Table of Contents

International Documents on Corporate Responsibility

International Documents on Corporate Responsibility

Edited by Stephen Tully

International Documents on Corporate Responsibility includes the principal international, regional and national instruments drafted by intergovernmental organisations or states as well as codes of conduct formulated by industry associations, trade unions and non-governmental organisations. The coverage includes the fields of human rights, international criminal and environmental law, labour standards, international trade, armed conflict, sustainable development, corruption, consumer protection and corporate governance. Each document is accompanied by a brief explanatory commentary outlining the historical origins of the instrument, the principal actors involved, controversial negotiation issues, applicable implementation procedure, and identifies further reference material.

Chapter 42: Irish National Caucus: the MacBride Principles for Northern Ireland, 1986

Edited by Stephen Tully

Subjects: law - academic, company and insolvency law, corporate law and governance


Commentary: The MacBride Principles were first proposed in 1984 by Dr Sean MacBride, founder of Amnesty International. They are a set of nine equal opportunity guidelines for commercial operations within Northern Ireland. Some 65 companies agreed to ‘make all possible lawful efforts to implement and/or increase activity on each of the nine MacBride Principles’. See further, For academic commentary, see McCrudden C. (1999), ‘Human rights codes for TNCs: what can the Sullivan and McBride Principles tell us?’, Oxford Journal of Legal Studies, 19, 167–202. 1. 2. 3. 4. 5. 6. 7. 8. 9. Increasing the representation of individuals from underrepresented religious groups in the workforce including managerial, supervisory, administrative, clerical and technical jobs. Adequate security for the protection of minority employees both at the workplace and while travelling to and from work. The banning of provocative religious or political emblems from the workplace. All job openings should be publicly advertised and special recruitment efforts should be made to attract applicants from underrepresented religious groups. Layoff, recall, and termination procedures should not in practice, favour particular religious groupings. The abolition of job reservations, apprenticeship restrictions, and differential employment criteria, which discriminate on the basis of religion or ethnic origin. The development of training programs that will prepare substantial numbers of current minority employees for skilled jobs, including the expansion of existing programs and the creation of new programs to train, upgrade, and improve the skills of minority employees. The establishment of procedures to assess, identify and actively recruit...

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