Having effective operational-level grievance mechanisms in place to systematically handle and resolve the grievances that arise helps to diffuse potential problems and provides channels for resolving issues that might otherwise escalate into protests, conflicts or legal disputes. They also provide an important tool to help companies assess the state of community relations and indicate where problems may arise. Investors understand this and are placing increasing emphasis on the need for robust grievance mechanism processes as part of their environmental, social and governance assessment of companies.

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Leaving No-one Behind
COVID-19 resourcesGuidance

This is a guidance for policymakers, donors and business leaders to ensure that responses to Covid-19 reach victims of modern slavery and people vulnerable to slavery. With the effects on the global economy, the Covid-19 crisis is leading to wid...Read More

Recruitment Revealed: Fundamental Flaws in the H-2 Temporary Worker Program and Recommendations for Change
GuidanceGood Practices

This report reveals the reality of international labor recruitment for low-wage, temporary jobs in the United States, examining recruitment in Mexico, home to the largest number of temporary migrants who labor under H-2 visas in the U.S. The finding...Read More

Doing Business with Respect for Human Rights: A Guidance Tool for Companies
Guidance

This guidance is for company staff who want to understand what “doing business with respect for human rights” means. It is for anyone who faces – or could face – scenarios in which their function, department or company could be connected to ...Read More

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Six steps to responsible recruitment: Implementing the employer pays principle
Guidance

A six step guide to implementing the Employer Pays Principles, in alignment with the UN Guiding Principles on Business and Human Rights. Reflecting the Dhaka Principles for Migration with Dignity, the Employer Pays Principle is a commitment to ensur...Read More