Human Rights Due Diligence – Forced Labor & Human Trafficking

Section 1: Definitions: What We Mean When We Say Forced Labor

• Distinguish between forced labor and human trafficking using the ILO's 11 indicators, and recognize how each definition applies to real supply chain contexts.

Section 2: The Legal and Regulatory Landscape

• Identify the key legislation and frameworks that create binding or quasi-binding HRDD obligations for your organization, including the CS3D, the UK Modern Slavery Act, and the UFLPA.

Section 3: The HRDD Process: A Step-by-Step Framework

• Apply the OECD six-step due diligence process to forced labor risk in practice, using an explainer video to consolidate the cycle before working through each step.

Section 4: Red Flags: Recognizing Risk in Supplier Relationships

• Recognize concrete, observable warning signs of forced labor risk across recruitment practices, wage structures, freedom of movement, and living conditions.

Section 5: Responding to Risk: The Action Hierarchy

• Select the appropriate response when risk is identified, moving from avoidance and mitigation through to remediation and reporting.

Section 6: Documenting and Disclosing: Reporting Requirements

• Describe what your organization must document at each stage of the HRDD cycle and what ESG disclosure standards require you to report externally.

Section 7: Knowledge Check

• Demonstrate your understanding of course concepts by working through ten scenario-based questions drawn from realistic supply chain situations.

At the end of this course, you will be able to:

• Identify the international legal definitions of forced labor and human trafficking, and distinguish between them in a supply chain context.
• Explain the core components of a Human Rights Due Diligence process as required under the UN Guiding Principles on Business and Human Rights (UNGPs).
• Evaluate supplier relationships and operational contexts for indicators of forced labor risk using recognized red flag frameworks.
• Apply the HRDD response hierarchy: avoid, mitigate, remediate, and report, to realistic workplace scenarios.
• Map your organization's HRDD obligations to applicable legislative frameworks, including the EU Corporate Sustainability Due Diligence Directive (CS3D), the UK Modern Slavery Act, and the US Uyghur Forced Labor Prevention Act (UFLPA).