Indicator 3.1.3

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Indicator 3.1.3

by Contact on 8 October 2026

Requirement

The UoC shall facilitate the establishment of employee representation to support the implementation and maintenance of the human rights policy.

How Do I Interpret This Requirement?

  • Employee representation:

    • can vary with the size and context of the UoC. It can be a committee or nominated representatives

    • ensures that the voices and perspectives of employees are heard and considered in matters related to human rights.

  • A committee structure preferably:

    • represents the composition of employees, enhancing inclusivity

    • holds elections for the employee committee, allowing all employees to nominate and vote for members.

    • Meets on a regular basis and occasionally on a more ad-hoc basis, where need arises.

  • A committee’s role includes:

    • assisting in the development of strategies, initiatives, and activities that promote human rights within the organisation

    • helping to monitor the UoC’s human rights performance

    • identifying areas where the policy might not be effectively implemented or where issues arise

    • engaging in dialogue with management to address concerns, propose improvements, and ensure that the policy remains relevant and effective

    • raising awareness among their colleagues about the UoC’s human rights policy, principles, and procedures.

  • The UoC should ensure that any employee representative or committee:

    • has knowledge about the human rights policy

    • understands what their role involves. This can include ensuring that they have access to training.

Evidence of Implementation

  • list of members of the employee committee or employee representation

  • records of meetings and actions

  • records of election procedures.

Auditors Should Confirm

  • employees are aware of who represents them and how to contact them;

  • the employee representation understands their role and the human rights policy.