Focuses on the treatment of both unionized and non-union employees according to generally accepted international fair labor standards. Relevant issues include employee retention, education and training, health and safety, compensation and benefits, as well as diversity and mentoring programs.

The Human Capital category indicates a firm’s treatment of its employees according to generally accepted international fair labor standards. This includes a firm’s relationship to unionized and non-union employees, employee health and safety, and employee wellbeing. Baseline good practices may be derived from the International Labor Organization standards, and should involve compliance with all relevant laws in which workers are employed. This category includes worker rights such as: the right to association and collective bargaining (and the lack of interference with those rights, whether in the form of bribery, termination, or other punishment), seen as a fundamental element of sustainable behavior since it can foster peaceful, inclusive, and democratic participation of represented workers and reduce larger social problems such as poverty;  protection from any kind of compulsory labor (including child labor); employee wellbeing (including occupational health and safety standards, training and education, fair compensation and benefits, employee retention and development, mental health and wellness programs); and diversity. When properly cultivated and developed human capital can lead to greater productivity and firm performance.

A number of programs can enhance human capital, such as occupational health and safety routines and training, diversity initiatives, mentorships and wellness programs. Additionally, attention to work-life balance issues and non-excessive working hours foster human capital growth.