s a 8000 Discrimination

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NoteonStructure:

TheconsolidatedguidancewillbeuploadedtotheSAIwebsiteasawebpage< www.sa-intl.org/SA8000>that

willincludethetextofthesectionAbouttheStandard,onlyalistofthetitlesofStandardsmainsectionsI,II,

III&IV.1-IV.9,andhyperlinkstoSA8000Certification,SA8000Accreditation(ApplicationPackage),SA8000

forDownload,SA8000TranslationsandSA8000ComplaintsProcess.Eachsectiontitle( e.g.III.Definitions

andVI.2.ForcedandCompulsoryLabour)willbeahyperlinktoasub-pageoftheSA8000mainpage.

Eachelementpage(e.g.SA8000:5.Discrimination)willlistitsownsectionsandsubsections,thetitlesof

whichwillbehyperlinkstoitsownpage,toavoidoverlylongpagesandtoprovidetheoptionofprintingthe

separatesections.Ontheside-bar,anoutlineoftheSA8000sectionofthewebsitewillenabletheuserto

navigatewithouthavingtoclickbackonthebrowser.InthisdraftoftheelementpageforDiscrimination,the

mainsectionsI,IIandIIIareseparatedbypage-breaks.

SA8000:5.Discrimination

I.SA8000Standard:5.Discrimination

I.A.SA8000:5.DiscriminationRequirements

I.B.Definitions,SA8000:5.Discrimination

I.C.Intent,SA8000:5.Discrimination

I.D.Interpretations,SA8000:5.Discrimination

I.E.Implementation,SA8000:5.Discrimination

II.AuditingConsiderations,SA8000:5.Discrimination

II.A.KeyIssuestoReview,SA8000:5.Discrimination

II.B.EvidenceofCompliance,SA8000:5.Discrimination

II.C.WorkerInterviewStrategy,SA8000:5.Discrimination

II.D.Auditingbestpractices,SA8000:5.Discrimination

II.E.SpecificGuidanceforParticularLocations,SA8000:5.Discrimination

III.BackgroundInformation,SA8000:5.Discrimination

III.A.Internationalnorms
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I.SA8000Standard:5.Discrimination

I.A.SA8000:5.DiscriminationRequirements

5.1Thecompanyshallnotengageinorsupportdiscriminationinhiring,remuneration,accesstotraining,

promotion,termination,orretirementbasedonrace,nationalorsocialorigin,caste,birth,religion,disability,

gender,sexualorientation,familyresponsibilities,maritalstatus,unionmembership,politicalopinions,age,oranyotherconditionthatcouldgiverisetodiscrimination.

5.2Thecompanyshallnotinterferewiththeexerciseofpersonnelsrightstoobservetenetsorpractices,orto

meetneedsrelatingtorace,nationalorsocialorigin,religion,disability,gender,sexualorientation,family

responsibilities,unionmembership,politicalopinions,oranyotherconditionthatcouldgiverisetodiscrimination.

5.3Thecompanyshallnotallowanybehaviourthatisthreatening,abusive,exploitative,orsexuallycoercive,

includinggestures,language,andphysicalcontact,intheworkplaceand,whereapplicable,inresidencesandother

facilitiesprovidedbythecompanyforusebypersonnel.

5.4Thecompanyshallnotsubjectpersonneltopregnancyorvirginitytestsunderanycircumstances.

I.B.Definitions,SA8000:5.Discrimination

Discriminationreferstoanydistinction,exclusion,orpreferencewhichhastheeffectofnullifyingorimpairing

equalityofopportunityortreatment.Notalldistinction,exclusion,orpreferenceconstitutesdiscrimination.This

definitionisaimedatprejudices,notjob-relatedattributes.Forinstance,ameritorperformancebasedraiseor

bonusisnotbyitselfdiscriminatory.Itwouldbediscriminatory,however,ifalloraverydisproportionate

percentageofallworkersreceivingraisesorbonusesweremaleorfromacertainreligioussectorethnicity.From

theoppositeperspective,insomecasesandaccordingtosomenationallaws,positivediscriminationinfavourof

peoplefromcertainunderrepresentedgroupswouldbepermittedandisconsiderednon-discriminatory(e.g.

women,indigenouspeople,andotherminoritygroupswhohistoricallyhavenothadequalopportunities).

I.C.Intent,SA8000:5.Discrimination

1.SA8000seekstoensureequalandrespectfultreatmentforallpersonnelinallmatters.Theyshallbehiredonly

onthebasisoftheirjob-relatedcompetence,attributes,orskills.Theyshallnotbepenalizedortreatedinany

differentmannerduetobias.Employeesshallbeemployed,trained,promoted,andcompensatedsolelyonthe

basisoftheirjobperformance.Theymustbefreefromalltypesofverbal,physical,andsexualharassmentand

otherdiscriminatorypractices.

2.Someofthecategoriesofdiscriminationareincludedtostrengthenprotectionsforfemalejobapplicantsand

workers.Familyresponsibilities,usuallyappliedtomeanawomanschildrenandmaritalstatusandusually

appliedtowives,arefartoooftenusedtoeliminateafemalejobapplicantfromconsiderationorasthebasisfor

penalizingawomanworkerif,forexample,sheneedstoreturnhomeforasickchild.Sincethestatusofhaving

childrenorbeingmarriedissocommonlyusedsolelyagainstwomen,thespecificinclusionoffamily

responsibilitiesisintendedtoensureaneven-handedapproachtowardstreatingfemaleandmaleemployees

withoutbias.Ofcourse,menshouldalsonotsufferdiscriminationonthegroundsoffamilyresponsibilitieswhich

theydischarge,forexampleasaparentorcaregiver.

3.AsisthecasefortheentiretyoftheSA8000Standard,fornon-discriminationstandardstheemployeris

expectedtocomplywiththeprovisionmostfavourabletoworkersamongtherequirementsofSA8000,national

andotherapplicablelaws,prevailingindustrystandards,andotherrequirementstowhichthecompany

subscribes.Thisisthecaseevenwhenappliedinnationsandsituationswherediscriminationmaybehonoured


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locallyasanunquestionedtradition.Insomecasesevennationallawmayreflectthesebiases,suchasstatutes

thatpermitmentoearnmoremoneythanwomenworkerswhenperformingthesameorequaltasks.

5.Nomatterthesourceofdiscriminationnorhowculturallyentrencheditmaybeafacilitycannotbe

SA8000certifiedwithoutstrictlyapplyingtheanti-discriminationprovisionsoftheStandard.

6.AgeisnotincludedinSA8000clause5.2(althoughitisinclause5.1),sincetherearenotenetsorpracticesspecifictoage.

7.AnyunwelcomeadvancesofasexualnaturebyanemployeetoasubordinatealsoviolateSA8000.

I.D.Interpretations,SA8000:5.Discrimination

1.PassivepracticesthatresultindiscriminationarestilldiscriminatoryandinviolationofSA8000.Forexample,

notquestioningthehighdegreeofdominanceofoneethnicgroupoveranotherintheranksofsenior

managementmaywellresultindiscrimination.

2.Oneoftheanti-discriminationwagerequirementsisthatequalpaymustbegivenforworkofequalvalue.

Assessingcomplianceatanyworkplacerequiresareviewofthetypesofworkperformedbythevaryingworkersas

wellasareviewofthecompanyspoliciesandpracticestoensurethatequalaccesstoalljobsbyallemployeesis

beingpracticed.Alltoooftenthepayofwomenwhoaresegregatedphysicallyorbyjobcategoryfrommale

workersisnotequaltothatoftheirco-workers.Suchcircumstancesshouldbecarefullyinvestigatedand

evaluated,toassurethatjobcategories,relatedqualifications,andpayscalesarebeingcommunicated

transparentlytoallworkers.

3.Thetermfamilyresponsibilities,inthecontextofdiscrimination,isusedtohighlightthetendencyofsome

employerstotreatdiscriminatorilyworkerswithdependents(childrenorpeopleforwhomtheworkeristhe

primarycaretaker)basedonabeliefthatsuchworkersdonotworkasproductivelyorasmuchasworkerswithout

dependents.Anexampleofdiscriminationonthebasisoffamilyresponsibilitiesisthecaseofaworkerpenalized

forhavingtogohometotakecareofasickchildorparent.

I.D.Implementation,SA8000:5.Discrimination

1.Acompanyshallhaveawrittendiscriminationpolicythatshouldbedistributedtoworkers,sothatthey

understandthecompanysstanceondiscrimination.Itshouldincludethecompanysanti-discriminationpositions,

proceduresandpractices.Theseshallcoverallemployment-relatedperiodsandcircumstances,fromhiringand

trainingtopromotions,performanceassessments,benefitpreferences,andfiring.Thispolicyshouldalsobeapart

ofthebroaderSA8000policy.

2.Ateachstageofemployment,effectivenon-discriminatorypracticesshouldbeestablished.Forexample,when

advertisingjobopenings,onlylanguagerelatingtothejobskillsrequiredforthepositionshouldbeused,neverany

requestsforaspecificgenderoragegroup.SA8000permitsnodiscriminationevenwhereitisindirect,

unintended,oracceptedbytradition,e.g.,hiringmaleworkersasfruitpickersorleathertannersandfemalesas

fruitprocessorsorsewingmachineoperators.

3.Astopromotions,forexample,acompanythathasonlymaleseniormanagersshouldsenduparedflagthat

somethingislackingeitherintheaccessofwomentothetraining,mentoring,orotheradvantagegiventomenor

thatwomenarenotbeingevaluatedforpromotioninthesamemannerastheirmaleco-workers.Ensuringnon-

discriminationinselectingseniormanagersandworkersatalllevelsshouldbeginwiththebestpracticeof

establishingdiversitygoalsandplanstomeetthosegoalsinalljobcategories.


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4.Employersshouldtakepro-activemeasurestomeettherequirementsagainstdiscrimination.Eachcompany

shouldhaveapro-activeanti-discriminationplan.Thatplancanincludemanydifferenttypesofactivities,for

example:

a)Gender,ethnicorcaste-neutraljobadvertisementsarejustthebeginningofanemployer'sdutytoprovidenon-

discriminatingworkopportunities.

b)Addingfemalejobinterviewersorthosefromwhatareconsideredlowercastesorminorityethnicitiestoan

interviewingteamwouldhelpensureequalaccesstoemployment.Usingthesametypeofintegratedteamto

reviewworkersperformanceorpromotionpossibilitieswouldagainbelikelytoresultinreduceddiscrimination.

c)Anotherexamplewouldbeanemployersactiveoutreachtorecruithandicappedjobapplicants,whenthey

meetthejobqualifications.

d.Recruitmentandemploymentpreferencescanalsobesuccessfullyappliedtoothercategoriesofworkers,

particularlythoseexcludedfromcertaintypesofjobsbydeeplyrootedculturalnorms.Theemployerhasthe

responsibilitynottoperpetuatetheseunspokenbutnonethelesswidelyappliedsocialrules.

5.Anyunwelcomeadvanceofasexualnaturebyamanagertoasubordinateisconsideredanextremeformof

discriminationandviolatesSA8000.Thecommonoccurrenceofsexualharassment-typebehaviourmakesit

criticalthatthecompanyhaveclearandeffectivepoliciesandproceduresforreporting,investigating,and

discipliningoffendersandthatthecompanyensurethatallworkersareawareofit.

Anotherkeypartofthecompanyssexualharassmentpracticesshouldbeitscreationandmonitoringofawork

culturethatrespectswomenemployeesatalllevels.Aspartofthatactivity,thecompanymustensurethatitis

offeringitsemployeesasexuallynon-threateningworkenvironment.Suchanenvironmentwouldbefreeof

pornographyorothersexuallysuggestivematerials,sexualteasing,orsexualinnuendos.

6.Workersshallnotbesubjectedtopregnancyorvirginitytestsasaconditionforemployment.However,asto

pregnancyissues,thisprohibitionrecognizesthatsomeaspectsoffemaleemployeesneedsrequirespecific

employerprotection.Theprotectionofexpectantmotherscannotrequirewomentosubmittopregnancytesting.Inallcasescommunicationisimportant.Ifworkersunderstandtheappropriateprecautionsarefortheirowngood

andtheyareconfidenttheywillnotbefiredordemoted,thentheyllbemorelikelytoinformtheiremployerinatimelymanner.

7.Sometypesofmedicaltestingmaynotgiverisetodiscrimination.Forexample,somenationallawsmayrequire

HIVorothermedicaltestingforpublichealthreasons.Itisnotconsidereddiscriminatoryifitisrequiredbylawor

iftheresultsofsuchatestisnecessarytoprotectotherworkers.Eveninsuchcases,however,theseresultscannot

bethebasisfordiscriminatingagainsttestedworkers,suchasgivingthemlessdesirabledutiesordenyingthem

trainingopportunities.

8.Ifacompanydoesnothaveevidenceofapatternofdiscriminationbuthaswomeninpositionsatalllevels

exceptforthemostseniorlevels,thereareproactivestepsthecompanyshouldtake.Thecompanyshouldtryto

changethisdynamicandquestionwhytherearenowomeninhighpositions.Inaddition,ensuringequal

opportunityrequiresequalaccesstotrainingandnon-discriminatoryjobdescriptions.Thisalsorelatesto9.1of

thestandard,whichstatesthatcompaniesshoulddisplaytherequirementsoftheSA8000standard(SeeSA8000:

9.1).

9.Maternityleaveisdifferentfromotherformsofleavebecauseitissomethingthatcanapplyonlytowomen.

Nottoallowformaternityleave(byrequiringreductionstowomenscompensationduringthattime)wouldthus

constituteaformofdiscrimination.Inmanycountries,nationallawallowsformaternityleaveabsences,deeming

themcompulsoryandarightofthemother,andrequiringthecompanytocontinuepayingalloraportionofthe

mothersnormalcompensationduringthattime.Employersmustensuretheyfollownationallawandbenchmark

theirpoliciesagainstindustrystandardsorcollectivebargainingagreementsinthesector.Ifacompanydefines
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productionbonusesbasedonattendance,maternityleavecannotbecountedasanabsence;thus,production

bonusesbasedonattendanceshouldcontinueforworkersonmaternityleave.

10.Requiringanypersonaltests,e.g.,forHIV,wouldbediscriminatoryunless:a)itismandatedbylaw,orb)the

informationisnecessarytoprotectotherworkersorclients.Ifmandatorybylaw,suchtestingmightnotbe

considereddiscriminatory,if:a)theinformationishandledaccordingtogovernmentrequirements,b)resultsare

keptconfidential,andc)workersarenotdiscriminatedagainstasaresult.

II.AuditingConsiderations,SA8000:5.Discrimination

II.A.KeyIssuestoReview

Thefollowingareexamplesofsomeissuesthatauditorsshouldreview.Thislistisnotexhaustive.Auditorsshould

adaptand/orexpanditandcreateaspecificauditingstrategydependingontheproductionfacilityandotherlocal

conditions.Themainguidingprincipleforauditorsistoensurethereisequitabletreatmentofallpersonnel.

Auditorsshouldstudyallrelevantnationallawsandlocalregulationsregardinganti-discriminationissues.Auditors

shouldkeepinmindthatevenwhenlegislationdoesnotaddresstheseissues,anycompanyapplyingtobe

certifiedunderSA8000isobligatedtoadoptananti-discriminationpolicyandtoputthenecessaryproceduresin

place.

1.CulturalNormsandDiscrimination

Theauditorshouldseektodistinguishbetweenformsofdiscriminationandculturalnorms.Insomecases,forms

ofdiscriminationareculturallyaccepted,sometimesevenbynationallaw.Forexample:itmaybecommon

practicetopaywomenlessthanmenwhoareperformingthesameduties.However,thistypeofculturalnorm

violatesinternationallabourstandardsandSA8000.

a)Divisionalongdiscriminatorylinesauditinglessonslearned

Inthe1990s,auditorsobservedmultiplefactoriesinPakistanthataddressedgenderdiscriminationwhilestill

respectingreligioussegregationlaws,byprovidingequaljobswithequalpayformenandwomenandestablishingseparateworkcentresformenandwomen.Auditorsexperiencesdemonstrate,however,thatensuringnon-

discriminationatworkwhilerespectingdiscriminatorynormswhethersuchnormsarebasedonreligiousor

othertraditions-isextremelydifficulttoverify.Forthatreason,auditorsencounteringsuchcasesshouldconduct

backgroundresearchandbroad-based,off-siteinterviewswithworkersandothercommunitymemberstoverify

thatfemaleworkershaveequitabletreatmentandaccesstoopportunitiesinallstagesofemployment,including

hiring,remuneration,benefits,bonusesandpromotions.Suchcasesshouldbeparticularlywelldocumentedsoas

tofacilitateSA8000audits.

b)Two-waydiscriminationinonefactory

Manyfactoriesaredominatedbyeitheramaleorfemaleworkforce,reflectingsocialorhistoricaldivisionsof

labour.Forinstance,inmanyapparelfactories,auditorsmayfindthat70%to80%oftheworkforceisfemale.

Althoughsuchasocialdivisionoflabourdoesnotalwaysindicatediscrimination,itdoesmeritfurtheranalysis.

Auditorsshouldbeawarethatinmanycasesemployersprefertohirefemaleworkersbecausetheyareseenas

lessexpensivethanmaleworkersandarereportedlymoreobedient.Itisnotuncommontofindafactorywitha

majorityfemaleworkforcethatdiscriminatesagainstunskilledmaleworkersinfavourofwomen,whiletheyalso

discriminateagainstskilledfemaleworkersinfavourofmen(e.g.menmorequicklygetpromotedtoa

maintenanceteamortobelinesupervisors).

c)PositiveDiscrimination

Onewaytocheckonmanagementscommitmenttostatedpoliciesofnon-discriminationistolookforindications

ofpositivediscrimination:anemployerspoliciesorprogramstocounterentrencheddiscriminationpracticesin


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thesocietyinwhichthecompanyisoperating.Threeexamplesofpositivediscriminationwhichareactually

mandatedbynationallawsare:

i.SouthAfricarequirespositivediscriminationbylawinordertohelpblackSouthAfricanstoovercomedecadesof

harshdiscrimination.

ii.TheU.S.,U.K.andothercountrieshavelegalguidelinesthatencourageemploymentdiscriminationinfavourofdisabledpeople(seepoint7below).

iii.Dozensofcountrieshaveadoptedlegislationtoenablelactatingmothersadequatetimetonurseduringthe

workingday.

Reasonableadjustmentsbasedonindividualneedsorchallengesmayhavetobemadetoensureeveryworkerhas

thesameopportunitytoperformhisorherrolewell.Auditorsshouldbeawareoftheselawsforeachcountry

wheretheywork.

d)ChangingEntrenchedDiscriminationNorms

Auditorsshouldalwayslookforindicatorsofmorethanjustapassivepolicyofnon-discriminationbyemployers;

otherwiseemployersmaybeperpetuatingpre-establisheddiscriminatorynorms(intentionallyorunintentionally).

Twoexamplesillustratethechallenge:

i.DuringseveralauditsofcompanieslocatedinEasternEurope,auditorsobservedthatduringinterviews,women

workersvoicedconcernsthatmenwerereceivingmoreopportunitiesforpromotion.Inonecase,auditorschecked

thescopeofresponsibilitiesformenandwomeninafacilitysPurchasingDepartment,takingintoaccountnotonly

formalactivities(dealingwithpapers)butalsotheessenceofthematter.Menwereresponsibleforpurchasing

moreimportantmaterialsusedinproduction(sparepartsforturbines,etc.);todothis,deeperknowledgeof

productionspecificityisconsideredimportantforthework.Womenwereresponsibleforpurchasing"supporting"

materials,forwhichknowledgeofthecompanyssourcingproceduresandnationalregulationsisrequired(butnot

technicalknowledgeoftheproduction).Aswomeninthedepartmentraisedtheproblemofdiscrimination,

managementmetwiththemtounderstandtheirperspective.Inthedepartmenttherewasonecaseofawoman

whowaspromoted(betterjobposition,higherremunerationastheresultofadiplomaobtained)soitwasalso

decidedtofosterwomentobemoreactiveandtothinkabouttheirdevelopmentandhowitcouldresultinbetterjobpositionsforthem.Thecaseofthewomanwhowaspromotedseemstoindicatetherewasnodiscrimination

bymanagement,butinadditionthecompanydecidedtodiscouragefuturediscriminationbyidentifyingwaysthey

couldworkwithwomenworkerstoimprovetheiraccesstoopportunitiesforadvancement.

ii.Anotherexampleistheskillofpruninginabananafield,askilltraditionallyhandeddownfromfathertoson,

whichwomenhavealmostnochancetolearnunlesstheemployerinitiates,collaborateson,orsponsorsatraining

programforwomenorchangesthegenderdivisionoflabourtoallowwomentogainskillsonthejob.Insuch

caseswherediscriminationisentrenchedinculturalnormsortraditionalopportunities,auditorsshouldlookfor

proactivecompanypoliciesandprogramsaimedatdistributingopportunitiesforadvancementmoreequally.In

thisway,managementcanavoidfallingintoaperpetuationofentrencheddiscriminatorynorms.

Inbothcases,genderdiscriminationappearstocorrelatewithexpertiselevels,andwomenindicatedduringthe

auditinterviewsthattheydidnothaveadequateopportunitiestogainsuchexpertise.Insuchcaseswhere

discriminationisobscuredbyability,auditorsshouldlookcarefullyatworkertrainingprogramsand

opportunitiesforwomentogaintheappropriateexperience.

2.DiscriminationAgainstPregnantWomen

Discriminationagainstpregnantwomenisagraveandprevalentformofgenderdiscrimination.Ifacompany

requireswomentobetestedforpregnancy,forcesthemtousecontraceptionasaconditionforemployment,or

pressuresworkerstoquitwhentheirpregnancycomestotheattentionofmanagement,thecompanyisviolating


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SA8000.Eveninsituationswherewomenareallowedtocontinueworkinguntiltheirbabiesareborn,theyare

sometimesdeniedtheirlegallyrequiredpostpartumbenefitsand/ormaynotbeallowedtonurseafterreturning

towork.ThistooisaviolationofSA8000.

Inadditiontoevaluatingpotentialdiscriminatoryrestrictionsonwomenrelatingtopregnancy,auditorsshould

alsobeawareofprotectionsthatshouldbegiventopregnantwomen.Protectionsshouldbeinplacetoensure

thattheprincipleofnon-discriminationisnotusedasameansforincreasingapregnantworkersphysicalworkload.Thistacticisoftenusedtopressurewomentoresignandforfeittheirmaternityleavebenefits.

3.SexualHarassment

Sexualharassmentisanextremeformofdiscrimination.Thoughsexualharassmentisillegalinmanycountries,itis

widespreadinworkplacesworldwide.Examplesofsexualharassmentincludebutarenotlimitedto:unwelcome

sexualadvances,unwantedhugsortouches,suggestiveorlewdremarks,requestsforsexualfavours,and

derogatoryorpornographicposters,picturesordrawingsaswellaspermittingagenerallygender-harassing

environment.

Inordertoensurethesafetyanddignityoffemaleworkers,managementshouldpromoteacultureofrespectfor

womenandzero-toleranceformistreatmentanddegradingattitudesorbehaviour.Incidentsofsexualharassment

shouldbedealtwithpromptlyandeffectively,leavingnodoubtaboutthewillingnessofmanagementtodiscipline

perpetratorsinawaythatwoulddeterfutureincidents.Adiscreet,effectivecomplaintprocedureshouldbein

placeforfemaleworkers.Atrustedperson,suchasanappointed(preferablyfemale)counsellor,canencourage

womentoreportincidentswithoutfearofbeingdismissedorpenalized.

Auditorsshouldstudynationallegislationand/orregionalregulationsconcerningsexualharassmentbefore

conductingaudits.Primaryformsofinvestigationincludecheckingrecordstodeterminewhetheranycomplaints

havebeenlodgedaswellasinterviewingcomplainantsorvictimsofsexualharassmentandpeerworkers.Auditors

shouldalsodetermine:whetherthecompanyhasanexplicitpolicyanddefineddisciplinarymeasuresincasesof

sexualharassment;whethersuchpolicyandmeasureshavebeencommunicatedtoallpersonnel;andwhetherany

caseshavebeenprocessedandresultedintheappropriatediscipline.

4.DiscriminationAgainstMigrantWorkers

Inmanyplaces,migrantworkersandmembersofethnicminoritiesorevenillegalimmigrants/workersarethe

groupsmostvulnerabletodiscriminationintermsofemploymentopportunitiesandworkingconditions.

Immigrantsandethnicminoritygroupsmaynothaveaccesstolegalprotection,whichmaybeavailableonlyto

citizensorpermanentresidents.Poverty,lackofproficiencyinthelocallanguage,andculturalmisunderstanding

mayalsoinviteprejudiceandunfairtreatment.

Ifacompanyhiresmigrantworkers,auditorsshouldverifythatthecompanyhasapolicyandtakesappropriate

actiontoensureequalityofopportunityandtreatmentbetweenmigrantandlocalworkersandmembersofall

ethnicgroups.Forinstance,migrantworkersshouldgetequaltreatmentwithrespecttoremuneration,career

advancement,legallyrequiredsocialsecurity,overtimearrangements,andtradeunionrights,amongothers.In

countrieswheregovernmentandprivatebenefits(e.g.socialsecurity,healthinsurance,unemploymentinsurance

etc.)arenotavailabletoundocumentedworkers,workplacesneedtoconsiderhowtoensureequitabletreatment

andaccesstoopportunitywhenconsideringtheemploymentofmigrantworkers.

5.AgeDiscrimination

SA8000forbidsdiscriminationagainstolderworkers,thoughonlyafewcountrieshaveexplicitlegislationonthis

issue.Stereotypesofolderpeoplearenumerous.Olderpeoplearesaidtobelessproductive,morevulnerableto

illnessandinjuryandlessadeptatchangeandlearningnewtechniques.Oftentheseperceptionsarenotpertinent

totheactualjobrequirements,nordotheyreflecttheactualabilitiesoftheindividual.Onemethodfor


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determiningwhetheragediscriminationexistsistoreviewjobpostingsandpositiondescriptionstoidentifythe

companysstatedrequirementsforaparticularjobcategory.Whenanemployerimposesagelimitsoncandidates

thattheywillconsiderforaparticularposition,auditorsneedtoreviewifsuchlimitshaveanyjobrelated

justification.

6.DiscriminationagainstTradeUnions

Anemployersdiscriminatoryactionagainstaworkerbasedonhis/herunionmembershipandrelatedactivityisa

chronicprobleminworkplacesaroundtheworld,inbothdevelopinganddevelopedcountries.Ofalltheformsof

actionagainstemployees,dismissalisthemostobviousdeterrenttoworkerorganizingandcarriesthemost

seriousconsequencesforworkers.

Auditorsshouldbeawarethattherearemanysubtlerformsofanti-uniondiscrimination.Forinstance,an

employermayofferfinancialorotherincentivestoagroupofworkerstodenouncetheirunionmembership.Oran

employermaysetupaworkersassociationtocarryouttradeunion-likeactivitiesinordertophaseoutanexisting

independentunion.TheseactionsviolatetheILOprinciplesontradeunionrights(SeealsotheSA8000Guidance

ResourceElement4.FreedomofAssociationandtheRighttoCollectiveBargaining).

7.Discriminationagainstworkerswithdisabilities

ILOConventionNo.159onVocationalRehabilitationandEmployment(DisabledPersons)establishesguidelinesfor

membercountriestopromotetheemploymentandequaltreatmentofworkerswithdisabilities.Keyconceptsfor

guidingauditorsverificationofnon-discriminationagainstpersonswithdisabilitiesarelaidoutinArticle4,which

states:

Thesaidpolicyshallbebasedontheprincipleofequalopportunitybetweendisabledworkersandworkers

generally.Equalityofopportunityandtreatmentfordisabledmenandwomenworkersshallberespected.Special

positivemeasuresaimedateffectiveequalityofopportunityandtreatmentbetweendisabledworkersandother

workersshallnotberegardedasdiscriminatingagainstotherworkers.

Additionalresourcesformoreinformationandtoolkitsondiscriminationagainstworkerswithdisabilitiesinclude:

a)TheILOCodeofPracticeonManagingDisabilityintheWorkplace(adoptedOctober2001);

b)TheGlobalAppliedDisabilityResearchandInformationNetworkonEmploymentandTraining(GLADNET

www.gladnet.org);and

c)TheEmployersForumonDisability(www.employers-forum.co.uk)recommendedthefollowingconsiderations

asimportantforemployersseekingtoensurefairandequaltreatmentofpeoplewithdisabilities:

i)Potentialemployeeswithdisabilitiesshouldhaveaccesstofairrecruitment,assessmentandselection

processes;

ii)Traininganddevelopmentopportunitiesshouldbeprovidedtodisabledemployeestothesameextent

astotheirpeers,takingaccountofdisabledemployeesneeds,ambitionsandcircumstances.Training

shouldbeprovidedtodisabledemployeesinaccessibleformats;forexampleusinglarge-printdocuments,

makingreasonableadjustmentstorooms,etc.;

iii)Reasonableadjustmentstoworkingprocessesandenvironmentstoenableemployeeswithdisabilities

toperformtotheirfullabilityandtotherequiredstandard;

iv)Disabledemployeesshouldhavethesamedegreeofaccesstocompanycommunicationsasother

employeesandcompaniesshouldmakereasonableadjustmentstoachievethis;forexampleenabling
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wheelchairaccesstomeetingroomsandprovidingdocumentsinasuitableformatforemployeeswith

visualimpairment.

II.B.EvidenceofCompliance,SA8000:5.Discrimination

ThefollowingaresomeexamplesofevidencethatmayindicatecompliancewithSA8000,thoughnoneissufficient

onitsown.Auditorsshouldsupplementthislistaccordingtothecontextandwhattheyfindduringactualaudits.

1.TheCompanyhasanon-discriminationpolicywhichiscommunicatedtoallpersonnel.Thatpolicyshouldbe

implementedusingatransparentadministrativesystemthatisdocumented,showingthatrelevantmeasuresare

usedtocounterdiscrimination.

2.Allworkersunderstandhowtofileacomplaintorraiseconcernsaboutanymanagementactionthatviolates

thatpolicy.

3.Wageslipsorwagerecordsofworkersindicateequalpayforworkofequalvalue.(Auditorsshouldlookfor

discrepanciesinpay,especiallyaftertraining,seniority,andpreviousexperiencehasbeenfactoredin.)

4.Testimonyofworkerssupportsdocumentaryevidenceofcompliance.Itmaybenecessarytoprovide

intervieweeswithanonymity,especiallyincaseswhererecentorpastcomplaintshavebeenlodgedagainstthe

company.

5.Testimonyoftradeunionrepresentatives(ifapplicable)supportsdocumentaryevidenceofcompliance.

6.Jobannouncementsandadvertisementsconcerningthecompanyarepostedprominentlyintheworkplaceand

donotspecifyrace,genderorotherpersonalcharacteristicsofpotentialemployees.Announcementsshouldalso

notbeplacedexclusivelyinsinglegenderorethnicgrouplocations.

7.Recordsforhiring,promotion,compensation,andaccesstotrainingsupportworker,unionrepresentative,and

managementtestimonyandotherevidenceofcompliance.Theseshouldincludeadvertisementsforpositionsat

thecompany,toensurethatsuchjobadvertisementsincludeonlytherequirementsthatarerelatedtotheability

toperformthejob.Forexample,specificskillsareappropriaterequirements,butspecificagespansarenot.

8.Recordsofapplicantsrejectedforpositionssupportworker,unionrepresentative,andmanagertestimonyand

otherevidenceofcompliance.

9.Theworkerpopulationincludesmembersfromthediversesocial/ethnicgroupsthatcomprisethelocal

population.

10.Workersreporttheyareabletoobservereligiousholidays.

11.Workersandcompanyrecordsconfirmthatpregnantandnursingwomenareemployedandthattheyreceive

maternity(andnursingmothers)benefitsasstipulatedundernationalorlocallaw.

12.Doesbackgrounddataonthelocalpopulationindicatepossiblediscrimination;e.g.theabsenceofminorities?

13.Managementstaffdiversityindicatesequalopportunitiesforadvancement.

14.Absenceoflawsuitsorgovernmentcitationsfordiscriminatorypractices.


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II.C.WorkerInterviewStrategy,SA8000:5.Discrimination

Questionsrelatedtodiscriminationcanbeincorporatedintothegeneralinterviewwithworkers.However,if

auditorsreceivecomplaintsorhavereasontobelievethatdiscriminationisanissue,specialinterviewsessions

shouldbearranged.Inconductinginterviewswithworkers,auditorscanaskquestionsaboutthepositionsthey

haveheldandwhethertheirgender,race,pregnancystatusorotherpersonalcharacteristicshaveaffectedand/or

continuetoaffecttheirapplicationoradvancement.Offsiteinterviewsmaybeespeciallyusefulinthisarea.

Thevictimsofworkplacegenderdiscriminationareoftenwomen.Ithelpsifanauditingteamincludesfemale

members,especiallyfortheinterviewprocess,becausewomenworkersmayfeelmorecomfortabletalkingwitha

femaleintervieweraboutsensitivetopicssuchassexualharassmentorabuse.Female,minorityanddisabled

auditorsarealsoextremelyusefulduringmanagementinterviews;theyaremorelikelytopickupon

discriminatoryattitudesthanmale,non-minorityauditors.

Duringinterviewswithbothworkersandmanagers,auditorsshouldbecarefultoputtheanswersincontext.For

example,duringinterviewsatacompanyinLatinAmerica,adisproportionalnumberofsupervisorsweremen,but

thewomenreportedthatthemenwerepromotedbecausetheyhavemoreeducation.Uponfurtherreview

duringmanagementinterviews,however,auditorsfoundthatthemen(whostartedwiththesameeducation

levelsasthewomen)receivedadditionaltrainingandhadmoreopportunitiestofulfilagreatervarietyofjobsin

thefacilitythusfacilitatingtheirpromotionandconfirmingdiscriminatorytrainingandpromotion.

III.BackgroundInformation,SA8000:5.Discrimination

III.A.Internationalnorms

AmongtheILOseightcoreorfundamentalconventions,twoarerelatedtotheworkplaceequalityissue:

DiscriminationConvention111(1958)andEqualRemunerationConvention100(1951).Thesecoreconventions

areconsideredfundamentaltotherightsofworkers,irrespectiveoflevelsofdevelopmentofindividualmember

States.

Convention100aimstoeliminatewagediscriminationbetweenmenandwomenthroughtheapplicationofthe

principleofequalpayforworkofequalvalue.Convention111prohibitsdiscriminationonthebasisofgenderinemploymentandoccupation.

Otherinternationalstandardspromotingworkplaceequalityandwomensrightsinclude:

1) UNConventionontheEliminationofAllFormsofDiscriminationagainstWomen

2) ILOWorkerswithFamilyResponsibilitiesConvention156(1981)andRecommendation165

3) ILOMaternityProtectionConvention183(2000)andRecommendation191

4) ILOMigrationforEmploymentConvention(Revised)97(1949)

5) ILONightWork(Women)Convention(Revised)89(1948)

Asof2012,168countrieshadratifiedILOConvention100,and169countrieshadratifiedILOConvention111,

indicatingacommoninternationalstanceagainstdiscriminationintheworkplace.(183countriesaremembersof

theILO).

Manycountrieshavenationallegislationprohibitingdiscriminationbasedonrace,sex,age,andotherpersonal

characteristics.Manynationallawscoverthefollowingissues:

1.Equalopportunityinemployment

Anincreasingnumberofcountrieshaveoutlawedgender-biasedpracticesthatcompromisemenorwomens

opportunitiesforemploymentandadvancement.

2.Equalpayforequalwork


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Theprincipleofequalpayforequalworkiscentraltothepromotionofequalityinworkplaces.Wagediscrepancies

betweenmenandwomenstillexistinavastmajorityofcountries,aconsequenceofbothdirectwage

discriminationandwomenslimitedaccesstohigherincomejobs,suchaspositionsinmanagement.Currently

mostlabourlegislationprohibitsdirectwagediscrimination,yetonlyafewnationsaddresstheissueofunfair

divisionoflabourintheirlegalcodes.SA8000auditorsshould,however,seektoverifythereisnosuchunfair

divisionoflabour.

3.Maternityprotectionandpromotionoffamilyresponsibilities

Manynationslegalsystemsofferthreebasicprotectionsforwomenworkers:maternityleave,cashbenefits

payableduringleave,andemploymentsecurity.Notallworkers,however,areeligibleforsuchprotections.In

somecountriesmaternityleaveappliesonlytoworkersintheprivatesector(Malaysia),andmostcountrieshave

notyetextendedthelegalprotectiontomigrantworkers,part-timeemployees,orhomeworkers.Moreover,only

recentlyhavesomecountriesgrantedpaternalleave(e.g.Australia:WorkplaceAgreementsAct(1996),

Philippines:PaternityLeaveAct(1996)).

4.Occupationalhealthandsafety

Anumberofnationallawsprotectwomenfromcertaincategoriesofworkwhichmightposeadangertowomens

healthandsafety.KoreaandChina,forexample,requirespecialprotectionforwomenengagedinhazardous

work,nightwork,undergroundwork,andworkduringpregnancyand/ornursingperiod.Ingeneral,despitea

varietyoflegislatedanti-discriminationmeasuresinvariouscountries,discriminationintheworkplacepersists.

Enforcementmechanismssetupbynationalgovernmentsareofteninadequate,particularlyregardingthe

applicationofnationallawsintheprivatesector.Auditorsshouldbeawarethattheycannotfullyrelyupon

governmentregulatorsconfirmationofnon-discrimination.Insomecases,regulatorshavebeenknownto

overlooknon-complianceinordertoenhancetheircountrysabilitytoattractforeigninvestment.

Documents

s a 8000 Discrimination