Diversity and Human Rights Management e-Bulletin: Is Your Workplace Human Rights Policy Missing These Essential Elements?

Some organizations address human rights issues in their workplace only after a human rights complaint has surfaced. Human rights law requires serious response to such complaint - including, when appropriate, a comprehensive, fair investigation.

A well-designed human rights policy and program can help prevent human rights complaints. Prevention is just one of the important benefits a well-managed human rights policy brings to organizations. Effectively implemented, a human rights policy/program for your workplace will help your organization: attract and retain top performers; sustain productive teamwork; build successful relationships with diverse customer communities and enjoy superior customer reputation.

What are the essential elements of a well-managed human rights policy?

Advertising the Policy

• Phase One - brief notification messages, brochures and/or posters to outline the policy
• Phase Two - brochure about steps to take to use the policy
• Phase Three and On-Going - keeping it alive (reminding employees and management about their rights and responsibilities)

• Training in Basic Policy Requirements and Expectations
• Harassment-Prevention Training
• Supervisory/Management Training (Communicating Policy To Your Team/Early Intervention/How to Document, Investigate and Mediate a Complaint)

• Processes in place for documenting all aspects of the policy implementation (very important to retain documentation should the organization be named in a Human Rights Commission complaint in the future - this demonstrates the organization took all possible steps to mitigate the possibility of a human rights violation in their workplace - good documentation is often the most overlooked aspect of policy implementation)
• This process should include statistical and commentary reporting by divisions/sections/timelines/grounds/outcomes/remedies. (this helps establish mechanisms to become proactive rather than reactive)

• Integrate human rights management into all aspects of the business plan (implementation of human rights policy should be specifically aligned with strategic business goals and expectations)
• Set the example; ensure that policy is enforced; secure organizational benefits through positive messages and education of employees

Charles Novogrodsky and Associates offers comprehensive one-stop consulting on diversity and human rights management.

For free and confidential telephone consultation or to receive free Special Reports, call (416) 534-5891.

Website: www.connectingwithdiversity.com