How Organisational Policies can Promote and Protect Rights

In an increasingly complex world, the protection and promotion of human rights are more essential than ever. With political landscapes shifting toward conservatism in many countries, including Aotearoa/New Zealand, the rights of minorities are often left vulnerable.

But there is good news: organisations, whether they are businesses, or non-profits, have the power to champion human rights within their spheres of influence.

A practical and impactful way to achieve this is through organisational policies and procedures.

Why Organisational Policies Matter for Human Rights

Policies and procedures serve as the backbone of an organisation. They set expectations, guide behaviour, and establish accountability. More importantly, they reflect the values of an organisation. By embedding human rights principles into policies, organisations can:

1. Foster Inclusive Workplaces: Policies that promote diversity, equity, and inclusion (DEI) and support the implementation of Te Tiriti o Waitangi help ensure that everyone feels valued and respected, regardless of their background. (For more, see our previous posts on the value of Treaty-based policies) and Cultural Responsiveness.
2. Mitigate Discrimination and Harassment: Clear anti-discrimination and anti-harassment policies create safer spaces for kaimahi/employees, clients, and stakeholders.
3. Influence Industry Standards: Organisations that model best practices can inspire others to follow suit, amplifying their impact.

Steps to Integrate Human Rights into Policies and Procedures

To transform organisational policies into tools for protecting and promoting human rights, here are some actionable steps:

1. Conduct a Human Rights Audit: Evaluate existing policies and procedures to identify gaps or areas where human rights principles can be strengthened.
   • For example, assess recruitment policies to ensure they actively address barriers faced by underrepresented groups.
2. Integrate Human Rights in Core Policies: Incorporate explicit commitments to human rights into key organisational documents, such as:
   • Codes of Conduct: Outline expectations for respectful and inclusive behaviour.
   • Supplier Agreements: Require suppliers to adhere to ethical practices and environmental standards.
   • Whistleblower Policies: Ensure kaimahi/employees can report rights violations without fear of reprisal.
3. Provide Ongoing Education: Equip kaimahi/staff with the knowledge and tools to uphold human rights in their daily roles. Training sessions on unconscious bias, cultural competency, and ethical decision-making can build awareness and skills.
4. Engage in Advocacy: Organisations can use their platforms to advocate for human rights externally. For instance, a business could publicly support policies that advance Indigenous rights or LGBTQ+ inclusion.
5. Monitor and Adapt: Regularly review and update policies to respond to evolving societal needs. Engage with stakeholders, including employees and community representatives, to ensure policies remain relevant and effective.

Examples of Organisations Championing Human Rights Through Policies

Many organisations are already leading the way in promoting human rights through their policies:

• Social, Health and Community Services: Across Aotearoa, New Zealand, many organisations have policies and strategies to prioritise equitable access to services, ensuring no one is left behind.
• Local Authority policies for inclusive public transport to ensure accessibility for people with disabilities (eg Auckland Transport DEI policy)
• The Policy Place: We are proud to provide human rights-focused policies for diverse organisations that reflect our commitment to human rights. Our work includes supporting agencies with online policies addressing Te Tiriti o Waitangi, Cultural Responsiveness, and Diversity and Inclusion, ensuring that these principles are not only acknowledged but actively upheld.

The Ripple Effect of Human Rights Policies

When organisations commit to protecting human rights, they contribute to a ripple effect that extends far beyond their walls. Kaimahi/employees bring inclusive practices into their personal lives. Clients and customers are inspired by ethical leadership. And industries begin to view human rights as essential, not optional.

In a time when governments may falter in safeguarding rights, organisations have the opportunity to step up and lead. By leveraging policies and procedures as tools for change, they can create environments where everyone—regardless of race, gender, ability, or background—can thrive.

Call to Action

Whether you’re a business owner, a manager, or a team member, consider the role your organisation plays in promoting human rights. Take a closer look at your policies. Do they reflect your values? Are they making a tangible difference? If not, it’s time to take action.

The future of human rights doesn’t just depend on governments. It depends on all of us. Together, we can build organisations—and societies—that are fairer, safer, and more inclusive for everyone.