Access to an effective grievance mechanism for employees in global supply chains is an essential part of corporate due diligence, in order to uncover human rights risks and potential rights violations. In practice this often poses a challenge, as employees with varying circumstances - e.g. language skills, access to technology, cultural differences – should all have equal access to an effective grievance mechanism.
Lidl recognises ‘effective grievance mechanisms’ as defined by the UN Guiding Principles on Business and Human Rights (UNGPs), meaning that they are legitimate, accessible, predictable, equitable, transparent, rights-compatible, a source of continuous learning and based on engagement and dialogue. Grievance mechanisms form part of our Supplier Code of Conduct and we firmly believe that when these are implemented effectively, human rights violations can be better identified and thereby remediated in a meaningful way.
Lidl has therefore set itself the goal of piloting grievance mechanisms in various supply chains, in order to identify scalable and effective approaches. As a first step, we have started to pilot grievance mechanisms in three high risk supply chains: