Start with one relationship or practice
A supplier, contractor, recruitment arrangement or overseas site. Agree the affected relationships, period, access and priority questions.
For Chinese companies operating overseas
Supplier and labour chain human rights due diligence
Supplier and Labour Chain HRDD Capability Building
Build responsible practices into everyday business decisions.
We help Chinese companies strengthen human rights due diligence (HRDD) in the way they select and manage suppliers, contractors and recruitment partners. Connect purchasing, people and project decisions with worker protection and practical follow-through.
Scope at a glance
Use this summary to discuss a suitable starting point; the final scope and deliverables are agreed for each engagement.
Outputs for the people doing the work
Procurement can use an action list and decision checkpoints; HR and site teams can use responsibilities and follow-up records; management can review unresolved matters and resource needs.
Connect governance and worker protection
Consider the decisions that influence recruitment and working conditions. A policy or supplier record alone does not establish what workers experience.
Agree the work and its limits
Specify scope, languages, deliverables, participation, confidentiality, fees and timing. Legal advice, independent verification and specific case representation require separate arrangements.
Who does what
The project team and professional interfaces are agreed before work starts. An existing adviser does not need to be replaced.
Your organisation
Confirms the scope and permitted information, makes business decisions, allocates resources and carries out agreed action.
ESG Cooperation Hub
Provides the agreed governance, research, coordination and capability support. The scope document identifies responsible roles, deliverables and review points.
Independent professional roles
Legal advice, independent verification and worker representation keep their own mandates and judgments. Specialist access and appointments are agreed separately.
Before sharing sensitive material
Begin with a general description. Discuss confidentiality, access and safe exchange arrangements before sharing personal data or confidential evidence. About Hub and accountability.
Your operating context
When supplier and labour risks cross borders
For procurement, human resources, sustainability, compliance and project teams working across headquarters, overseas operations and business partners.
Starting or expanding overseas
A new project, sourcing relationship or location brings different labour practices and a wider network of suppliers and contractors.
Recruitment involves several parties
Workers may be hired through agencies or intermediaries across borders. Your team needs to understand who is involved and where recruitment costs or other pressures may arise.
Moving from policy to practice
Supplier requirements exist, but teams need clearer ownership, better coordination and a practical way to support improvements over time.
Service areas
Strengthen governance across supplier and labour relationships
The scope can include goods and services, construction, outsourced labour and recruitment relationships, according to your operating context.
Relationships and risk
Understand the supplier and labour chain
Clarify relevant business relationships, how work is organised and where risks to people may arise. Identify priority questions and gaps in available information.
Responsible recruitment
Examine recruitment and employment practices
Consider recruitment fees and related costs, the role of intermediaries and the information provided to workers. Support discussion of the employer-pays principle and practical steps suited to the context.
Supplier governance
Connect requirements with daily decisions
Review how human rights considerations are reflected in supplier selection, purchasing, contracting and ongoing management. Support clearer responsibilities and constructive supplier engagement.
Worker protection and remedy
Support action when concerns arise
Consider how workers can raise concerns safely, without retaliation, and how issues can be addressed. Help teams plan follow-up and consider appropriate remedy where adverse impacts are identified.
Capability building
Develop teams through practical work
Support headquarters and overseas teams with focused learning, discussion and review, so they can apply due diligence responsibilities in their own roles.
What you receive
Outputs that support action and accountability
The deliverables are agreed for each engagement and may include:
Scoped overview
A summary of relevant relationships, priority concerns, information gaps and questions for further review.
Governance and action priorities
Practical recommendations for responsibilities, supplier engagement and follow-up, tailored to the agreed scope.
Team learning and review
Focused discussions or training, supported practice and feedback for the teams responsible for implementation.
Improvement planning
A basis for sequencing next steps, coordinating across functions and reviewing progress over time.
Outputs, depth, languages, responsibilities and timing are agreed at the outset. Preview fictional output examples; they illustrate format, not client work or verification findings.
Ways to engage
Start where your business needs support
Focus on a relationship or project
Examine a defined supplier, labour arrangement or overseas project and identify practical priorities for follow-up.
Strengthen a management practice
Review an agreed area such as recruitment, supplier engagement or coordination between procurement and HR.
Build team capability
Develop shared understanding and practical skills through focused learning and support around real business responsibilities.
Our approach
Grounded in evidence and respect for people
Listen to affected people
Consider workers' perspectives and safe participation, with attention to confidentiality, accessibility and the risk of retaliation.
Be clear about evidence
Distinguish policies and records from actual working conditions. Identify what is known, what remains uncertain and where further verification is needed.
Connect advice to action
Agree roles and realistic next steps with the teams and partners responsible for implementation, and support review of progress.
Before we begin
Questions about the service
Can we begin with one supplier or recruitment arrangement?
Yes. An engagement can start with a defined relationship, project or practice. We agree the scope, access to information, responsibilities and useful outputs before work begins.
What does responsible recruitment mean here?
It includes consideration of recruitment fees and related costs, the role of intermediaries and how workers receive information and raise concerns. The employer-pays principle holds that workers should not bear recruitment fees and related costs. The action needed depends on the circumstances and requires appropriate follow-up.
Does this service certify compliance or verify working conditions?
No. Advisory and capability building can help identify questions and strengthen practices, but a policy, document or training session alone does not establish conditions on the ground. Any independent verification or legal advice requires a separate arrangement with appropriately qualified parties.
How are confidential information and materials handled?
We agree access, confidentiality, permitted uses and rights to deliverables before work starts. Third-party materials remain subject to their applicable permissions and terms.
Discuss a suitable scope
Start with your supplier or labour chain priorities
Tell us about your sector, operating locations and the relationship, project or practice you would like to discuss.
hello@esghub.hk · Please keep sensitive personal information and confidential case files out of the initial enquiry.