By the end of this stage you will have achieved the following outcomes from the Pathway Framework:
Human rights standards being met – embedding respect.
An ethical recruitment plan is developed and a Human rights policy is operationalised across business units.
Action is taken to communicate and implement the policy at business.
Actions on human rights risks and impacts has been defined and the implementation started.
Records of employee ages are kept and show absence of any form of child labour (as defined by International Labour Organization).
Tier 1 suppliers have been supported to become aware of ethical recruitment, child labour and fundamental freedoms of their employees.
Safe mechanism is in use for labour feedback and grievance reporting.
Procurement processes and supplier due diligence is strengthened and, where possible, certification of suppliers is supported.
Prioritise fair labour practices that promote dignity and respect are being achieved – hotel level.
Priority areas for action have been endorsed by management.
Water, sanitation and hygiene facilities are provided for all onsite workers.
Employee satisfaction is monitored, results are assessed and respective steps for improvement are made.
An employee grievance mechanism is in place.
Priority targets as per strategy have been achieved in own operations.
Labour rights in Tier 1 supply chain have been benchmarked and priority areas for improvement agreed upon.
Setting up for success
Identify owners across all key organisational teams
Implement a Sustainability Monitoring System (SMS) if not done already
Include senior leadership to make sure there is ownership and buy-in from the top-level
Review and engage stakeholders previously mapped, and identify any additional key external stakeholders in the value chain to engage with on Human Rights, Labour practices and EDI
Find other brands and management companies you can learn from
Establish a feedback mechanism for key stakeholders to comment on sustainability initiatives
Check whether there are any local, regional or national plans that could be aligned to support wider efforts
Understand impact & dependencies
1. Update risk assessment and impacts identified in stage 1, and expand to include Tier 1 suppliers
2. Ensure all policies and information materials are available in the first language of all workers in the business, simple to understand and accessible to people with sight or reading difficulties
3. Work with the HR and legal team to review the contracting process and supply chain contracts in line with human and labour rights due diligence standards and obligations
4. Review global/central procurement (goods and services) agreements to ensure fair human rights and labour practices are incorporated into policies and there is a commitment to fair labour practices within supply chain
5. Review internal processes
6. Based on review and risk assessment, identify potential impacts
7. Review and strengthen company targets, targets for managed hotels, and suggested targets for franchised hotels, to strengthen positive outcomes and reduce risk to Human and Labour Rights. This should include targets to support Tier 1 suppliers
8. Communicate the KPIs, targets and goals clearly to employees, hotels, and suppliers
9. Review available guidance to identify additional relevant actions which support progress. You should include actions which focus on priority areas with Tier 1 suppliers
13. Implement actions and regularly monitor for progress
14. Update brand standards (and standard operating procedures, if set at corporate level) to better support human rights and labour rights
15. Raise employee awareness of commitments, and their role in achieving them
16. Engage with customers and enable them to make more sustainable choices
Reviewing & Reporting Progress
Monitor & Report
Conduct an external audit on key environmental and social data
Review progress by comparing against previous performance and industry benchmarks where available (such as CHSB). Repeat on a regular basis (e.g. monthly/quarterly)
Review benefits seen through actions
Review challenges encountered along the way and plan solutions to implement
Update leadership on progress
Create a revolving fund to reinvest savings from efficiency measures into new sustainability initiatives, if not done already
Inform corporate customers and investors of performance and activities by including information in communications and meetings
Publicly report progress against company targets on an annual basis
Share your case studies with us!
As hospitality companies progress towards Net Positive Hospitality, the Sustainable Hospitality Alliance is keen to share good news and best practice from across the industry. Our Net Positive case studies are shared across our website and LinkedIn, acting as a positive space to celebrate these actions, achievements, and commitments.
We invite hotels to get involved by sending case studies to email@example.com and / or tagging @Net Positive Hospitality and @Sustainable Hospitality Alliance within LinkedIn posts relating to environmental sustainability or social responsibility.
The Net Positive Hospitality Simulation brings the Pathway to life, helping users understand the impacts of their decisions, test sustainability actions and create a tailored sustainability action plan.
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