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Sullivan Principles
From Wikipedia, the free encyclopedia
The Sullivan Principles were developed in 1977 by the Rev. Leon Sullivan, a member of the board of directors of General Motors, as a way to apply economic pressure to oppose apartheid in South Africa. (General Motors was the largest employer of blacks in South Africa at that time.)
They were:
- 1. Non-segregation of the races in all eating, comfort, and work facilities.
- 2. Equal and fair employment practices for all employees.
- 3. Equal pay for all employees doing equal or comparable work for the same period of time.
- 4. Initiation of and development of training programs that will prepare, in substantial numbers, blacks and other nonwhites for supervisory, administrative, clerical, and technical jobs.
- 5 Increasing the number of blacks and other nonwhites in management and supervisory positions.
- 6. Improving the quality of life for blacks and other nonwhites outside the work environment in such areas as housing, transportation, school, recreation, and health facilities.
- 7. (added in 1984) Working to eliminate laws and customs that impede social, economic, and political justice.
In November 1999, following the end of apartheid and more than 20 years after the adoption of the initial Sullivan Principles, Rev. Sullivan and United Nations Secretary General Kofi Annan unveiled the Global Sullivan Principles of Corporate Social Responsibility. These expanded principles call for multinational companies to play a much larger role in the advancement of human rights and social justice.[1]