Global Citizenship Report 2017

Continuous Learning and Improvement Continuous learning and engagement with other companies, stakeholders and experts in the field of human rights is a key component of our approach to respecting human rights. Our work in 2017 to update our ESRM Policy, in response to what we learned through our experience with DAPL and the exten- sive stakeholder engagement we undertook as part of that policy update, is one example of our commitment to ongoing engagement with stakeholders and subsequent improvement of our policies and processes. Engaging Stakeholders on Human Rights To ensure that we are living up to our commitment to respect human rights and anticipate emerging risks, we regularly communicate our approach externally and engage with stake- holders on their issues of concern. Specific examples during 2017 included: • Meetings with an NGO about its work to combat financial corruption and related human rights abuses in the Great Lakes region of Africa. Members of Citi’s Sustainability, Anti-Money Laundering and Sanctions teams met with the organization, along with other banks, for briefings about its investigative research into persons of interest who are alleged to have carried out human rights abuses in their countries and their attempts to finance this work or hide illicit proceeds through networks of related companies and the global financial system. • Engagement with the Institute for Human Rights and Business related to concerns about the use of artificial intelligence, data and automation. • Engagement with a coalition of organizations assembled by the Business and Human Rights Resource Centre regarding rising threats to human rights defenders. In addition, we pay close attention to human rights issues raised by stakeholders within specific industries, such as forestry and palm oil. We actively engage with these industries directly through client relationships, stakeholder meetings and active participation in groups such as the RSPO. By engaging bilaterally with multiple stakeholders connected to a value chain we are able to enhance our leverage and potentially improve the collective effort of those connected to particular commodities, industries or risks. For more information about our engagement with the RSPO, see the Environmental and Social Risk Management section. During 2017, we also continued our participation in Shift’s Business Learning Program. Shift is a nonprofit organization that engages with companies, governments, civil society and other actors to build capacity and provide guidance and expertise related to implementation of the UN Guiding Principles. Through our participation in the Business Learning Program, we collaborate with other companies to understand how they are bringing the UN Guiding Principles to life for their businesses. Given the broad range of sectors repre- sented, this strengthens our capacity to advise our clients, especially when we have identified gaps between a client’s current human rights performance and best practices. Clients with identified gaps may be working toward completion of an Environmental and Social Action Plan to fill those gaps. See the Environmental and Social Risk Management section for more information about these action plans. Employee Human Rights Training We provide training to our employees on various human rights issues, from discrimination in the workplace to identifying potential risks in financial transactions. In 2017, we began training our supply chain management employees about the unique challenge of identifying and addressing risks of modern slavery (see page 53 ). 52