1 August 2009
Prof. John Ruggie, the Special Representative of the UN SecretaryâGeneral for Business and Human Rights (SRSG) has noted that companies must implement effective grievance mechanisms or processes that are rights compatible in order to meet their responsibility to respect human rights.2 This gives rise to some practical questions: Will the corporate culture accept or reject the process? Where does it fit in the context of their use of other nonjudicial dispute resolution processes? What can be learned from those processes? Can those lessons be applied to grievance processes for disputes with external stakeholders?
