UPM-Biofore-Magazine-3-2016-EN

TEXT VESA PUOSKARI   PHOTOGRAPHY JANNE LEHTINEN, SUVI-TUULI KANKAANPÄÄ, UPM; COURTESY OF THE INTERVIEWEE

FOCUSING ON HUMAN RIGHTS IN BUSINESS U PMand the IlmarinenMutual Pension Insurance Company invited Anna Triponel to Helsinki in September to give a comprehensive presentation on human rights in business. “UPM’s aim for the event was to increase understanding of human rights within business in order to establish a more comprehensive dialogue on the subject with stakeholders and investors,” says Nina Norjama , Director of Responsibility Development at UPM. The conversation concentrated on themes such as the key drivers for respecting human rights and related international legislation, as well as the recognition and assessment of human rights risks in business and supply chains. UPMpresented a case on responsible sourcing practices and supplier audits, and Ilmarinen gave an overview of its policy on human rights due diligence concerning the companies in which it chooses to invest. “Nowadays, it’s difficult for companies to turn a blind eye to human rights issues due to various risks that could have a significant impact on their business,” says Triponel, a project associate from Shift, the leading centre of expertise on the UNGuiding Principles. “Expenses are often difficult to quantify, but once a crisis hits, companies will regret not paying attention to human rights from the outset,” she adds. There is a growing tendency for governments, international financial bodies and the EU to integrate human rights agendas into their regulations. “For example, theModern Slavery Act impacts all companies over a certain size that conduct business in the United Kingdom. Furthermore, OECD countries are setting up national contact points to address allegations of human rights abuses.” Pressure is also coming from inside companies, as employees’ values are drivers for respecting human rights. Specifically,

Business and human rights expert Anna Triponel shares insights on how the UN Guiding Principles have changed business over the last five years.

there are more andmore millennials who want to do the right thing and work for responsible companies. Embedded in corporate DNA “Through the UNGuiding Principles, companies are thinking about their responsibilities and the kind of practical measures they can put into place to respect the human rights of all people affected by their business,” says Triponel. ‘Embedding’ is the key word here, she adds. Businesses must create the right environment and take active measures to ensure that a policy can be effective. “Youmight have a policy commitment on paper, but that doesn’t mean a thing if it’s not embedded. Companies have to take practical measures so that human rights become part of their culture and DNA,” Triponel explains. “This can relate to things like contractual provisions, training or performance incentives for workers. There are many different measures that together signify commitment to respecting human rights in reality.” Giving people a voice Workers and other potentially impacted stakeholders play a key role in helping companies identify where their impacts may be, and what they should be doing about them. “Companies are increasingly setting upmechanisms to engage people on the ground. For instance, this might involve engaging specific NGOs, workers and trade unions or creating effective channels to hear about people’s concerns and complaints,” Triponel says. “Prevention andmitigation efforts are focused on attempting to stop potential impacts before they happen, or to reduce their severity as much as possible. This is essentially risk management with the lens focused on risks to people, to avoid harm to people,” she emphasizes.

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