G4-HR3


Total number of incidents of discrimination and corrective actions taken

  • Report the total number of incidents of discrimination during the reporting period.

  • Report the status of the incidents and the actions taken with reference to the following:

    • Incident reviewed by the organization
    • Remediation plans being implemented
    • Remediation plans have been implemented and results reviewed through routine internal management review processes
    • Incident no longer subject to action


​Human rights extend beyond the rights of employees in the workplace. Anti-discrimination policy is a key requirement of international conventions and social legislation and guidelines.

The issue of discrimination is also addressed by ILO Conventions 100 'Equal Remuneration Convention' (27) and 111 ‘Discrimination (Employment and Occupation) Convention’ (31). An effective monitoring system is necessary to ensure compliance throughout the organization’s operations. Stakeholders seek assurance that such policies and monitoring are effective.

​Identify incidents of discrimination on grounds of race, color, sex, religion, political opinion, national extraction, or social origin as defined by the ILO, or other relevant forms of discrimination involving internal and external stakeholders across operations in the reporting period.

Identify the status of each incident, including whether or not an organizational review of the original incident has been undertaken, a remediation plan implemented and results reviewed through routine internal management review processes, and whether or not the incident is no longer subject to action (that is, resolved, case completed, or no further action required by the organization).

​Potential sources of information include the organization’s legal and compliance departments.

None.