Duty of Care Responsibility
H H
Responsibility MORAL LEGAL H = High; L = Low
= Perceived high-risk locations in which global companies operate
H L
H H
H H
L L
L L
L L
From this benchmarking study came a report of 15 different Duty of Care indicators and plan-do-check steps for implementing a Duty of Care risk management model.
Key Findings
The information presented in this White Paper will allow global employers to: Benchmark their Duty of Care practices with others; Develop best practices to protect employees; and
Support the global mobility of their employees and their dependents.
Below are the key findings:
The world can be a dangerous place and companies must apply their Duty of Care responsibilities for managing different staff (business travelers, locals, expatriates, international assignees and dependents) and many different threats. The perception of risks associated with these threats—and their actual occurrence —vary widely by company and respondent.
Only an average level of awareness exists among organizations and key stakeholders. But there are various levels of awareness and familiarity within their different areas of responsibility.
Ownership of Duty of Care in terms of primary responsibility, coordination and decision-making currently (“as is”) lies within five functional groups:
1. Human Resources (HR); 2. Security; 3. Risk Management; 4. Senior Management; and 5. Travel.
Yet, respondents indicated that it “should be” everyone’s responsibility, and it is perceived that HR should own the deployment of Duty of Care within organizations.
Companies demonstrated a wide range of engagement when comparing their current Duty of Care practices against various stages of the Integrated Duty of Care Risk Management Model. For example, they scored high on the ‘Assessment’ but only average on the other indicators. Company size, headquarter (HQ) region and respondent function mattered the most. Overall, company baseline ranked high for the initial assessment, but dropped considerably thereafter. The Duty of Care baseline differs by company and respondent characteristics, allowing for benchmarking by industry, sector, company size and geography.
Factors that differentiate companies on employer Duty of Care are both the size of the company and its geography (HQ and
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