Human RIghts IA and Extractive Industries - Session I, Presentation 3

HRIA and Management - one size fits all?

Human Rights in Asia

• Different country contexts
• Political diversity
• High risks for HR
• History of HR abuses and challenge for business
• Asian companies and their stakeholders not always using the language of HR
• Narrowing in. On specific rights can be an opportunity for engagement
• People development and alleviation of poverty
• HRIA in the local context

Often focus on economic rights than political or other rights.

Commonalities can be found to start a discussion on HR with businesses.

 

Are companies in Asia prepared?

• Of those who disclosed, energy companies were further down the road on dealing with HR than other industrial sectors.
• Korea and Thailand had high scores followed by India and Indonesia.

 

CSR Asia are surveying companies on whether they have systems I place for intifying and assessing HR impacts in their operations. Showe that while most did not have a system HR was high on the company agenda.

 

Similar to other IAs, community engagement is an important part of HRIA.

 

Challenge in finding examples of best practice in HR.

 

Example: Cairn Energy in India

• Commitments enshrined in values and principles - respect, relationships and responsibilities
• 2005 CSR and guiding principles reconfirming universal declaration on HR
• 2005 Human Rights Handbook developed a rights aware approach
• Sharing awareness with oth stakeholders.
• Right to water in Rajesthan - essential action (complying with law and regulations); expected action (meeting principle expectations of stakeholders); desirable action (increasing access to water in local area)

One size does not fit all

• different challenges in different countries and localities
• HRIA will be context specific
• HRIA opportunity for communities to get involved
• Can help to change mindsets of companies and other institutional stakeholders.
• Integration or standalone