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Latest News

18

Sep

Call to provide input on likely “elements” in the State negotiations on a UN Treaty on Business & Human Rights

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14

Sep

Oppose the ISO Proposal to create a new Technical Committee on Social Responsibility

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23

Aug

IOE CSR and Human Rights Newsletter Volume 6, Issue 2 out now!

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2

Aug

Three important ISO developments

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Upcoming meetings

28

Sep

Consultation Feedback Session for the Corporate Human Rights Benchmark (CHRB)

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17

Oct

IOE, Centro Vincular, GRI & Association of Tanzania Employers Responsible Business Conduct Workshop, Arusha, Tanzania

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27

Nov

UN Forum on Business and Human Rights

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4

Feb

IOE, Centro Vincular, GRI & Bangladesh Employers' Federation - Responsible Business Conduct Workshop

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IOE Contact

Peter Hall
Direct line: +41 22 929 00 21

Amelia Espejo
Direct line: +41 22 929 00 19

CSR

Corporate Social Responsibility (CSR) affects all employers’ organisations and their members. It is a complex issue with many stakeholders, facets and impacts. The IOE is actively engaged in various CSR debates.  In more and more forums around the world, CSR is heading the agenda of groups ranging from NGOs and academics, to governments and companies.

Major debates within the European Union, at the UN High Commission on Human Rights (UNHCHR), the International Organization for Standardization (ISO), and the ILO World Commission on the Social Dimension of Globalization, have all led the IOE to remain focussed on presenting the views of employers, drawing on the IOE approach to CSR that has been developed.

Within the ILO, the debate has been guided by the work of the IOE CSR Working Group which has elaborated an employers’ position. This position gives support to the Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy - the ILO point of reference for business in the CSR debate - and  supports its promotion. It also calls on the ILO Business and Social Initiatives Database to remain a neutral repository of information on business-led social initiatives. The position paper finally underlines the importance of the ILO’s role in strengthening the capacity of member States to implement and enforce their national labour laws.

The employers’ position is also clear in what it does not want the ILO to do: become a monitoring organisation with respect to voluntary company CSR initiatives; judging or ranking company performance or behaviour; creating any form of conditionality for or against companies on the basis of their CSR action or non-action; and perhaps most fundamentally, shifting responsibility for international labour standards on to companies.

Further information on CSR is available in the IOE Fact Sheet for Business on CSR