The UN Global Compact is a strategic policy initiative for businesses that are committed to aligning their operations and strategies with ten universally accepted principles. Anglo American joined the Global Compact in 2004, signalling our commitment to human rights, environmental stewardship, labour rights and anti-corruption.
In line with our commitment to, among others, the UN Global Compact, we endeavour to ensure that we not only refrain from abusing human rights, but also seeks to promote them. A summary of our approach and performance is included below, with links to further information alongside.
Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights
While we believe that governments are the primary custodians of positive human rights, we are proud of the role we are playing in contributing to the realisation of economic and social rights. The Anglo American Social Way, launched in 2009, summarises the commitments we have made to excellence in social performance, while our Socio-Economic Assessment Toolbox (SEAT) programme is the primary means by which our operations seek to enhance the development outcomes and capacities of host communities. While the socio-economic development activities of our operations are informed by local needs, they typically involve enterprise development, social investment and capacity development (see Anglo American Sustainable Development report, 2010, page 42).
Principle 2: Businesses should ensure that they are not complicit in human rights abuses
We continue to integrate evolving human rights requirements into our policies, systems and tools in order to assist us in making correct, informed decisions that do not compromise human rights. Human rights are, for example, a standard component of the social and environmental impact assessments we undertake on projects; they are incorporated into our supply chain sustainable development code and supplier audit programme; and they are a consistent thread throughout the Anglo American Social Way and our Socio-Economic Assessment Toolbox (SEAT).
During 2010, we were pleased to be recognised by the Institute of Human Rights and Business as one of the first multinational companies to be implementing a complaints mechanism that meets the recommendations of Professor John Ruggie, the UN Secretary General’s Special Representative on Business and Human Rights. This Group-wide, standardised complaints and grievance procedure was introduced in 2010 and is now mandatory at all operations.
Every employee is briefed on our Business Principles and associated human rights requirements when they join the company as part of their induction process. More intensive and specific training is provided to relevant staff based on risk assessments. For instance, supply chain and security staff members receive customised human rights training. During 2010, 1,141 employees participated in training on the Voluntary Principles on Security and Human Rights and a further 1,267 underwent general human rights training.