Social Metrics : Comprehensive Module

The social metrics covered in the comprehensive module contain additional information over and above what is required in the basic module, as well as information on negative human rights.

C5 : Additional (general) workforce characteristics

If the company has more than 50 employees;

1. it may disclose the gender ratio at management level for the reporting period; and

2. it may disclose the number of self-employed workers without personnel, that are working exclusively for the company, and temporary workers provided by companies primarily engaged in ‘employment activities’.

The management level is considered the level below the board of directors, unless the company uses a different definition. The gender ratio at management level can be calculated as follows:

$$\frac{Numberoffemaleemployeesatmanagementlevel}{Numberofmaleemployeesatmanagementlevel}$$ Relevant factors for a company to consider in deciding whether or not to disclose the number of self-employed workers and temporary workers would be:

1. the ratio of employees to self-employed and temporary workers, especially in case of significant and/or increasing reliance; or

2. when the risk of negative social impacts on self-employed or temporary workers is greater compared to the company’s own employees.

C6 : Additional own workforce information - Human rights policies and processes

The company should disclose answers to the following questions:

1. Does the company have a code of conduct or human rights policy for its own workforce? (Yes/No);

2. If yes, does this cover:

   1. child labour (Yes/No);

   2. forced labour (Yes/No);

   3. human traffiking (Yes/No);

   4. discrimination (Yes/No);

   5. accident prevention (Yes/No); or

   6. other ?

3. Does the company have a complaints-handling mechanism for its own workforce? (Yes/No)

Companies that have a due diligence process for human rights in place can answer positively (Yes) and could clarify the contents of the policies and/or processes.

C7 : Severe negative human rights incidents

The company should disclose answers to the following questions:

1. Does the company have confirmed incidents in its own workforce related to:

   1. child labour (Yes/No);

   2. forced labour (Yes/No);

   3. human traffiking (Yes/No);

   4. discrimination (Yes/No);

   5. accident prevention (Yes/No); or

   6. other ?

   If yes, the company may describe the actions being taken to address the incidents described above.

2. Is the company aware of any confirmed incidents involving workers in the value chain, affected communities, consumers and end-users? If yes, the company should specify.

A “confirmed incident” refers to a legal action or complaint registered with the company or competent authorities through a formal process, or an instance of non-compliance identified by the company through established procedures.

Established procedures to identify instances of noncompliance can include management system audits, formal monitoring programs, or grievance mechanisms.

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