Wesfarmers for United Nations Global Compact - myassignmenthelp

Question: Discuss about theWesfarmers for United Nations Global Compact. Answer: Introduction Most business operations are undertaken under stipulated guidelines and rules that aim at protecting the rights of their employees. As much as the business organizations may have the power to control decisions in their companies and organizations, they have to work under set regulations that are universally acceptable in relation to human rights principles as stipulated in the United Nations global compact (UN Human Rights 2011). However not all the businesses have adopted all the recommended business practices that protect the interests of the labour regulations. There have been cases of numerous bad business practices such as child labour that have been reported from big global profit-making enterprises. Wesfarmers, Australias largest employer and one of the largest business entities within the country have employed an ethically-driven strategy in dealing with all the aspects and requirement of a clean business process (Wesfarmers 2016). They have ventured in business practices that are community-centered such as ethical sourcing and emphasis on human rights. They have further a diversified a system in addressing inclusivity in terms of gender equality and consideration of indigenous people in their employment patterns. The ethical sourcing of raw materials means that the organization ensures that at no given time they are supplied with materials that originate from abuse of human rights such as forced labour, child labour or slavery as required in the principles 2 and 5 of the UN global compact (UN Human Rights 2010). However, ethical sourcing of raw materials may be controversial if the company does not make efforts to indeed establish that their supply of raw materials does not originate from disgraceful acts of forced labour or child labour and abuse of human rights. This means that, Wesfarmers principles of adherence to the totality of human rights can only be termed as valid only if they put it in action rather than writings in their promotional booklets. Positive and negative Lessons Diversity in employment and inclusion of all kinds of people without discriminating about who they are is fundamental in addressing the principle 2 of the United Nations Global Compact rules on human rights. In this principle, employers and/ or businesses are strictly required to ensure that their operations do not violate human rights in any way. People of all genders, races and ethnic backgrounds are all entitled to equal employment opportunities at work places. In addition to diversified employment plan; the issue of sourcing of raw materials from external suppliers could be ethically done if the organizations put in strict measures in ensuring there is no violation of human rights in terms of child labour, forced labour or slavery from the original source. However, these practices do not guarantee good results in totality. There are challenges and even, for instance, in the case of diversity in employment structure, there is high likelihood of discrimination of the less privileged groups of employees at work places and this has been manifested in bullying and even violation of human rights. Furthermore, ethical sourcing aimed at preserving human dignity does not guarantee clean sources of raw materials for big companies like Wesfarmers. Tangible actions and frameworks are needed to properly seize all the problems of child labour menace, forced labour and even slavery activities. Innovative business practice recommendations In line to the global principle 5 on abolition of child labour and principle 2 on respecting all the human rights, there are better business practices that can be undertaken by bigger organizations such as the Wesfarmers in advancing the UN global compact (United Nations n.d.). While most organizations are interested in the profits much more than respecting avenues of getting those profits; it is imperative from a social point of view to sustain what sustains you. Therefore, in relation to the above lessons learnt, then the following recommendations are necessary. Firstly, business should create equality business practices within their organizations as a way of improving the diversity in employment process. Equality business practice is a more inclusive in that it encourages the inclusion of people from across the ethnic and racial divides. As much as hierarchical order may exist for the purposes of organizational management, human rights are however universal and what is entitled to a manager in human rights rules still applies to the junior staff member (Workplace Relations Commission n.d.). Secondly, the businesses should apply the accountability business practice which promotes continued address of human rights at all levels (Oxfam Novib 2014). With accountability, firms can address what is within its scope including the rights of the employees and ensuring their rights are not violated. Accountability means that businesses have to conform to the United Nations Global Compact, by ensuring the protection of all the rights of their employees and avoiding violation of these rights. Furthermore, accountability brings about responsibility out of the organizational managements in addressing pertinent issues in regard to the well being of their employees and staff (Bivins n.d.). Benefits and Challenges of the Recommendations The implementation of these recommendations would have a lasting impact in addressing the employee rights and the outlined global human rights principles. These recommendations are an added advantage to what already exists in recommended business practices list. They can easily be used to seal the loopholes left by other business practices in addressing the interests of the employees and adhering to universal rules of operation. However, challenges are inevitable, because, since most firms target is to make maximum profit as possible; getting them to implement such practices is a big challenge. Most organizations do not relish accountability for what does not directly generate profits for them and this is a major blow. References Bivins, Thomas. "Responsibility and Accountability." n.d.: 20-38. Oxfam Novib. "Corporate Accountabilty." Oxfam Novib Strategy Paper on Corporate Accountabilty, 2014. UN Human Rights. "Guiding Principles on Business and Human Rights." Implementing the United Nations Protect, Respect and Remedy Framework, 2011. UN Human Rights. "Recommended Pricniples and Guidelines on Human Rights and Human Trafficking." Office of the High Commiisioner For Human Rights, 2010. United Nations. "Human Rights: A basic Handbook for UN Staff." Office of the High of the High Commissioner for Human Rights, n.d. Wesfarmers. "2016 Annual Repport: Delivering Value Today and Tomorrow." Wesfarmers, 2016. Workplace Relations Commission. "Guide to Employment, Labour and Equality Law." Workplace Relations Commission, n.d.