- Businesses ought to familiarize key staff with international standards on religious freedom and non-discrimination, such as those found in the Universal Declaration of Human Rights, the International Covenant on Political and Civil Rights, and the International Labor Organization.
- When framing company policies regarding the promotion of human rights, companies ought to recognize the importance of religious freedom as part of an overall commitment to promoting human rights.
- Companies ought to become familiar with the correlations between religious freedom and economic and business prosperity, as highlighted by the Religious Freedom and Business Foundation.
- Company leaders should educate themselves and their employees about the religious freedom situation in any country in which they operate or plan to operate, regularly review it, and consider what they can do to improve the situation.
- Companies should publicly condemn any religious freedom violations, especially when they affect staff. Leaders ought to respect the religious freedom of employees and those with whom they do business. They should train managers and staff on how to apply human rights and religious freedom policies and practices. They should allow religious observance in the workplace.
- Companies should require contractors and partners to observe international human rights and religious freedom standards.
- Companies ought to maintain a dialogue with relevant local and national authorities and with international human rights and religious freedom NGOs.
- Companies ought to review regularly whether company policies and operations comply with best practices and principles such as those enshrined in the UN Guiding Principles on Business and Human Rights and the UN Global Compact.
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