Criterion: Discrimination and Harassment
Policy prohibiting all forms of discrimination and harassment in alignment with ILO C111, action plans with standardized disciplinary procedures, investigation of all cases, and training for workers.
Full Description
SHR12 Discrimination and Harassment
Standard Section: 9.12 Category: Social Human Rights Scheme: Responsible Minerals Assurance Process (RMAP) Standard Version: 2.0 for Piloting (effective April 30, 2025)
Overview
Policy prohibiting all forms of discrimination and harassment in alignment with ILO C111, action plans with standardized disciplinary procedures, investigation of all cases, and training for workers.
Requirements
The Facility shall:
- 9.12.1 Establish a documented policy that includes a commitment to prohibit any form of discrimination and harassment in the workplace in alignment with ILO Convention C111.
- 9.12.2 Implement action plans to prevent and mitigate risks of discrimination and harassment, including establishment of fair, standardized disciplinary actions.
- 9.12.3 Ensure disciplinary actions do not include deductions to wages; compulsory labor as punishment; alteration of schedules or denial of vacation as means of punishment; or any type of physical, mental or sexual abuse.
- 9.12.4 Accommodate reasonable requirements to exercise religious practices during working hours.
- 9.12.5 Respect the right of pregnant women to maintain their employment and return to their position upon the completion of their maternity leave.
- 9.12.6 Investigate and resolve all cases of discrimination and harassment.
- 9.12.7 Maintain records of worker reports of discrimination, disciplinary actions, associated investigations, and corrective actions.
- 9.12.8 Provide training to workers on discrimination and harassment in the workplace.
Source: RMI Facility Standard for Social, Environmental, OHS and Governance Risks, Version 2.0 for Piloting (April 2025), Section 9.12
Profiles using this criterion
Responsible Minerals Assurance Process
Conformity Alignment
Meets
Pass: Yes
Definition: "Facility has a documented policy prohibiting all forms of discrimination and harassment (aligned with ILO C111), implements action plans with standardized and fair disciplinary procedures, ensures disciplinary actions do not include wage deductions, compulsory labor, or abuse, accommodates reasonable religious practices, respects pregnant women's right to employment continuity and return from maternity leave, investigates and resolves all discrimination and harassment cases, maintains records of incidents and corrective actions, and provides worker training on discrimination and harassment."
Partially Meets
Pass: No
Definition: "Anti-discrimination and harassment policy exists but is partially implemented: e.g., policy is in place but no training has been provided to workers, investigation procedures exist but cases are not systematically resolved, or records of harassment incidents and disciplinary actions are not maintained."
Remediation: 180 days
Does Not Meet
Pass: No
Definition: "No documented policy prohibiting discrimination and harassment, no investigation process for complaints, disciplinary procedures include prohibited practices (wage deductions, physical punishment), or pregnant workers are systematically disadvantaged."
Remediation: 90 days
Priority
Pass: No
Definition: "A Priority finding is raised for any corporal, sexual, psychological, or verbal abuse and harassment of workers, which constitutes a severe violation of human rights requiring immediate remediation."
Remediation: 30 days
Not Applicable
Pass: Yes
Definition: "This criterion is not applicable to any facility - all facilities with workers must prohibit discrimination and harassment."
Not Able To Assess
Pass: No
Definition: "The assessor was unable to access harassment complaint records, investigation documentation, or interview workers in a confidential setting to verify the facility's discrimination and harassment practices."
Change Log
1.0.0 (2026-06-24)
Initial release.