Our main problem previous to the HR governance model is that the company had no way to know where the norm is going, so they risk producing something that will face social sanctions just a month a later or they risk producing something that is only fruitful for the consumers but at negative externalities to other people which may go back and haunt them, even without social sanctions, that they may be subject to fines and penalties and so on once those externalities are discovered and so on. So, for the business to participate in this model, I believe this is mostly a risk-reducing move. The more they participate just like in international standard setting and so on – the more they participate in the standard-setting community, the less likely that they will produce something that is risky.

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