It is unfortunate that workplace human rights issues have not been properly understood by the managers and supervisors because of its complex nature. The onus of preventing human rights violations is the responsibility of management professionals in charge of workplace.
The third report to the UN Human Rights Council, submitted earlier this year, outlines a new policy framework for human rights at work place that comprises three core principles
-Governments’ duty to protect human rights
-Corporate responsibility to respect human rights
-The need for greater access by victims to effective remedies
These core principles have been endorsed by major international business associations and leading international human rights organizations alike. As a follow-up, chief executives from around the world have issued a call to action to renew their commitment to the protection of human rights in the spirit of the Universal Declaration. Organized by the United Nations Global Compact and already signed by nearly 250 business leaders from 68 countries, the CEO Statement is an expression of serious intent.
More than ever before, business leaders around the world seem to agree that the protection of human rights, beyond its moral and ethical compulsion, also make good business sense. Ensuring decent and safe workplace conditions, promoting non-discrimination and equitable justice and fair play in employment, respecting and safeguarding the rights of employees have all become central issues to the long-term sustainability of business.
At the same time, a lot more still needs to be done to make managements understand their basic responsibility to respect human rights and the steps companies need to take to ensure that they are living up to the laid down codes. Even the most committed managers say they need more practical and authoritative guidance on what human rights mean and how these issues can best achieved in their day-to-day operations. Many companies are yet to provide basic services such as education, healthcare or safe drinking water and sanitation.
There is growing concern that if a number of workplace issues are not successfully protected against, it can impact the human rights of employees. Human Rights policies in many companies are at an infantile stage of development. Larger organizations may have Human Rights policy to ensure they are not supporting work that impacts the human rights of others.
Many of the principles of the Human Rights Act are designed to protect the worker within the workplace. For example, the workers have the right to a private and family life. So an employer who discriminates on personal grounds, for example, may be violating that worker’s right to a private life. The employer has the right to monitor communications within the workplace as long as the worker is aware of the monitoring before it takes place. A worker’s right to a private life means he or she has the right to some privacy in the workplace. If the employer doesn’t respect this, he is breaching human rights law. If the worker believes his human rights at work have been breached, he should talk to his employer first. If it is not effective, he can follow the internal grievance procedure, if any, in the written statement of employment. If that doesn’t work, he may take legal action.
The scenario is however changing and despite the current economic crisis, a growing number of business leaders and management professionals understand that human rights issues are of direct relevance to their long term success.
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Tags: authoritative guidance, business associations, ceo statement, core principles, human rights organizations, human rights violations, management professionals, serious intent, term sustainability, workplace conditions