Human Rights

We are committed to respecting human rights and will refrain from any activity, or entering into relations with any entity, which supports, solicits or encourages others to abuse human rights. We expects our business partners to do the same, and where there is any perceived risk of a violation of human rights to duly notify us of this and of the steps being taken to avoid or mitigate such a breach and, where this is not possible, for the business partner to provide for the reme dia tion of the adverse human rights impact where they have caused or contributed to this. For the purposes of these Workplace Standards, human rights are a set of rights which recognise the inherent dignity, freedom and equality of all human beings, as expressed in the United Nation's International Bill of Human Rights and in the International Labour Organization's Declaration on Fundamental Principles and Rights at Work.

We are also follow 7 steps to ensure that our Company Enterprise is fulfilling its responsibility to respect human right:

▼ Step 1: Adopt a Clear and Coherent Human Rights Policy
The first step for any organization on the path to respecting human rights is to develop and adopt a human rights policy. This is important because it communicates internally and externally what the enterprise expects regarding the conduct of its own leadership and staff, as well as that of partners and others it works with.

▼ Step 2: Embed Respect for Human Rights
Even the best human rights policy is no more than words on paper without the necessary actions and incentives to make it part of everyday practice. Embedding the organization's commitment to respect human rights requires proactive engagement by the top management and at all levels where critical decisions are made.

▼ Step 3: Identify and Evaluate Human Rights Risks Rights
Traditional enterprise risk management systems focus on risks to the enterprise itself. When it comes to considering human rights risks, the essential starting point is risk to people.

▼ Step 4: Address Human Rights Risks
The purpose of identifying human rights risks is to do something about them. An enterprise will need to build leverage to deal with any such risks. Leverage enables an organization to influence the behaviour of those best placed to prevent human rights harm.

▼ Step 5: Engage with Stakeholders
As part of an enterprise's human rights due diligence, it should talk to a wide range of stakeholders. Engaging with different types of stakeholders can help to identify human rights risks and impacts as well to understand different perspectives that can be integrated into decisions making processes.

▼ Step 6: Track and Report on Implementation
An enterprise may have a significant human rights footprint. Tracking and communicating about human rights risks with which it is involved are essential to ensure accountability and learn from mistakes.

▼ Step 7: Provide an effective remedy for human rights harms
Enterprises have a responsibility to put in place an effective procedure that can respond to human rights complaints from workers, customers and communities. This complaints system should be:

● Legitimate, in that it is fair and trustworthy
● Accessible, in that it is known to all the stakeholders it is meant for, and that it provides adequate assistance to those who may face barriers to accessing the complaints procedure and process, for example due to language or disability
● Predictable, in terms of process and available outcomes
● Equitable, providing fair access to information, advice and expertise
● Transparent, by keeping those involved in a complaint informed about its progress, and by providing sufficient information about the process to build confidence in its effectiveness

Additional Human Rights Guidance

Vietnam Human Rights related:

Vietnam Human Rights Network

adidas Employment Guidelines 2020

For a summary of relevant international standards see:
United Nations Guiding Principles on Business & Human Rights

SUK Equality & Human Rights Commission - Business and Human Rights: A seven-step guide for managers

SOECD Due Diligence Guidance for Responsible Supply Chains in the Garment and Footwear Sector

United Nations

SUniversal Declaration of Human Rights 1948

SInternational Conenant on Economic Social and Cultural Rights 1966

SInternationat Co Whant on Civil and Political Rights 1966

ILO