- 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
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)
- 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