers Manual: • Instruction on how to finalize the Toolkit• Suggestions for adaptation – company & region
specific• Scenarios and dilemmas to help foster discussion
4. Resource Guide: • Publications and organisations for further information
Available in English, French and Spanish
6
Toolkit: Issues Covered
• Introduction and Background – Definition and History– Connection to Business– Interested Stakeholders– Action to Date
• Key Risk Areas– Security– Transparency/Anti-corruption
7
Toolkit: Issues Covered cont.
• Relationship with Stakeholders– Employee Rights– Supply Chain– Community Issues
• Indigenous Peoples• Land Rights and Resettlement• Local Content
– Relationship with governments– Relationship with partners
8
Toolkit: Company Use
• Benefits:– It helped to frame a complex subject – Versatile and easy to customize– Scenarios are useful to explore issues and generate
discussion– A good starting point for human rights overview
• Customized and Adapted:– For use in a particular region or country– To introduce the Voluntary Principles– To amplify existing company human rights polices – To help to develop a new policy– Review specific dilemmas/company experiences– Scenarios used in related training, e.g., Ethics.
9
Human Rights Workshop Series
• Objectives– To raise awareness of human rights issues for the oil
and gas industry– To publicize the toolkit
• Regional human rights workshops series:– London 2006– Kuala Lumpur 2006– Calgary 2007– Buenos Aires 2008 with ARPEL
• Future workshops– South Africa 2009 with WPC– Middle East / North Africa 2009
• Good practice note to summarise key findings from workshop series
10
Human Rights & Ethics mini-report
• Summarizes the background context for business and human rights– The international response incl. the UN
Special Representative on Business Human Rights
– Human Rights challenges for the oil & gas industry
• Summarizes IPIECA activities on human rights and ethics
• Highlights IPIECA member company efforts– Case Studies– Industry-led partnership initiatives
11
Future Plans
• Implementation Guidance on the Voluntary Principles– IFC, IBLF, BSR, IPIECA, ICMM, OGP collaboration on stage 1 – Stage 1: Scoping Report (ERM)
• Develop a practical non prescriptive tool for security managers• Industry good practice examples• Scenarios & Dilemmas
– Stage 2: Drafting guidance• General agreement by VPs Steering Committee
to go ahead with guidance• Next step is to work out approach to ownership of IGT, funding,
organisation & VP Plenary roles, etc.
• Human Rights Toolkit Update– More information on existing issues for in-depth training– Customization ideas for non western audiences– Implications of UN Special Representative Framework
12
UN Special Representative on Business & Human Rights
• Professor John Ruggie, appointed in 2005 • A mandate to clarify the role of business in
human rights• Report released in April 2008 • Sets out framework for business & human rights:
– State duty to protect– Corporate responsibility to respect– Need for access to remedy
• Provided some definition on concepts of:– Sphere of influence and,– Complicity in human rights abuse
13
Summary Points:Corporate Responsibility to respect
• Companies to consider All Internationally Recognized Rights• Understand how human rights relate to company functions
– Management, Human Resources, Supply Chain, Security, Community Engagement
• No compensation for harm by performing good deeds elsewhere• Companies should respect human rights independently of state
duties & at a minimum be compliant with national laws• Companies should undertake Due Diligence to assess & manage
risks– Country context, Impacts of own activities, Relationships with others– Provide a grievance mechanism for stakeholders– Address or avoid negative human rights impacts on an ongoing basis
• Companies need to adopt a human rights policy & provide guidance
• Performance to be audited & monitored & non-compliance reported
14
Break Out Group: Scenarios & Dilemmas
• Format– 30 minutes discussion; 15 minutes feedback– 1 Facilitator; 1 Rapporteur
• Scenarios to consider: – Human Rights Assessment– Employment related issues (1&2)– Security Law Issues– Complicity Issues
• Questions to consider:– How do you maintain your relationship with the host
government while independently respecting internationally recognized human rights? or
– How do you balance local context with company policies on human rights?
– What processes and controls would you recommend management put in place?
15
QUEST
• Query – What is the issue?– Who are the critical stakeholders? – Would I or others be uncomfortable?– When is a decision needed?– Where can I get assistance if needed?
• Unlock ideas– brainstorm; ask others for input; ethical dilemmas are rarely an either/or
situation so don’t limit yourself to the first choices that come to mind
• Explore Options– consider criteria: legal, ethical, company values, policies, cultural issues;
weigh risks/rewards (reputation self/company; financial; legal action)
• Select a Path that is acceptable and minimizes ethical risks
• Take Responsible Action– identify and deal with any new issues that arise; – reapply the model (if necessary);– address potentially ongoing issues; – learn from the quest
