Human Rights Training Toolkit for the oil and gas industry

1. Human Rights Training Toolkitfor the oil and gas industry Amy Mifflin (Marathon Oil)

2. Agenda • An introduction to IPIECA Human Rights Work • Human Rights Training Toolkit • Human Rights Workshop Series • Human Rights & Ethics Report • Implementation Guide for the Voluntary Principles • Business and Human Rights • UN Special Representative Framework • Break-Out • Human Rights Scenarios & Dilemmas

3. Human Rights Training Toolkit Objectives: To raise awareness of business and human rights A template that can be adapted to reflect company policies and applicable laws and regulations Intended as a starting point or complementary tool, not an in-depth instruction

4. Toolkit: Target Audience • Global audience ranges from: • Security personnel • Corporate Social Responsibility (CSR) managers • Newly‑appointed Directors • Human resources staff • Employees in ‘high‑risk’ countries • Used by companies to complement human rights training sessions • Both internal and external application

5. Toolkit: Contents Four sections: Presentation: key messages for use in a training session Workbook: to be used in conjunction with presentation Trainers Manual: Instruction on how to finalize the Toolkit Suggestions for adaptation – company & region specific Scenarios and dilemmas to help foster discussion Resource Guide: Publications and organisations for further information Available in English, French and Spanish

6. Toolkit: Issues Covered Introduction and Background Definition and History Connection to Business Interested Stakeholders Action to Date Key Risk Areas Security Transparency/Anti-corruption

7. Toolkit: Issues Covered cont. Relationship with Stakeholders Employee Rights Supply Chain Community Issues Indigenous Peoples Land Rights and Resettlement Local Content Relationship with governments Relationship with partners

8. Toolkit: Company Use • Benefits: • It helped to frame a complex subject • Versatile and easy to customize • Scenarios are useful to explore issues and generate discussion • A good starting point for human rights overview • Customized and Adapted: • For use in a particular region or country • To introduce the Voluntary Principles • To amplify existing company human rights polices • To help to develop a new policy • Review specific dilemmas/company experiences • Scenarios used in related training, e.g., Ethics.

9. Human Rights Workshop Series • Objectives • To raise awareness of human rights issues for the oil and gas industry • To publicize the toolkit • Regional human rights workshops series: • London 2006 • Kuala Lumpur 2006 • Calgary 2007 • Buenos Aires 2008 with ARPEL • Future workshops • South Africa 2009 with WPC • Middle East / North Africa 2009 • Good practice note to summarise key findings from workshop series

10. Human Rights & Ethics mini-report • Summarizes the background context for business and human rights • The international response incl. the UN Special Representative on Business Human Rights • Human Rights challenges for the oil & gas industry • Summarizes IPIECA activities on human rights and ethics • Highlights IPIECA member company efforts • Case Studies • Industry-led partnership initiatives

11. Future Plans • Implementation Guidance on the Voluntary Principles • IFC, IBLF, BSR, IPIECA, ICMM, OGP collaboration on stage 1 • Stage 1: Scoping Report (ERM) • Develop a practical non prescriptive tool for security managers • Industry good practice examples • Scenarios & Dilemmas • Stage 2: Drafting guidance • General agreement by VPs Steering Committee to go ahead with guidance • Next step is to work out approach to ownership of IGT, funding, organisation & VP Plenary roles, etc. • Human Rights Toolkit Update • More information on existing issues for in-depth training • Customization ideas for non western audiences • Implications of UN Special Representative Framework

12. UN Special Representative on Business & Human Rights • Professor John Ruggie, appointed in 2005 • A mandate to clarify the role of business in human rights • Report released in April 2008 • Sets out framework for business & human rights: • State duty to protect • Corporate responsibility to respect • Need for access to remedy • Provided some definition on concepts of: • Sphere of influence and, • Complicity in human rights abuse

13. Summary Points:Corporate Responsibility to respect • Companies to consider All Internationally Recognized Rights • Understand how human rights relate to company functions • Management, Human Resources, Supply Chain, Security, Community Engagement • No compensation for harm by performing good deeds elsewhere • Companies should respect human rights independently of state duties & at a minimum be compliant with national laws • Companies should undertake Due Diligence to assess & manage risks • Country context, Impacts of own activities, Relationships with others • Provide a grievance mechanism for stakeholders • Address or avoid negative human rights impacts on an ongoing basis • Companies need to adopt a human rights policy & provide guidance • Performance to be audited & monitored & non-compliance reported

14. Break Out Group: Scenarios & Dilemmas • Format • 30 minutes discussion; 15 minutes feedback • 1 Facilitator; 1 Rapporteur • Scenarios to consider: • Human Rights Assessment • Employment related issues (1&2) • Security Law Issues • Complicity Issues • Questions to consider: • How do you maintain your relationship with the host government while independently respecting internationally recognized human rights? or • How do you balance local context with company policies on human rights? • What processes and controls would you recommend management put in place?

15. QUEST • Query • What is the issue? • Who are the critical stakeholders? • Would I or others be uncomfortable? • When is a decision needed? • Where can I get assistance if needed? • Unlock ideas • brainstorm; ask others for input; ethical dilemmas are rarely an either/or situation so don’t limit yourself to the first choices that come to mind • Explore Options • consider criteria: legal, ethical, company values, policies, cultural issues; weigh risks/rewards (reputation self/company; financial; legal action) • Select a Path that is acceptable and minimizes ethical risks • Take Responsible Action • identify and deal with any new issues that arise; • reapply the model (if necessary); • address potentially ongoing issues; • learn from the quest