Align

• Align with international frameworks for human rights and seafood, including the:
  • United Nations (UN) Guiding Principles on Business and Human Rights.
  • International Labor Organisation’s (ILO) Decent Work Agenda, Core Conventions, and the ILO Work in Fishing Convention, 2007 C. 188.
  • ILO Protocol of 2014 to the Forced Labour Convention, 1930 P029.
  • ILO General principles and operational guidelines for fair recruitment and definition of recruitment fees and related costs.

Use

• Use existing models and resources. For example:
  • Global Compact Network Netherlands, Oxfam and Shift’s Examples of Policy Commitments.
  • Conservation Alliance for Seafood Solutions’ Business Commitments to Social Responsibility.

Identify

• Identify and address issues that may be found in your company’s seafood supply chains. Consider aligning with credible NGO recommendations and advocacy campaigns, such as:
  • Greenpeace Sustainability, Labour & Human Rights, and Chain of Custody Asks for Retailers, Brand Owners and Seafood Companies.
  • International Labor Rights Forum’s Taking Stock Report, “Essential Elements of Effective Social Responsibility in the Seafood Sector.”
  • Oxfam’s Ripe for Change Reports and Behind the Barcodes Supermarket Scorecard.
  • KnowTheChain Food and Beverage Benchmarks.
  • Issara Institute’s Assessing Five Years of Impact and Trends in Worker Voice and Responsible Sourcing.

Investigate and Remediate

• Include processes to investigate and remediate any violations of your company’s corporate human rights commitment, including credible grievances raised by workers.
  • Achieving remediation and recruitment goals may require sector- or issue-wide collaborations between companies.
    • For more information about remediation, see Remediate.
    • To learn more about collaborating within your company’s supply chain, see Build Capacity.
    • For more information about collaborating with organizations outside your company’s supply chains, see Collaborate.
• Ensure commitments apply to your company’s entire seafood supply chain (i.e., beyond direct suppliers).

Verité

• Sample Benchmarks of Good Practice in Recruitment and Employment for Seafood Supply Chains.
• Sample Code of Conduct Provisions for Seafood Supply Chains.

Mekong Club

• Role of the private sector

RISE

• Crafting Social Responsibility Commitments.

Conservation Alliance for Seafood Solutions

• Common Vision.

Verité

• International Labor and Human Rights Standards for Fishing.

ILO

• Conventions and Recommendations.

Create a Plan

• Create a plan to measure progress and develop time-bound goals where appropriate.
  • Identify the activities required to achieve the commitment (e.g., communicating with supply chains, gathering data, and supporting suppliers).
  • Determine data collection, validation, and verification needs (see Assess, Build Capacity, and Iterate).
  • Develop and support supply chain traceability efforts to enable data collection and supply chain improvements.
  • Design time-bound, specific goals for improvement.
    • Start with the most salient risks and fundamental operations needs (e.g., receive signed codes of conduct from all suppliers within one year, validate responsible recruitment processes in all land-based seafood supply chains within two years).

Communicate

• Identify and communicate the company’s commitment with key stakeholders, including:
  • Workers, associations of workers such as trade unions, and other civil society organizations.
  • Business partners (e.g., first- and second-tier suppliers) through supplier expectations letters, codes of conduct, or other communications.
  • Organizations that may respond to the commitment (e.g., buyers, investors, and advocacy groups).
  • Government agencies that may support critical human rights goals (e.g., Departments of Labor, Migration, Fisheries or Customs).
  • Those with a vested interest in the company (e.g., shareholders).
  • Consultants and collaborating organizations that may support the company in meeting its commitment.

UN Sustainable Development

• Chapter 5, Measuring Progress

Shift

• UN Guiding Principles Reporting Framework

Michelle Langlois, Shift, and Mazars LLP

• Reporting Trends and Insights: Who’s Responsible and Accountable for Assessing Human Rights Risks Within the Company?

Consumer Goods Forum Global Social Compliance Programme

• Reference tool on Social & Labour Management Systems for Suppliers: Chapter 5 – Implementation: translating strategy into effective policies and procedures.
• Reference tool on Supply Chain Social Performance Management Systems: Working with Suppliers.

RISE

• Identifying social responsibility commitment priorities (“What mechanisms, actions, and activities are needed to fulfill a commitment?”, page 2).

Provide information

• Share the commitment through the company website and other relevant outlets (e.g., media releases, annual reports, conferences, and blogs).
• Specify the scope of the commitment and its implementation or verification plan (e.g., “The commitment applies to all sourcing and supply chains;” “Data collection with direct suppliers is used to verify the commitment”).
• Include information about time-bound aspects of the commitment, as well as planned public follow-up regarding progress.

Shift and Mazars LLP

• UNGP Reporting Framework: Maturity Indicators and Methodology.

Walk Free Foundation

• Framework for implementing a communication strategy.

CORE

• CORE with contributions from Anti-Slavery International, Business and Human Rights Resource Centre (BHRRC), and Unicef UK:
  • Recommended Content for a Modern Slavery Statement
  • Modern Slavery Reporting: Weak and Notable Practice

Shift

• Database and analysis of company reporting