China Enters a Major International Climate Agreement

Chinese chemical companies must stop emitting HFC-23, a super-pollutant and an unwanted byproduct of the production of hydrochlorofluorocarbon-22. China and India dominate the global HFC-22 production, with 75% in 2017. China recently began enforcing the Kigali Amendment to the Montreal Protocol. The agreement requires China and other countries to stop emitting HFC-23, which is 14,600 times more powerful than carbon dioxide in warming the atmosphere. 

In an address to the U.N. General Assembly, Chinese president Xi Jinping made a new climate commitment not to build any new coal-fired power projects abroad. China will also increase financial support for more green energy projects. The pledge came hours after United States President Joe Biden announced a plan to double financial aid to poorer nations to $11.4 billion by 2024 to help those countries switch to cleaner energy and cope with global warming’s worsening effects.

“We need to accelerate a transition to a green and low-carbon economy,” Xi said in a speech at the U.N. General Assembly. “We will make every effort to meet these goals. China will step up support for other developing countries in developing green and low-carbon energy, and will not build new coal-fired power projects abroad.”

The United Nations first targeted HFC-23 emissions in China in 2006, when a U.N. program known as the Clean Development Mechanism or CDM began incentivizing HCFC-22 producers to destroy their HFC-23 emissions. The program paid HCFC-22 producers in China and other developing countries emission reduction credits, traded with developed countries to meet their emission reduction targets under the Kyoto Protocol. 

Although China has committed to reducing greenhouse gas emissions, ten companies in China built new HFC-22 capacity after April 2015 or are currently building new production facilities. In addition, three companies have also expanded or are in the process of expanding their HCFC-22 production capacity.

However, in another encouraging sign, the Bank of China said that it would no longer provide financing for new coal mining and coal power projects outside of China. 

IPCC Climate Change Report Finds That Major Climate Changes Are Inevitable and Irreversible

The United Nations formed the Intergovernmental Panel on Climate Change (IPCC) to inform national governments about the science and potential impacts of climate change. Humans have heated the planet by roughly 1.1°C since the 19th century, mainly from burning coal, oil, and gas for energy. 

The consequences of global warming can be seen this summer alone, with heatwaves across the US and Canada, floods devastating Germany and China, and wildfires are raging out of control across the world. Unless immediate, rapid, and large-scale action is taken to reduce emissions, the report says, the average global temperature is likely to reach or cross the 1.5°C warming threshold within 20 years. 

Some key points from the IPCC report:

• Global surface temperature was 1.09C higher in the decade between 2011-2020 than between 1850-1900.

• The past five years have been the hottest on record since 1850

• The recent rate of sea level rise has nearly tripled compared with 1901-1971

• Human influence is "very likely" (90%) the main driver of the global retreat of glaciers since the 1990s and the decrease in Arctic sea-ice

• It is "virtually certain" that hot extremes including heat waves have become more frequent and more intense since the 1950s, while cold events have become less frequent and less severe

While this report is more clear and confident about the downsides to warming, the scientists are more hopeful that if we can cut global emissions in half by 2030 and reach net zero by the middle of this century, we can halt and possibly reverse the rise in temperatures. 

Reaching net-zero involves reducing greenhouse gas emissions as much as possible using clean technology, then burying any remaining releases using carbon capture and storage or absorbing them by planting trees.

According to a draft of an upcoming IPCC scientific report, some lifestyle changes could also cut emissions twice the size of Brazil’s current emissions by 2030. Changes include heating and cooling set-point adjustments, reducing appliance use, shifting to human-centered mobility and public transit, reduced air travel, and improved recycling. The draft IPCC found that individual behavior change in isolation cannot reduce greenhouse gas emissions significantly, but individuals can contribute to overcoming barriers and enable climate change mitigations. 

The full second report, set to be released in 2022, will detail how climate change might affect human society, such as coastal cities, farms, or health care systems. A third report, also expected next year, will explore more fully strategies to reduce greenhouse gas emissions and halt global warming.

ILO’s Global Campaign for Ratification of Violence and Harassment

The International Labour Organization Convention 190 on violence and harassment in the world of work held a convention on June 25th, 2021. Many global unions will be launching a toolkit to support the Convention 190 (C190) and its Recommendation 206 (R206). This manual will provide many unions worldwide with tools to eradicate violence and harassment in the world of work. Millions of workers are affected by physical assault, bullying, sexual harassment, online abuse, economic violence, and abusive work practices globally. These are some of the most widespread forms of violence in the workforce. 

The COVID-19 pandemic deepened pre-existing inequalities and exposed vulnerabilities in social, political, and economic systems. A report by the UN shows that violence against women has intensified in the past year. Many women and girls felt economic impacts, and the global gender pay gap is stuck at 16%, with women paid up to 35% less than men in some countries. 

The toolkit will aim to provide unions with tools to develop workplace solutions that tackle violence and harassment with a special focus on gender-based violence and harassment and ensure that violence is not considered “part of the job.” 

Christy Hoffman, UNI Global Union General Secretary, said:

“Unions fought relentlessly to win this Convention. Now that it has come into force, we must make sure more countries ratify it and that it is properly implemented. There is still a long road ahead and this toolkit is another step for unions to gain the necessary knowhow that will enable them to put the ILO Convention 190 and Recommendation 206 into practice so that workers live in a world free from violence and harassment.”

The toolkit consists of a facilitators’ guide and an activities workbook. It aims to:

• Encourage discussion about violence and harassment and gender-based violence in the world of work.

• Raise awareness about Convention 190, its accompanying Recommendation R206, and its significance for workers – particularly women workers.

• Encourage unions across the world to campaign for the ratification of Convention 190 and its effective implementation in line with Recommendation 206.

• Encourage unions to use these instruments to integrate Convention 190 into the union bargaining agenda.

• Build stronger unions to enable workers to assert their rights to a world of work free from violence and harassment.

Canadian Public Health Experts Discuss Pros and Cons of Disclosing COVID Outbreaks at Businesses

An article by the Canadian Medical Association Journal (CMAJ) discussed the ethics and concerns of disclosing the names of businesses where COVID-19 outbreaks have occurred. When an outbreak of infection at a workplace is identified, standard public health practice is to publicly reveal the name of the workplace only if all contacts cannot be traced and a risk to the public is identified. 

In Canada, many larger cities such as Toronto and Hamilton have a reporting policy. In contrast, Ontario has no approach to reporting since the decision is left up to administrators of local health units. The authors of the article talk about the pros and cons of providing information to the public that could be seen as essential in letting a person make an informed decision on whether they want to visit a particular business. 

However, there are also many reasons that businesses may not publicly state that their workplace had an outbreak, the most prominent being people’s right to privacy. The article believes that it is vital to protect workers from stigma, public shaming, and harassment that could be associated with COVID-19. "Moreover, businesses that are outed as having an outbreak of infectious disease may face serious consequences that in turn may lead to loss of employment for workers and downstream effects for local economies," said the article.

An argument for letting employers know about outbreaks is that people are more likely to cooperate with efforts of the public health agencies to control an outbreak by allowing rapid access and intervention to protect workers. Ontario’s stay-at-home order expired on June 2nd, but existing restrictions on gathering, businesses, services, and activities will remain in effect for the time being. This includes limiting outdoor gatherings to up to five people, limiting essential retail capacity to 25%, restricting non-essential retail to do curbside pick-up and delivery, and prohibiting indoor gatherings. 

In the US, there are 28 OSHA-approved State Plans that set standards and enforcement programs and must be at least as effective as OSHA in protecting workers and in preventing work-related injuries, illnesses, and death. 

In conclusion, the article in the CMAJ states that more collaboration is needed between public health agencies and workplaces to ensure that such things as paid sick leave and better infection controls come into play. 

UN Leaders Urging Companies to Take Measures to Protect Seafarers’ Rights

The United Nations has issued a list of human rights to business enterprises that are engaged in the maritime industry to protect seafarers that may be stranded on ships due to new COVID-19 variants and government-imposed travel restrictions. The Human Rights Due Diligence Tool is a joint initiative by the UN Global Compact, UN Human Rights Office, International Labour Organization (ILO), and the International Maritime Organization (IMO).

The tool provides guidance and a checklist for cargo owners, charterers, and logistics providers to conduct human rights due diligence across their supply chains to identify, prevent, mitigate and address adverse human rights impacts for seafarers. 

Amid concerns about the number of crew stranded working beyond their contacts at sea due to COVID-19 restrictions, UN agencies hope the new guidance will help ensure that the working conditions are respected and comply with international standards. The guidance aims to ensure that seafarers have rights safeguarded, such as physical and mental health, and access to family life, and freedom of movement. 

Although the maritime industry contributes more than 80% of global trade goods, there have been reports that seafarers are working way beyond the 11-month maximum limit of service on board. An estimated 200,000 crew are stuck on commercial vessels globally amid recent attempts to prevent the spread of COVID-19. Unilever and other big retail brands are among consumer giants adopting a toolkit to audit their shipping supply chains to help bring seafarers stuck on commercial vessels back home and eliminate human rights risks. 

Any company that puts any cargo on ships will be encouraged to use the checklist, which includes asking ship owners and those who charter space on vessels to support crew changes and ensure clauses aren’t being added to contracts that prevent crew relief.