Corporate Policies and Procedures
Turn human rights commitments into clear responsibilities and day-to-day practice.
A strong human rights policy is more than a statement of values — it’s a governance document that sets expectations for how a business operates. NomoGaia supports companies to draft policies that clearly commit to respecting internationally recognised human rights and to carrying out human rights due diligence (HRDD). We also help translate policy commitments into practical procedures: who is accountable, how risks are identified and assessed, how decisions are made, and how harms are remedied. Clear, public-facing commitments paired with workable internal processes are what make “respect” real in practice.
What effective policies and procedures include
Effective policies explicitly commit the company to respect human rights across operations, value chains and business relationships. They define what “respect” means in practice, set the scope (workers, communities, customers, suppliers), and align expectations across subsidiaries and contractors. A strong policy also clarifies how the commitment applies in higher-risk contexts and what the company expects of suppliers and partners.
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Policies only work when responsibilities are assigned and resourced. Procedures should define who owns human rights performance, how issues are escalated, and what board or senior oversight exists. They should also cover staff training, decision-making authority, and how human rights risks are considered in procurement, project approval, investment decisions, and supplier management — so the policy doesn’t sit outside the business.
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Companies need practical steps for identifying, assessing and prioritising human rights risks — and then acting on what they find. Strong procedures describe how the business screens for risk, conducts deeper assessments where needed, integrates findings into operations, and tracks whether actions are working over time. This creates evidence that commitments are being met — not just stated.
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Policies should set expectations for transparency — what the company reports publicly, how often, and at what level of detail. Procedures should also explain how complaints are handled, how harms are remediated, and how lessons from grievances or incidents feed back into prevention. This is where commitments become accountable: people can see progress, gaps, and outcomes.
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