Human Rights

1.1.1 The company commits publicly to respect human rights and to each of the following:

1. The United Nations’ Guiding Principles on Business and Human Rights
2. The International Bill of Rights or the rights under the Universal Declaration of Human Rights
3. The International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work

1. Section two: We cultivate an atmosphere in which creativity, innovation, and the expression of diverse ideas are encouraged. 
2. Section two: We embrace failure as a learning opportunity because without risk no progress can be made.
3. Section two: We hire and retain the best and the brightest, focusing on those who have integrity, judgment, energy, balance, and the drive to get things done together with a team.
4. Section two: We strive to maintain high morale, and to encourage a stimulating and enjoyable environment that supports creativity and collaboration.
5. Section three: We focus on helping our customers thrive by bringing unique value to them and forging true partnerships based on mutual trust.
6. Section three: We treat each other and our customers with respect.
7. Section three: We treat our suppliers fairly and vet them to ensure they too are socially and environmentally conscious.
8. Section three: Whenever possible, we work with and purchase from fellow B Corps.
9. Section three: We focus on continuous improvement in all stakeholder-driven decision-making.
10. Section four: We will be responsible for setting clear expectations with our customers, community, each other, our suppliers, our partners AND for delivering on those commitments.
11. Section four: We are responsible to confirm expectations as perceived by the recipient by practicing active listening. 
12. Section five: We will be open, honest, transparent, and communicate relevant information with stakeholders. 
13. Section five: We believe that decisions are the most effective when major stakeholders are involved either directly or through representation, participate equally, and use buy-in to achieve consensus.
14. Section five: Accountability: each of us has the responsibility to make the right decision, to achieve consensus, and to carry it out to a successful and profitable execution.
15. Section five: We make decisions based only on sound economic principles with the objective of increasing sustainable profitability and long-term value.
16. Section five: Product and service decisions will be based on creating value for stakeholders, and capturing and protecting that value for the company.
17. Section five: Everyone will participate in continuous, shared learning on economic decision-making and business strategy. 
18. Section six: All stakeholders should be treated with integrity, respect, openness, and fairness.
19. Section six: We will treat everyone equally and impartially and commit everyone to being judged on merit and contribution.
20. Section six: We do not tolerate harassment or discrimination of any kind.
21. Section six: We treat our peers in the industry with respect.
22. Section six: We must be the change we seek in the world.
23. Section six: All company’s business ought to be conducted as if people and place matter.
24. Section six: We comply with all federal and state labor laws regarding child and forced/compulsory labor.  
25. Section six: Through the company’s products, services, practices and profits, we aspire to do no harm and benefit all.
26. Section seven: We act with the understanding that we are dependent upon each other and thus responsible for each other and future generations.
27. Section seven: We always strive to build a more diverse workforce and strive for social, economic, and environmental justice in our operations. We look for candidates who have a high level of demonstrated comfort with cultural competency. All applicants to open positions will be considered without regard to race, color, national origin, religion, sexual orientation, sex, marital or parental status, disability, gender identity or expression, age, or any other basis prohibited by law.
28. Section seven: When collaborating with all Mightybytes stakeholders, it is expected that anyone operating on the company’s behalf will treat everyone with respect and dignity. Discrimination in any form will not be tolerated.

3.4.1 The company has a process in place to assess the potential negative human rights impacts of working with potential organizational clients and projects.

3.4.2 The process sets out mitigation actions.

3.4.3 The company records how it assessed the potential negative human rights impacts of its three most material potential clients or projects each year, and the outcomes of the process.

1. in the last fiscal year before Year 0
2. annually in each subsequent year.

3.4.4 For Years 3 and 5, the company:

1. records its mitigation action, if its assessments identified any potential or actual negative impacts
2. records the effectiveness of its mitigation actions.

3.5.1 The company has a process in place to assess the potential negative human rights impacts of potential investments.

3.5.2 The process sets out mitigation actions.

3.5.3 The company records how it assessed the potential negative human rights impacts of its three most material potential investments each year, and the outcomes of the process

1. in the last fiscal year before Year 0
2. annually in each subsequent year.

3.5.4 For Years 3 and 5, the company:

1. records its mitigation action, if its assessments identified any potential or actual negative impacts
2. records the effectiveness of its mitigation actions.

3.7.1 The company identifies if it has any operations in conflict-affected situations.

3.7.2 If it does, the company:

1. assesses its connection to the conflict-affected situation
2. explains publicly its connection to the conflict-affected situation.

3.7.3 If the company’s assessment finds that it may be negatively impacting the conflict-affected situation, it also:

1. engages expert organizations or representatives of affected stakeholders to learn more about their connection to the conflict
2. assesses whether stakeholders in the conflict-affected situation can raise grievances with the company
3. identifies triggers for actions it will take if the conflict escalates
4. assigns a contact person within the company
5. identifies existing human rights due diligence gaps
6. identifies how to prevent or mitigate potential negative impacts.

4.2.1 The company has considered the actual and potential human rights impacts of the three most material procurement decisions

1. in the last fiscal year or twelve months before Year 0
2. in each subsequent year.