Dollar General Lays Out Supply Chain Human Rights Commitments

Dollar General’s Human Rights Policy sets out the retailer’s stated expectations for suppliers and the company’s internal practices to enforce those standards across its supply chain. The document outlines commitments to responsible sourcing, respect for human rights, and supplier labor standards, and it is positioned as a reference for HR, procurement, and store level staff as well as outside stakeholders assessing the company’s labor and human rights posture.

The policy requires suppliers to follow applicable laws, treat workers fairly, avoid forced labor and child labor, and comply with workplace safety and wage standards. It also details the company’s approach to training and monitoring employees who have supply chain responsibilities, describing mechanisms for investigation and for terminating supplier relationships when violations of the code are identified.

For employees, the policy clarifies roles and expectations within the company. Procurement teams and sourcing staff receive guidance on the criteria they must apply when selecting and managing vendors. HR and risk teams are implicated in monitoring compliance and in delivering training to personnel responsible for supplier oversight. Store level staff are named as part of the audience for the policy because their interactions with vendors and handling of product concerns can surface potential compliance issues that may require escalation.

The enforcement elements of the policy underscore possible consequences for suppliers that fail to meet standards. The company states that it will investigate suspected violations and may terminate suppliers who do not adhere to the code. That enforcement posture affects workplace dynamics by placing additional compliance responsibilities on sourcing and vendor management functions. It may also have operational implications if supplier relationships are severed, potentially leading to changes in product availability or sourcing patterns that procurement teams must manage.

The policy also serves a reputational and legal function. By codifying expectations on forced labor, child labor, and workplace safety, the company aims to reduce legal and brand risk associated with supply chain abuses. For workers directly employed by suppliers, rigorous enforcement by a major retailer can translate into pressure on suppliers to improve conditions, wages, and safety measures, although real world outcomes depend on how consistently the policy is applied and monitored.

As a reference document, the Human Rights Policy is intended to guide internal decision making and to provide a basis for external accountability. Employees tasked with vendor management, compliance, and store operations will need to integrate the policy into daily practices and to use the company’s training and reporting channels to surface and address potential violations.