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AI is driving change within the extractives sector, potentially leading to major human rights impacts throughout company operations, from geologic risk analysis to workplace management.

This report identifies human rights issues associated with increased use of AI in extractives companies and provides recommendations on addressing these impacts.

Energy and Extractives, Human Rights

Financial institutions are increasingly using AI technologies, from reducing operational costs to delivering customer service. Yet this evolution may bring human rights risks—as well as opportunities—that companies can’t ignore.

This report identifies human rights issues associated with the growing importance of AI technology to financial services and provides recommendations to companies on addressing these impacts.

Financial Services, Human Rights

Understanding the foundational and key attributes of establishing and managing a responsible supply chain.

Supply Chain, Technology

June 2023: The exclusive quarterly member insights provides BSR members perspectives from our global team on sustainability issues and opportunities to help our member companies see a changing world more clearly.

Following the murder of George Floyd in 2020, the global COVID-19 pandemic, increased scrutiny of corporations and organizations' internal DEI practices, and civil and financial unrest around the globe, there has been a substantial increase in organizations seeking out guidance on how to build a strong culture of inclusion and belonging.

Equity, Inclusion, and Justice

Unconscious biases, though a normal cognitive process, play a significant role in shaping our decisions and actions without our conscious awareness. These biases are cognitive shortcuts that our brains use to condense vast amounts of information and make quick judgments. However, they can be rewritten through deliberate effort and awareness. It is essential for business leaders to recognize and mitigate these biases as they can have both negative and positive impacts on workplace dynamics and decision-making.

Equity, Inclusion, and Justice

Microaggressions are subtle, often unintentional, verbal or nonverbal slights or behaviors that can have a significant impact on individuals from marginalized or underrepresented groups. Identifying and addressing microaggressions can be challenging, as they can be subtle and rooted in deeply ingrained social dynamics. As business leaders, it is crucial to understand and address microaggressions within the workplace to foster an inclusive and respectful environment that maximizes the potential of all employees.

Equity, Inclusion, and Justice

The language of diversity, equity, inclusion, and accessibility (DEIA) is constantly evolving as society and the business community gain greater understanding of the imperative and overall impact of this topic. Commitment to DEIA work continues to be based on culture, time, region, and deepened understanding of the systemic inequities within internal and external ecosystems. While this is not an exhaustive guide to the language of DEIA, it provides a starting point for understanding the most commonly used terms and concepts.

Equity, Inclusion, and Justice

In today's dynamic business landscape, it is crucial for organizations to recognize and embrace the concept of intersectionality. Intersectionality acknowledges that individuals may experience discrimination or disadvantages based on a combination of multiple aspects of their identity, such as race, gender, sexual orientation, or disability, at the same time. This multifaceted understanding of identity is essential for creating truly inclusive policies and practices that address the unique challenges faced by diverse employees. Understanding how different aspects of identity intersect and influence experiences can be complex, especially when developing inclusive policies and practices.

Equity, Inclusion, and Justice

Adopting inclusive language and fostering respectful communication has emerged as a critical imperative for organizations committed to diversity, equity, inclusion, and accessibility (DEIA). However, navigating the complexities of inclusive language can sometimes be a source of confusion and concern for business leaders. They may grapple with the challenge of avoiding inadvertently exclusionary or offensive language while staying abreast of evolving terminologies associated with gender identity, disability, and other facets of diversity.

Equity, Inclusion, and Justice

Employee Resource Groups (ERGs), also known as Employee Resource Networks or affinity groups, are typically voluntary, employee-led diversity and inclusion initiatives that are supported by an employing organization. ERGs are “organized on the basis of common identities, interests, or backgrounds with the goal of supporting employees by providing opportunities to network and create a more inclusive workplace.” Essentially, an ERG is a collective of employees who share a common identity factor, background, or interest. While many organizations organize their ERGs around traditional demographic factors, such as race, gender identity, or ability, some other growing factors are caregiver status, environmental sustainability interest, career level, and military status. According to current data, 90 percent of all Fortune 500 companies currently utilize ERGs in some form.

Equity, Inclusion, and Justice

A diversity statement is a concise and intentional description of a company or organization's values, beliefs, and commitments to how they define diversity. It begins with a clear vision of the value of diversity within the organization that includes the “why” diversity matters to the organization, the “who” this statement covers, and the “what” it brings to the organization's policies and practices. It is important that the organization’s commitment to diversity is the anchor point for the statement, regardless of how formal or informal the language used may be.

Equity, Inclusion, and Justice