An organization should not discriminate against its employees, partners, customers, stakeholders, members or anyone else it deals with or may affect. It should: look at its own operations, and those within its sphere of influence, for direct or indirect discrimination; make sure its relationships do not feed discriminatory practice; encourage and help other parties to stop discrimination and, if that fails, reconsider the relationship, for example by examining how it deals with women compared with men and whether its policies are objective or rest on stereotypes, using expert bodies and findings from international or national monitoring; consider helping vulnerable groups become aware of their rights; where practicable, help put right discrimination or its after-effects, by employing or trading with organizations run by groups discriminated against in the past and by supporting their access to social services, infrastructure or education; regard diversity positively; and pay the particular attention the standard describes to women and girls, people with disabilities, children, indigenous peoples, migrants and migrant workers, people discriminated against because of descent, caste included, and other vulnerable groups such as older people, displaced people, the poor, people who cannot read, people living with HIV/AIDS, and minorities.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.