GRI 410 Security Practices
GRI 410 requires companies to disclose the percentage of security personnel trained in human rights policies and procedures. For companies operating in conflict-affected or high-risk areas, security force conduct is a material human rights risk — and a direct reputational exposure.
GRI 410 requires companies to disclose the percentage of security personnel trained in human rights policies and procedures. GRI 410-1 requires disclosure of the percentage of security personnel who have received formal training in the organisation's human rights policies or specific human rights procedures and their application to security.
What GRI 410-1 requires
GRI 410-1 requires disclosure of the percentage of security personnel who have received formal training in the organisation's human rights policies or specific human rights procedures and their application to security.
Scope includes both internal security staff (direct employees) and contracted security personnel (private security firms hired to protect operations). Both categories must be covered — contracted security acting on behalf of the company carries the same reputational risk as internal staff.
The training must cover human rights policies specifically — not just general security procedures. Training content should include: use of force principles; prohibition of torture and degrading treatment; rules of engagement for crowd situations; and reporting procedures for alleged violations.
The Voluntary Principles on Security and Human Rights
The Voluntary Principles on Security and Human Rights (VPs) are the gold standard framework for managing security in a manner consistent with human rights. Published in 2000 by governments, extractive companies, and NGOs, the VPs cover: risk assessment, relations with public security forces, and relations with private security.
The VPs are referenced in GRI 410 as the leading practice framework. Companies that are VPs participants — including BP, Shell, Rio Tinto, Chevron, and others — use VP implementation as the content standard for their GRI 410 training programmes.
For non-VP-participant companies operating in high-risk contexts, the VPs provide a practical framework regardless of formal participation. The VP Secretariat publishes implementation guidance and training resources.
Why security human rights training matters
Security force incidents involving human rights violations — excessive use of force against protesters, arbitrary detention of community members, complicity in state security force abuses — have caused major reputational and legal crises for extractive companies.
High-profile cases: the Marikana massacre (Lonmin, South Africa, 2012), where police killed 34 striking miners; the Samarco dam collapse response (Brazil, 2015); and numerous oil company security incidents in Nigeria. In each case, company security arrangements and training were central to the investigation.
For investors: ESG due diligence on companies operating in conflict-affected or high-risk areas specifically examines security practice disclosures. UN Guiding Principles on Business and Human Rights (UNGPs) compliance requires adequate security training.
Frequently asked questions
Does GRI 410 apply if we use a contracted security firm?
Yes — contracted security personnel are explicitly included in GRI 410-1. You must ensure your contracted security provider delivers human rights training consistent with your policies, and disclose the percentage of contracted staff trained alongside internal staff.
What counts as formal human rights training for GRI 410?
Structured training with defined content covering human rights principles and their application to security work. Can be classroom, e-learning, or on-the-job if documented. A general security induction without specific human rights content does not qualify.
We operate only in low-risk countries — is GRI 410 material?
Potentially low materiality for companies with no operations in conflict-affected or high-risk areas and no controversial security situations. Document your risk assessment and explain the low materiality conclusion in your GRI 3 materiality process.