The paper "Assessment of Environmental or Social Sustainability from a Supply Chain Perspective" is a great example of a Management Case Study. The ANZ was established in Sydney over 175 years ago but the headquarters were shifted to the current location, Melbourne, Australia. The institution seeks to offer affordable financial services to citizens spread over 30 countries in the Asia-pacific region, America, and Europe. The services also include wealth management, institutional, corporate, and commercial banking. It has an estimated over 40,000 stakeholders, 8 million customers, 50,000 employees, and 15,000 suppliers. Other than offering financial services, the bank is committed to social and environmental responsibility (Koulias, n.d. , p.
2). This paper will explore the social considerations based on the GRI criteria. The GRI criteria provide a generally accepted framework for assessing the environmental, economic, and social considerations in an institution regardless of size (Seuring & Muller, 2008, p. 2). Social considerations under the GRI criteria are categorized under labor practices and decent work, human rights, society, and product responsibility (Sustainability reporting guideline). This paper will, however, explore social considerations under human rights. Disclosure on management approach The Social Policy and the Organisation for Economic Cooperation and Development Guidelines for Multinational Enterprises and the International Labor Organisation concerning Tripartite Declaration Concerning Multinational Enterprises and Social Policy provide the basic guidelines for this category (Sustainability Reporting Guidelines, p.
33). The management should disclose exclusively the management approaches they undertake in line with the human right procedures as outlined: Investment and procurement practices ANZ has a sourcing policy that lays out the expectations of all people involved in the procurement sector binding them to safe and responsible dealings. It also has sustainability guidelines in specific sectors such as legal services, IT, advertising, and corporate wardrobe.
The guidelines reflect the institution’ s corporate responsibility framework and code of conduct and ethics. In addition, the institution ensures that it only deals with suppliers who uphold high governance and internal systems (Our approach to sustainable sourcing, 2013). Remuneration ANZ requires all its suppliers to compensate their employees as per the country of operation’ s wage laws such as minimum wage requirements, overtime pay, bonus pay, and other legal benefits. Secondly, the suppliers are to communicate clearly to the employees the terms of payment before the commencement of duty.
Thirdly, the working hours should be compliant with the legal minimum in the respective country and provision of at least one day off per week. Lastly, any wage deductions due to disciplinary failure should also be compliant with the local law (Supplier code of practice, 2011, p. 5). Forced Labour ANZ requires that no suppliers should be involved in or support forced labor throughout the supply chain (Supplier code of practice, 2011, p. 5). Child Labour The company does not tolerate the employment of children and does not involve itself with organizations that support child labor.
It also requires that organizations relating to it should state clearly their position on the subject matter in their company policy. In addition, all supply chain stakeholders should comply with the international and domestic laws governing the same (Supplier code of practice, 2011, p. 5). The United Nations Convention on the Rights of the Child specifically bars children from either formal or informal employment (Bessell, 2011, p. 564).
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