SONDERS WAS THE FIRST TRAVEL COMPANY IN ITALY TO JOIN UN FREE & EQUAL STANDARDS OF CONDUCT
We are so honored and proud, as Sonders and Beach Group, to support the UN’s standards of conduct for business protecting equality for LGBTI people in the society and in the workplace.
We want to fighting against any kind of discrimination and inequality. For those reason we are committed to eliminate all types of discrimination in the workplace, respect the employee’s human rights and support the LGBTI Community in the workplace.
Alessio Virgili – CEO Sonders&Beach
” There is growing awareness that the private sector, and the Tourism industry, can play a key role in bringing much needed social change when it comes to the Human Rights of LGBTI people globally” Fabrice Houdart noted. “Having companies such Sonders and Beach express support for the Standards sends a powerful signal to all stakeholders that the time has come for the private sector to play its part”.
25 April, 2018
Fabrice Houdart – Human Right Office @Office of the High Commissioner for Human Rights / United Nations
At All Times
1 RESPECT HUMAN RIGHTS
In line with the UN Guiding Principles on Business and Human Rights and in consultation with workers and their representatives and with LGBTI organizations, as well as other relevant stakeholders, companies should put in place policies and processes appropriate to their size and circumstances to ensure that they are respecting human rights, including the rights of LGBTI people:
Where such efforts do not meet relevant standards, they should consider and assess the impact of terminating business relationships with such business partners or suppliers, unless doing so might itself lead to adverse human rights impact.
In the Workplace
2 ELIMINATE DISCRIMINATION
Companies should not discriminate among individuals or groups as potential or current employees based on sexual orientation, gender identity, gender expression, or sex characteristics:
* Some concrete steps companies may consider include: analyzing travel exposures, developing commuting policies, and educating employees on safety risks. In exceptional cases, companies may consider arranging for escorts to accompany targeted LGBTI employees.
3 PROVIDE SUPPORT
In addition to policies to eliminate discrimination and other human rights violations, companies should take proactive positive measures to create a positive, affirmative environment within their organization so that LGBTI employees can work with dignity. Companies should support efforts by LGBTI employees to create their own informal staff groups and extend the same opportunities to them for extracurricular activities as they would to any other group. Pro-LGBTI policies are critical but for them to be effective, in order to attract or retain LGBTI staff, companies should have a proactive approach with high visibility.
In the Marketplace
4 PREVENT OTHER HUMAN RIGHTS VIOLATIONS
Companies should identify, prevent, and mitigate other risks to the human rights of LGBTI people that may be specific to their industry, local context, or set of partners and stakeholders. In that area too, companies should provide employees and other stakeholders with the ability to safely register complaints, with both an identified complainant and those delivered anonymously. Violence, torture and ill treatment against LGBTI people have been documented inter alia in schools, clinics and hospitals, in detention, and in the context of law enforcement or security operations, while incitement to hatred and violence has been documented in the media sector.
All companies, and particularly those within the aforementioned sectors or those who interact with partners and stakeholders in these sectors, should assess whether through their operations or business relations they are causing or contributing to violence, bullying, intimidation, ill-treatment, incitement to violence or other abuses against LGBTI people, and take concrete measures to prevent and mitigate such risks. The company should use its leverage to stop abuses in instances where its business partner is engaged in abuse that the company has not caused or contributed to, but which is nevertheless linked to its operations, products, or services through a business relationship. However, the appropriate action will depend on a range of factors including: the degree of leverage over the entity concerned; how crucial the relationship is to the enterprise, the severity of the abuse, and whether terminating the relationship with the entity itself would have adverse human rights consequences.
Employees should also be held accountable if their conduct abuses others’ human rights. Companies should not withhold products or services from individuals or groups based on sexual orientation, gender identity and sex characteristics. Companies should use their leverage to influence the behaviour of suppliers and partners, whose practices may, intentionally or not, discriminate against or otherwise violate the rights of LGBTI people.
In some cases, it may be appropriate for companies to take public advocacy positions.
As an important corollary, companies should actively support partners and suppliers who extend opportunities, products and services on a non-discriminatory basis to LGBTI people and those who recruit them, including in jurisdictions where the rights of LGBTI people are not respected.
In the Community
5 ACT IN PUBLIC SPHERE
Companies cannot alone transform societies in which they operate. Even so, it is important for
companies to take positive, affirmative steps to respect and, where there are opportunities to do so, promote human rights, using their influence to champion rights through words and deeds.
Companies should communicate their policies effectively in appropriate contexts, in consultation with local stakeholders. Companies should also exchange their experiences in this area in relevant forums such as the annual Forum on Business and Human Rights, guided by the UN Working Group on Business and Human Rights, with the support of the UN Human Rights Office.
Companies should, together with other companies, consult with local organizations working to promote the rights of LGBTI persons as to appropriate steps that they could collectively take to challenge discriminatory laws and practices. They should sponsor and partner with local LGBTI groups, including youth centres, community centres, advocacy groups and charities.
Companies should take every available legal step to question, challenge, delay, and resist implementing government orders that might lead to human rights violations, including human rights violations against LGBTI people.
Companies and their organizations should engage in negotiation, consultation, and information exchange with trade unions at the sectoral, regional and national levels on issues of common interest relating to rights of LGBTI workers.
STANDARDS OF CONDUCT FOR BUSINESS: EXPLANATORY NOTE