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Scope of this resource
As part of a company’s strategy for stakeholder engagement, this resource aims to support companies to:
- Actively gather feedback from workers on site - including workers who may fear to speak up - to understand their priorities and using this information to inform human rights due diligence activities including channelling this intelligence into remedy mechanisms
- Make invisible risks visible, by actively reaching out, in order to address issues to avoid escalation
- Use this information as a learning tool, e.g. to evaluate the effectiveness and impact of actions taken by companies and their suppliers
Definitions of key terms
1. Democratised: all workers can voice their perspectives themselves, directly. Emphasise access by and trust of all groups - by nationality, ethnicity, genders, and education.
2. Ongoing and worker-led: ongoing communications exchange with workers, on topics that workers choose to raise. Awareness raising and training ensures that workers are fully aware of their rights, and channels for remediation if needed.
3. Appropriate technology: using technology and channels that workers prefer ensures that workers can easily communicate requests and regular feedback regarding changing conditions, needs and priorities.
4. Safeguards: fully acknowledge the primacy of do-no harm, the responsibility of business to respect workers and their rights, and the vulnerability of workers with grievances to threats and retaliation. Worker voice channels and grievance mechanisms should be safe for all, ensuring privacy, confidentiality, and a swift, professional remedy with zero tolerance for retaliation.
5. Responsive action: worker feedback is responded to by management in a meaningful, safe and timely manner, and workers are kept updated on remedy plans and actions.
6. Right to remedy: it is understood that if workers do not see satisfactory progress or results within a reasonable timeframe, they have the right to seek other channels for remedy and justice.
