Ethical recruitment
Review role descriptions, candidate communication, recruitment charges, provider terms and the accuracy of employment information shared before a person accepts an offer.
Responsible workforce · Bangladesh
ESG, DEI & Responsible Employment in Bangladesh
Build responsible employment practices into everyday hiring and workforce management. Manpower Bangladesh helps employers review recruitment processes, workplace policies, employee communication and supplier responsibilities, then identify practical improvements suited to their organisation.
Connect workforce values with everyday decisions
Environmental, social and governance priorities become useful when they influence how people are recruited, supported and heard. Diversity, equity and inclusion should be reflected in role requirements, accessible communication and consistent review of employment decisions.
Start with the workforce you actually manage: employees, agency workers and relevant service partners. An agreed review can identify gaps between policy wording and day-to-day practice, establish priorities and assign responsibility for follow-up.
Inclusive hiring
Use relevant selection criteria, structured assessment and clear scoring. Explain available adjustments and make the application process understandable to candidates with different access needs.
Worker voice and fair treatment
Clarify how employees raise questions or concerns, who responds, and how issues are documented. Give managers a consistent escalation process and handle personal information carefully.
Staffing supplier oversight
Check provider responsibilities, worker communication, employment documentation and complaint handling. Record corrective actions and review evidence rather than relying only on policy statements.
A practical starting point for Bangladesh employers
For companies seeking ESG and DEI advisory in Bangladesh, a useful first step is to connect an inclusive recruitment policy with actual decisions: how vacancies are described, how candidates are assessed and how new employees can raise concerns. Review staffing suppliers using the same responsible recruitment expectations and document where improvement is needed.
Select one hiring process or business unit first. Map the candidate and employee journey from vacancy approval to onboarding and ongoing support. Review a suitable sample of documents and involve the people who carry out the process.
The ILO identifies fundamental principles covering worker representation, forced labour, child labour, discrimination and safe work. The UN Global Compact also connects corporate responsibility with human rights, labour, environmental issues and anti-corruption. These are useful reference points; the review should separately establish which local requirements apply.
What an agreed review can produce
- A prioritised policy and process gap register.
- A clearer recruitment and onboarding checklist.
- Named owners and agreed follow-up dates.
- Suggested measures with definitions and responsible data owners.
Responsible employment review checklist
- Confirm the workforce groups and locations included.
- Check that role requirements and selection criteria are relevant.
- Review the accuracy and accessibility of candidate communication.
- Identify channels for employee questions and concerns.
- Document supplier responsibilities and evidence checks.
- Assign corrective actions, owners and a review date.
Frequently asked questions
Is DEI only about recruitment?
No. It also concerns access to development, everyday management, employee communication and the consistency of workplace processes. Review the full employment journey.
Does this review certify our organisation?
No. An advisory review helps identify improvements and organise evidence. It is not a certification, legal opinion or independent assurance engagement.
What information should we prepare?
Prepare role descriptions, recruitment steps, relevant policies, supplier terms and an overview of the workforce. Use aggregated or redacted records for the initial discussion wherever possible.
Resources and related services
Resources reviewed 8 November 2026. These frameworks inform planning; applicable legal, contractual and reporting requirements depend on your organisation and should be checked separately. This service does not provide certification or independent assurance.
Turn responsible employment goals into an action plan
Tell us which workforce processes you want to improve. We can discuss a focused review, the information required and practical next steps for your team.
Discuss responsible employment