Addressing human rights risks in warehousing and logistics requires HREDD that meaningfully involves warehouse workers and their trade unions in identifying, preventing and mitigating harm, and in delivering remedy.
The ITF Warehousing Principles set a floor for labour standards in warehousing globally. They draw together international and national regulation, the policies of leading warehousing and logistics companies, and guidance from industry experts and academics, across eight areas: fundamental principles and rights at work; safe jobs; secure and decent jobs; harassment and violence; the use of technology; a just transition; freedom of association and collective bargaining; and effective grievance mechanisms.
Companies will inevitably face risks that are not covered by practical steps for their prevention, mitigation or remediation in these principles, including some of the risks in this guidance – isolation and lone working and ergonomic and design-related risks. While the ITF can recommend generic approaches for addressing these risks – lone worker safety policies, ergonomic risk assessments, labour standards in procurement contracts – appropriate advice can be provided by working directly with the ITF.
As HREDD is inherently context-specific, advice on prevention, mitigation and remediation is often insufficient for dealing with specific risks in specific modes of transport. Transport buyers and suppliers seeking to identify and address human rights risks in warehousing should get in touch with the ITF for support throughout the HREDD process, from embedding responsible business conduct into policies and management systems, right through to providing for or cooperating in remediation, when appropriate.
