SOCIAL
ACCOUNTABILITY 8000
|
Why
a workplace Standard?
|
| a)
Needed to standardize codes of conduct; inconsistencies
resulted from lack of grounding in international human
rights norms. |
| |
| b)
Competing codes of conduct created supplier confusion. |
| |
|
c) Needed a standardize verification system to ensure
ongoing compliance (i.e. companies) taken a task for having
a code, but not upholding it) |
| |
| d)
Without certification as a goal, corrective actions were
often delayed or not taken. |
| |
|
|
| |
SA
8000 Mission
|
| a)
Improve working conditions globally; promote respect for
worker’s rights. |
| |
| b)
Provide universal standard in all business and country
sectors. |
| |
|
c) Work in partnership with human rights and labor
organizations worldwide. |
| |
| d)
Provide an incentive which benefits the business and
consumer community though a “win/win” approach. |
|
|
|
|
SA 8000 KEY REQUIREMENTS
|
| a)
Be senior management led. |
| |
| b)
Be focused on continuous improvement. |
| |
|
c) Be focused on prevention rather than reaction. |
| |
| d)
Be supportive of workers’ rights and workers participation. |
|
| e)
Be compliant with local laws/codes. |
|
| f)
Be proactive in promoting ethical sourcing. |
|
| g)
Be systematic in addressing problems-CARs Process. |
