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• THE GLOBAL COMPACT WAS FIRST ANNOUNCED BY THE THEN UN SECRETARY-GENERAL KOFI ANNAN IN AN ADDRESS TO THE WORLD ECONOMIC FORUM ON JANUARY 31. 1999, AND WAS OFFICIALLY LAUNCHED AT UN HEADQUARTERS IN NEW YORK ON JULY 26, 2000.
• THE UNITED NATIONS GLOBAL COMPACT, ALSO KNOWN AS COMPACT OR UNGC, IS AN UNITED NATIONS INITIATIVE TO ENCOURAGE BUSINESSES WORLD-WIDE TO ADOPT SUSTAINABLE AND SOCIALLY RESPONSIBLE POLICIES, AND TO REPORT ON THEIR IMPLEMENTATION.
• THE GLOBAL COMPACT IS A PRINCIPLE BASED FRAMEWORK FOR BUSINESSES, STATING TEN PRINCIPLES IN THE AREAS OF HUMAN RIGHTS, LABOUR, THE ENVIRONMENT AND ANTI-CORRUPTION.
• UNDER THE GLOBAL COMPACT, COMPANIES ARE BROUGHT TOGETHER WITH UNAGENCIES, LABOUR GROUPS AND CIVIL SOCIETY.
• THE GLOBAL COMPACT IS THE WORLD´s LARGEST CORPORATE CITIZENSHIP INITIATIVE AND AS VOLUNTARY INITIATIVE HAS TWO OBJECTIVES ; “ MAINSTREAM THE TEN PRINCIPLES IN BUSINESS ACTIVITIES AROUND THE WORLD” AND “CATALYSE ACTIONS IN SUPPORT OF BROADER UN GOALS, SUCH AS THE MILLENNIUM DEVELOPMENT GOALS”.
The Ten principles of the United Nations Global CompactThe Ten principles of the United Nations Global CompactThe Ten principles of the United Nations Global CompactThe Ten principles of the United Nations Global Compact
HUMAN RIGHTS
Principle 1 Businesses should support and respect the protection of internationally proclaimed
human right: and
Principle 2 make sure that they are not complicit in human rights abuses.
LABOURPrinciple 3 Businesses should uphold the freedom of association and the effective recognition of
the right to collective bargaining
Principle 4 the elimination of all forms of forced and compulsory labour:
Principle 5 the effective abolition of child labour: and
Principle 6 the elimination of discrimination in respect of employment and occupation.
ENVIRONMENT
Principle 7 Businesses are asked to support a precautionary approach to environmental challenges;
Principle 8 undertake initiatives to promote greater environmental responsibility; and
Principle 9 encourage the development and diffusion of environmentally friendly technologies.
ANTI-CORRUPTION
Principle 10 Businesses should work against corruption in all its forms, including extorsion and bribery
• THE GLOBAL COMPACT IS NOT A REGULATORY INSTRUMENT, BUT RATHER A FORUM FOR DISCUSSION AND A NETWORK FOR COMMUNICATION INCLUDING GOVERNMENTS; COMPANIES AND LABOUR ORGANISATIONS, WHOSE ACTIONS IT SEEKS TO INFLUENCE; AND CIVIL SOCIETY ORGANIZATIONS, REPRESENTING ITS STAKEHOLDERS.
• THE COMPACT ITSELF SAYS THAT ONCE COMPANIES DECLARED THEIR SUPPORT FOR THE GLOBAL COMPACT PRINCIPLES ; THIS DOES NOT MEAN THAT THE GLOBAL COMPACT RECOGNIZES OR CERTIFIES THAT THESE COMPANIES HAVE FULFILLED THE COMPACT´sPRINCIPLES:”
• THE COMPACTS´s GOALS ARE INTENTIONALLY FLEXIBLE AND VAGUE, BUT IT DISTINGUISHES THE FOLLOWING CHANNELS THROUGH WHICH IT PROVIDES FACILIATION AND ENCOURAGES DIALOGUE: POLICY DIALOGUES, LEARNING, LOCAL NETWORKS AND PROJECTS.
• PARTICIPATION IN THE GLOBAL COMPACT IS OPEN TO ANY COMPANY THAT IS SERIOUS ABOUT ITS COMMITMENT TO WORK TOWARDS IMPLEMENTATION OF THE GLOBAL COMPACT PRINCIPLES THROUGHOUT ITS OPERATIONS AND SPHERE OF INFLUENCE, AND TO COMMUNICATE ON PROGRESS. PROPERLY CONSTITUTED (UNDER PREVAILING NATIONAL LAW) COMPANIES FROM ANY INDUSTRY SECTOR ARE ELIGIBLE FOR PARTICIPATION, EXCEPT THOSE COMPANIES INVOLVED IN THE MANUFACTURE, SALE ETC. OF ANTI-PERSONNEL LANDMINES, COMPANIES THAT ARE SUBJECT OF A UN SANCTION OR THAT HAVE BEEN BLACKLISTED BY UN PROCUREMENT FOR ETHICAL REASONS. REMAINING IN GOOD STANDING REQUIRES COMMUNICATING THE COMPANY´s PROGRESS IN IMPLEMENTING THE PRINCIPLES, RESPECTING THE POLICY ON THE USE OF THE GLOBAL COMPACT NAME AND LOGOS, AND A WILLINGNESS TO ENGAGE IN DIALOGUE UNDER THE INTEGRITY MEASURES IN THE EVENT THAT A MATTER IS RAISED UNDER THOSE PROCEDURES.
• THE GLOBAL COMPACT IS A PURELY VOLUNTARY INITIATIVE. IT DOES NOT POLICE OR ENFORCE THE BEHAVIOR OR ACTIONS OF COMPANIES. RATHER, IT IS DESIGNED TO STIMULATE CHANGE AND PROMOTE GOOD CORPORATE CITIZENSHIP AND ENCOURAGE INNOVATIVE SOLUTIONS AND PARTNERSHIP.
• THE GLOBAL COMPACT IS NOT A SUBSTITUTE FOR EXISTING REGULATORY APPROACHES !
• PARTICIPANT GROWTH HAS BEEN STEADY IN 2008, WITH AN AVERAGE OF 100 COMPANIES JOINING PER MONTH. AS OF 30 NOVEMBER 2008 THE GLOBAL COMPACT HAD 4.869 BUSINESS PARTICIPANTS AND 1.544 NON-BUSINESS PARTICIPANTS FROM 133 COUNTIRES:
TOTAL.: BUSINESS PARTICIPANTS 4.869
ACTIVE 3.904
NON-COMMUNICATING 965
INACTIVE 261 (not included in total count)
DELISTED 783 (not included in total count)
NON-BUSINESS PARTICIPANTS 1.544
COPS in DATABASE 4.621
UNION PARTICIPANTS OF THE GLOBAL COMPACT
SpainComisiones Obreras
South AfricaConfederation of South African Trade Unions (COSATU)
Korea, Republic ofFederation of Korean Trade Unions - FKTU
International Labour Organizations
SwitzerlandBuilding and Wood Workers' International (BWI)
BelgiumInternational Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM)
BelgiumInternational Federation of Journalists
SwitzerlandInternational Metalworkers' Federation
BelgiumInternational Trade Union Confederation (ITUC)
FranceTrade Union Advisory Committee
SwitzerlandUnion Network International
Country;Organization
National Labour Organizations
UkraineNational Confederation of Trade Unions of Ukraine
GhanaTrade Union Congress Ghana
SpainUnión General de Trabajadores (UGT)
MoroccoUnion Generale des Travailleurs du Maroc - UGTM
1. THE LEADERS SUMMIT (a triennial gathering of the top executives of all Global Compact participants and other stakeholders).
2. LOCAL NETWORKS (groups of participants that come together to advance the Global Compact and its principles within a particular country or geographic region)
3. ANNUAL LOCAL NETWORKS FORUM (the main occasion for Local Networks from around the world to share experiences, review and compare progress, identify best practices, and adopt recommendations
intended to enhance the effectiveness of Local Networks (There are currently more than 70 Local Networks around the world)
4. GLOBAL COMPACT BOARD (a multi-stakeholder advisory body that meets twice a year (first meeting in June 2006) to provide ongoing strategic and policy advice for the initiative as a whole and make
recommendations to the Global Compact Office, participants and other stakeholders. The Board is comprised of four constituency groups – business, civil society, labour and the United Nations).
5. GLOBAL COMPACT OFFICE (is the entity formally entrusted with the support and overall management of the initiative.)
6. INTER-AGENCY TEAM (is responsible for ensuring coherent support for the internalization of the principles within the UN; following UN agencies are represented in the team: the Office of the UN High Commissioner for Human Rights, the ILO, UNEP, the United Nations Office on Drugs and Crime, the United Nations Development Program and the United Nations Industrial Development Organisation.)
7. GLOBAL COMPACT DONOR GROUP ( The Global Compact is funded by voluntary contributions from -at present – the following governments: China, Colombia, Denmark, Finland, France, Germany, Italy,
Republic of Korea, Norway, Spain, Switzerland and the UK).
GLOBAL COMPACT GOVERNANCE
THE GLOBAL COMPACT IN TURKEY
The Global Compact in TurkeyThe Global Compact was launched in Turkey in October 2002, during a special one-day event in Istanbul that was attended
by the Minister of Economy and organized by UNDP together with the Turkish Confederation of Employers Association (TISK). UNDP Turkey is exploring opportunities to further develop the Global Compact Network in Turkey, including the
establishment of facilities and mechanisms to support the implementation of the Global Compact principles. As a first step,
UNDP Turkey has established a Global Compact National Steering Committee, consisting of a wide variety of societal
stakeholders, including the private sector, public sector, labour representatives, NGOs and relevant UN agencies.
Tools and Resources translated into Turkish:
Ilerleme Bildirimi - Konusunda Praktik Reheber.
After the Signature
Raising the Bar
CSR Report
Participant Information *
Participants in Turkey: 160
Latest Participant
Bursa Chamber of Commerce And...
Joined on 4 June, 2009
Contact InformationGlobal Compact Coordinator
Nessa Whelan
Network Focal Point
Mr. Hansin Dogan
Network Representative
Dr. Yilmaz Arguden
* Participation in the Global Compact does not necessarily reflect participation in the Global Compact Local Network.
FACT SHEET ON GLOBAL COMPACT IN TURKEY
GLOBAL COMPACT BOARD MEMBERS
MAJOR CONCERNS OF THE INTERNATIONAL TRADE UNION MOVEMENT
THE SPECIAL VALUE OF THE GLOBAL COMPACT AT ITS INCEPTION WAS ITS ENGAGEMENT WITH MAJOR ACTORS, ITS PRINCIPLES, ITS ASSOCIATION WITH THE UN, AND ITS COMMITMENT TO OPERATE THROUGH DIALOGUE. IT ENGAGEND BUSINESS WITH THE UN. ITS PRINCIPLES WERE ROOTED IN UNIVERSAL AND LEGITIMATE INTERNATIONAL STANDARDS. AND IT WAS TO BE DRIVEN BY “DIALOGUE. IT WAS, IN PARTICULAR, THAT ASPECT OF THE COMPACT THAT RESULTED IN THE DECISION OF THE INTERNATIONAL TRADE UNION MOVEMENT TO PARTICIPARE IN THE GLOBAL COMPACT.
MAJOR CONCERNS WERE:
• THE GLOBAL COMPACT SHOULD NOT BE SEEN AS A VOLUNTARY OFFSET OR ALTERNATIVE TO INTERGOVERNMENTAL ACTION.
• IT SHOULD NOT BE SEEN AS A CUT-RATE OR SUBSTANDARD “CODE OF CONDCUCT” FOR COMPANIES (The OECD Guidelines for Multinational Enterprises and the ILO Tripartite Declaration of Principles on Multinational Enterprise and Social Policy provide more detailed guidance to business: And, unlike the Compact, although they are also not legally binding, they are not “voluntary” in their coverage or application).
• TRADE UNIONS ARE, AT THE SAME TIME, PART OF INDUSTRY AND PART OF CIVIL SOCIETY. THEY WERE NOT WILLING TO SIMPLY BE LUMPED TOGETHER WITH CIVIL SOCIETY.
JOINT STATEMENT OF THE ITUC AND IOE
(INTERNATIONAL ORGANISATION OF EMPLOYERS)
“THE IOE AND THE ITUC SHARE THE CONVICTION THAT GOVERNMENT HAS THE FUNDAMENTAL OBLIGATION TO ENSURE THAT THE RIGHTS OF ITS CITIZENS, INCLUDING WORKERS AND EMPLOYERS, ARE PROTECTED. IT ALSO AGREES THAT PUBLIC ACTION BY THE STATE IS ESSENTIAL IF THE ENVIRONMENT IS TO BE RESPECTED AND SUSTAINABLE DEVELOPMENT IS TO BE ACHIEVED.
WE UNDERSTAND THAT ADOPTING STANDARDS OR LAWS IS NOT SUFFICIENT TO ENSURE THAT THEY ARE RESPECTED. IN THE AREA OF LABOUR STANDARDS IT REQUIRES EFFICIENT, HONEST AND EFFECTIVE LABOUR INSPECTION AND SYSTEMS OF JUSTICE. IN FACT, RULE OF LAW IS VITAL TO ENSURING THAT CITIZENS, EMPLOYERS AND WORKERS AND THEIR TRADE UNIONS HAVE THEIR RIGHTS FULLY RESPECTED IN ALL OF THE AREAS COVERED BY THE 10 UNITED NATIONS GLOBAL COMPACT PRINCIPLES.
ONLY GOVERNMENTS HAVE THE POLITICAL LEGITIMICY AND RESPONSIBILITY TO LEGISLATE AND ENFORCE. WE SEEK TO MAKE GOVERNMENTS MORE RESPONSIBLE RATHER THAN SHIFTING THOSE RESPONSIBILITIES TO PRIVATE PARTIES.
WE RECOGNIZE, HOWEVER, THAT COMPANIES CAN PLAY AN IMPORTANT AND POSITIVE ROLE BY TAKING ON BOARD SOME OF THE PRINCIPLES CONTAINED IN INTERNATIONAL LABOUR STANDARDS. THE GLOBAL COMPACT INCORPORATES SOME OF THE MOST VITAL ONES, INCLUDING THOSE THAT ARE CONSIDERED TO BE HUMAN RIGHTS PRINCIPLES. THE ILO DECLARATION ON FUNDAMENTAL PRINCIPLES AND RIGHTS AT WORK IS THE SOURCE OF THOSE PRINCIPLES
ILO CONVENTIONS ARE INTERNATIONAL TREATIES, WHICH, UPON RATIFICATION BY A MEMBER STATE, BECOME AN OBLIGATION THAT THEY ARE TRANSPOSED INTO NATIONAL LEGISLATION WHICH ULITMATELY BINDS COMPANIES´ OPERATION.
THE ILO TRIPARTITE DECLARATION OF PRINCIPLES CONCERNING MULTINATIONAL ENTERPRISES AND THE OECD GUIDELINES FOR MULTINATIONAL ENTERPRISES SERVE AS AUTHORITATIVE REFERENCES FOR CORPORATE CONDUCT.”
Core Labour Conventions
Core Labour Conventions
Freedom of association and the right to collective bargaining
•Freedom of Association and Protection of the right to Organize Convention(No 87), 1948
•Right to Organize and Collective Bargaining Convention (No.89), 1949
Forced Labour
•Forced Labour Convention (No 29), 1930•Abolition of Forced Labour Convention (No 105) 1957
Child Labour
•Minimum Age Convention (No 138), 11973•Worst Forms of Child Labour Convention (No. 182), 1999
Discrimination in Respect of Employment and occupation
•Equal Remuneration Convention (No. 100), 1951•Discrimination ( Employment and Occupation) Convention 9No 111), 1958
The United Nations Global Compact Labour Working Group
The United Nations Global Compact Labour Working Group
The United Nations Global Compact Board established a Labour Working Groupin June2008. It is co-chaired by the Secretary-General of the International
Organization of Employment (IOE) and the General Secretary of the International Trade Union Confederation (ITUC), and supported by the International LabourOffice (ILO).
It aims to:
•Raise the profile, relevance of, and respect for the four labour principles among Global Compact (GC) companies and networks.
•Help ensure a consistent approach is taken to the application and understanding of the four principles, drawing on ILO, ITUC, and IOE information and experience.
•Develop tools, information exchange, and forums for GC companies’engagement on the four labour principles.
COMMUNICATION ON PROGRESS (COP)
A COMPANY MUST POST A COP ANNUALLY TO THE GLOBAL COMPACT WEBSITE.
A COP MUST CONTAIN THREE ELEMENTS.– Statement of continued support for the Global Compact
- Description of practical actions that the participant has taken to implement the Global Compact principles
- Measurements of progress towards outcomes, using, as much as possible, indicators such as those developed by the Global Reporting Initiative (GRI)
NEW BUSINESS PARTICIPANTS WILL BE GIVEN ONE YEAR FROM THE DATE OF JOINING TO PREPARE AND SUBMIT THEIR FIRST COPDURING THE FIRST FIVE YEARS OF PARTICIPATION, A COP MUST ADDDRESS AT LEAST TWO OF THE UN GLOBAL COMPACT´s FOUR PRINCIPLE ISSUE AREAS, WHILE ALL MUST BE ADDRESSED AFTER FIVE YEARS.
A COMPANY THAT HAS FAILED TO PROCUCE A COP EITHER WITHIN 3 YEARS OF JOINING THE GLOBAL COMPACT OR WITHIN 2 YEARS OF ITS PREVIOUS COP WILL BE DELISTED FROM THE INITIATIVE AFTER ONE YEAR OF BECOMING “INACTIVE”.
Relevant GRI Indicators
HR 1 Percentage and total number of significant investment agreements that include human rights clauses or that
underwent human rights screening.
HR 2 Percentage of significant suppliers and contractors that underwent screening on human rights and actions taken.
HR 3 Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained.
HR 4 Total number of incidents of discrimination and actions taken.
HR 5 Operations identified where the right to exercise freedom of association and collective bargaining may be at significant risk, and actions to support these rights.
HR 6 Operations identified as having significant risk for incidents of child labour and measures to contribute to eliminate child labour.
HR 7 Operations identified as having significant risk for incidents of forced or compulsory labour and measures to contribute to the elimination of forced or compulsory labour.
HR 8 Percentage of security personnel trained in the company’s policies or procedures concerning aspects of human rights relevant to operations.
HR 9 Total number of incidents of violations involving rights of indigenous people and actions taken.
EC 5 Range of ratios of standard entry level wage compared to local minimum wage at significant locations of operation.
LA 4 Percentage of employees covered by collective bargaining agreements.
LA 6 Percentage of total workforce represented in formal joint management–worker health and safety committees that help monitor and advise on occupational health and safety programmes.
LA 7 Rates of injury, occupational diseases, lost days, and absenteeism, and total number of work-related fatalities by region.
LA 8 Education, training, counseling, prevention, and risk-control programmes in place to assist workforce members, their families, or community members regarding serious diseases.
LA 9 Health and safety topics covered in formal agreements with trade unions.
LA 13 Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity.
LA 14 Ratio of basic salary of men to women by employee category.
SO 5 Public policy positions and participation in public policy development and lobbying.
PR 1 Life cycle stages in which health and safety impacts of products and services are assessed for improvement, and percentage of significant products and service categories subject to such procedures.
PR 2 Total number of incidents of non-compliance with regulations and voluntary codes concerning health and safety impacts of products and services during their life cycle, by type of outcomes.
PR 8 Total number of substantiated complaints regarding breaches of customer privacy and losses of customer data.
ALLEGATIONS OF SYSTEMATIC OR EGREGIOUS ABUSES
IF AN ALLEGATION IS FOUND NOT TO BE PRIMA FACIE FRIVOLOUS, THE GLOBAL COMPACT OFFICE WILL FORWARD THE MATTER TO THE PARTICIPATING COMPANY CONCERNED, REQUESTING:
1. written comments, which should be submitted directly to the party raising the matter, wit a copy to the Global Compact Office
2. that the Global Compact Office would be kept informed of any actions taken by the company to address the situation:
The Global Compact Office would be available to provide guidance and assistance in taking actions to remedy the situation.
THE GLOBAL COMPACT OFFICE MAY TAKE ONE OR MORE OF THE FOLLOWING STEPS.
1. Use its own good offices to encourage resolution of the matter,
2. Ask the relevant country network to assist with the resolution of the matter
3. Refer the matter to one or more of the UN entities that are the guardians of the Global Compact principles for advice, assistance or action
4. Share with the parties information about the specific instance procedures of the OECD Guidelines and ILO Conventions
5. Refer the matter to the Global Compact Board
