Prof. John Ruggie, the [UN] Special Representative...for Business and Human Rights... has noted that companies must implement effective grievance mechanisms or processes that are rights‐compatible in order to meet their responsibility to respect human rights. This gives rise to some practical questions: Will the corporate culture accept or reject the process? Where does it fit in the context of their use of other nonjudicial dispute resolution processes?... Can those lessons be applied to grievance processes for disputes with external stakeholders?... [S]tarting in the 1990s, a number of organizations developed integrated conflict management (ICM) programs to resolve disputes with their employees. Although the ICM model was developed for disputes with internal stakeholders, it provides an excellent source of learning for disputes with external stakeholders... [refers to Akzo Nobel, Tata Motors, General Electric (GE), Shell, Hydro‐Quebec]