Human Rights

social dimension

Human Rights

EDP considers human rights to be fundamental and universal principles.

In line with its Code of Ethics and the 10 Global Compact guidelines signed in 2004, EDP considers human rights to be universally fundamental principles, a standard by which it seeks to consolidate its practices. EDP also operates within the framework of the UN’s Guiding Principles on Business and Human rights - the Ruggie Framework - through a Human and Labor Rights Monitoring Program.

EDP respects and demands, within all relationships resulting from its business and corporate citizenship activities, the utmost respect for all principles concerning the protection of human life, health and safety; social and environmental responsibility; freedom of association and the prohibition of child and forced labor; as well as all ethical principles in order to prevent unjustified discrimination and differential treatment on the basis of ethnic or social origins, gender, sexual orientation, age, religion, marital status, disability, political orientation, opinion, nationality, or trade union membership.

FAQs

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EDP and the respect for Human Rights
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EDP’s policy is inextricably linked to the respect we have for the Human Rights of our employees, partners and other stakeholders. EDP has joined the Global Compact Initiative in 2004 and annually reports its practices and progress under this UN initiative.

EDP’s Code of Ethics and Sustainable Development Guidelines set strict and clear management goals to improve ethical awareness and standards: they foster a culture which is consistent with our values and minimize the risk of bad practices, solidifying a culture that generates transparency, trusting relationships, and responsibility for the consequences of individual actions and decisions.

EDP closely follows Human and Labor Rights issues through the BoD and the GSC’s Corporate Governance Committee; our pledge is to comply with and enforce legal and contractual rights, to eradicate prejudice, hurdles and unjustifiable discrimination, to prevent and protect from any possible abuses, and to ensure adequate compensation in event of infringement.

UN and EU concerns about Human Rights and the 'Ruggie Framework' as an effective mechanism for their enforcement
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Corporate and governmental respect for Human Rights is a cause of growing concern for the UN and the EU, in particular due to the increasing globalization of business.

The United Nations Human Rights Council unanimously approved the ‘Guiding Principles on Business and Human Rights’. prepared by Prof. John Ruggie. These guidelines are based on three mainstays: Protect - Respect - Repair, and the European Union Council gave its full support to the principles contained the ‘Ruggie Framework’. Companies are therefore required to produce evidence of the implementation of the UN Guiding Principles/Ruggie Framework, which EDP implements through its Human and Labor Rights Monitoring Program.

EDP and the implementation of the 'Ruggie Framework' Monitoring Program
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The EDP Board of Directors has already approved and published, through its communication channels, a number of internal policies and standards which allow for the efficient implementation of the Ruggie Framework’s Guiding Principles on Business and Human Rights.

The ongoing Monitoring Program enables EDP to systematize internal procedures and improve risk evaluation and management methods pertaining to any possible Human Rights violations, in particular within the context of new and existing facilities, relations with suppliers, developing international businesses, procurement and mergers.

Under this Monitoring practice, duly disclosed to stakeholders, the EDP Group requires its suppliers - who subscribe to a formal commitment statement - to comply with the Global Compact initiative, the Universal Declaration of Human Rights and the ILO Conventions. In the context of the ‘Ruggie’ methodology, EDP continuously monitors its supply chain and undertakes to enforce human rights in the event of any risks or actual instances of violation of such rights.

The Monitoring Program comprises three aspects: Design (standards, policies and procedures, corporate governance, risk assessment); Implementation (training and communication, reporting, case management and investigation); Assessment (measuring our performance against the Code of Ethics/Code of Conduct, guiding principles, standards, policies and procedures) and preparing steady improvement plans.

One of the main activities consists of a self-diagnosis on the impact assessment of Human and Labor Rights from the perspective of the prevention, mitigation and compensation for any possible damage, including interventions in our supply chain. It’s a regular procedure in all Business Units and new Projects or Ventures.

All relevant rules and procedures of the Monitoring Program are systematized in the following documents:

  • Summary of Pledges published by the EDP Group regarding Human Rights enforcement;
  • List of UN Guiding Principles for Companies;
  • Monitoring Guide;
  • Self-diagnosis form.

The scope and frequency of the self-diagnosis process are defined in conjunction with the Business Units and, following consolidation for the EDP Group as a whole, an annual report is submitted to the Sustainability Committee and publicly disclosed. The Monitoring Program is supervised under the Compliance function.

The Human Rights Monitoring Program (PMDH/EDP) is a formal process. The most relevant documentation in publicly available here, reflecting the Group’s communication and transparency policies towards stakeholders and credit rating agencies, including the indexes that more closely assess and rate EDP’s performance. The Program is supervised under the Compliance function. The PMDH/EDP (2015 and 2016 editions) were based on the following documents: