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How to handle grievances

Even where institutions operate optimally, disputes can arise regarding the impact of an organization’s activities and decisions can have on human rights. Effective mechanisms to address grievances plays an important role in sustainability efforts. Woolly Bear is working actively to establish such mechanisms and ensure that they are available, partly for their own use and for the stakeholders.

Woolly Bears values based on human equality and diversity enriches. Therefore, discrimination in the workplace, something Woolly Bear work hard and proactively. This is to ensure that our business partners or the operations do not discriminate against employees, partners, customers, stakeholders, members or anyone else that it is in contact with or influence. This involves both direct and indirect discrimination and to raise awareness among members of vulnerable groups of their rights.

Discrimination includes any distinction, exclusion or preference as to nullify equal treatment or opportunity, and where consideration is based on prejudice rather than a legitimate reason. Illegitimate grounds include, but are not limited to: race, color, sex, age, language, property, nationality or national origin, religion, social origin, caste, economic grounds, disability, belonging to indigenous, trade union membership, political affiliation, opinion political or other opinion, marital or family status, personal relationships and health status such as HIV / AIDS status. The prohibition of discrimination is one of the most fundamental principles of international law relating to human rights.

Furthermore, there is a demonstrated positive link between gender equality and economic and social development, which is why gender equality is one of the Millennium Development Goals. To promote gender equality and to advocate gender equality is an important part of Woolly Bears social responsibility which will also be seen as a clear win for the company. Woolly Bear is therefore following up its decisions and activities to eliminate gender inequalities and promote equality.

Objectives to be considered is the following:

  • to achieve a mix of men and women in the organization’s governance structure and management, with the aim of progressively achieving gender equality and eliminate gender barriers.
  • equal treatment of men and women in recruitment, assignment of duties, training, opportunities for advancement, compensation and termination
  • equal pay for men and women for equal work
  • to pay attention to possible gender differences concerning health and safety at work throughout the value chain
    that women and men are considered equal
    – Legitimate This includes clear, transparent and sufficiently independent governance structures to ensure that no player in a certain process for handling grievances can interfere with a fair handling of this process,

– Available existence of them should be published and appropriate support is given to disadvantaged parties who may have difficulty getting access to them, such as language, illiteracy, lack of awareness or financial resources, distance, disability or fear of reprisals,
– Predictable There should be clear and known procedures, a clear time frame for each stage and clarity about the different types of processes offered and the results they can and can not offer, as well as methods for monitoring the performance implemented,
– Disadvantaged equal partners should have access to information, advice and expertise necessary to participate in a fair process for handling grievances,
– Comparable outcomes and redress mechanisms should be consistent with internationally recognized standards with the human rights,
– Clear and transparent Although confidentiality might sometimes be appropriate, the process and the outcome to be sufficiently open to public inspection, and due account should be taken of the public interest,
– Based on dialogue and mediation The process should look for mutually agreed solutions to grievances through engagement parties. If testing is desired, parties should retain the right to ask this through separate, independent mechanisms.