Human Rights Training Toolkit

for the oil and gas industry

Amy Mifflin (Marathon Oil)

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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

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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

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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

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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

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Toolkit: Issues Covered

• Introduction and Background – Definition and History– Connection to Business– Interested Stakeholders– Action to Date

• Key Risk Areas– Security– Transparency/Anti-corruption

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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

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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.

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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

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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

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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

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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

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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

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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?

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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