Ensuring Human Rights in the Workplace: Lessons from Notable Cases.

Kalpana Saroj: Overcoming Caste-Based Discrimination and Exploitation:

Kalpana Saroj, a Dalit woman from Maharashtra, is a prominent example of someone who faced severe workplace-related human rights violations but overcame them to become a successful entrepreneur. Her story reflects the challenges faced by individuals from marginalized communities in the Indian workplace.

Coming from a Dalit background, Kalpana faced systemic discrimination from a young age. When she started working in Mumbai in her early teens, she encountered severe caste-based prejudice in various workplaces, which limited her opportunities and subjected her to demeaning treatment. As a young girl working in garment factories and small workshops, she faced exploitative working conditions. She was often paid meager wages, worked long hours without adequate breaks, and faced harassment from her employers and colleagues due to her caste and gender.

Kalpana Saroj’s experience also highlighted the lack of legal and social protections for marginalized workers in India. She had limited access to legal recourse or support systems that could address the discrimination and exploitation she faced.

Real life instances of Human Right Violations at Workplace:

While sexual harassment often grabs headlines, many other forms of human rights violations quietly persist in workplaces around the world. These violations not only harm individual employees but also undermine the integrity and productivity of organizations.

*Age Discrimination: Bias in India’s IT Sector:

Age discrimination has been a prevalent issue in India’s IT sector, where employees over the age of 40 often face bias. In

2017, several IT employees in their 40s and 50s were laid off by major companies like Infosys, Wipro, and Cognizant. Many of these employees alleged that they were targeted due to their age and higher salaries, as companies looked to cut costs by hiring younger, cheaper workers.?

These layoffs led to multiple legal battles, with employees filing complaints with labor courts and seeking intervention from labor unions. The cases underscored the need for better policies to protect older employees from age discrimination and unfair termination practices.

*Unfair Labor Practices: The Pricol Limited Incident:

Pricol Limited, a manufacturer of automotive components in Coimbatore, Tamil Nadu, experienced severe labor unrest in 2009. The conflict began due to disputes over wages and working conditions. On September 21, 2009, violence erupted, leading to the death of a senior HR executive, Roy George. Several workers were arrested, and the incident brought to light the hostile labor relations within the company.?

The incident underscored the need for improved labor practices and better dispute resolution mechanisms in the industrial sector. The company and workers eventually reached an agreement, but the incident remains a stark reminder of the potential consequences of unresolved labor disputes.

*Violation of Privacy: Employee Monitoring at Infosys:

Infosys, a leading IT services company in India, faced allegations of privacy violations involving employee monitoring. In 2015, a whistleblower within Infosys alleged that the company was using surveillance software to monitor emails and internet activities of employees without their consent. The software tracked personal communications and browsing habits, raising serious privacy concerns.?

The case brought to light the lack of clear policies regarding employee monitoring and privacy in the workplace. Infosys denied the allegations, but the incident prompted discussions about the need for transparent policies and consent in monitoring employees' digital activities.

*Unsafe Working Conditions: Lessons from the Rana Plaza Collapse:

The Rana Plaza collapse in Bangladesh had significant implications for workplace safety in India, given the similarities in labor practices and factory conditions in the South Asian garment industry. On April 24, 2013, the Rana Plaza building, housing several garment factories, collapsed, killing over 1,100 workers and injuring more than 2,500. The building had been constructed with substandard materials and violated safety codes.?

The disaster led to global outrage and a push for better safety standards in the garment industry. Many international brands sourcing from the region were compelled to improve factory conditions and enforce stricter safety measures. The incident also prompted Indian authorities and businesses to re-evaluate safety protocols in their own garment factories.

Steps these companies took to prevent human right violations:

*Age Discrimination:

Companies like Infosys, Wipro, and Cognizant reviewed and updated their HR policies to promote age diversity and inclusiveness. Initiatives were launched to train managers and HR personnel on recognizing and preventing age bias in hiring, promotions, and layoffs.Efforts were made to ensure hiring practices were based on skills and experience rather than age, with a focus on building age-diverse teams.Establishment of resource groups to support older employees and provide them with a platform to voice concerns and seek support.

*Unfair Labor practices:

The company established better communication channels between management and employees to address grievances and resolve disputes amicably. Training programs for management on effective labor relations and conflict resolution were implemented. Review and adjustment of wage structures to ensure fair compensation for all employees, in line with industry standards. Increased focus on improving working conditions and ensuring workplace safety to prevent future conflicts.

*Violation of privacy:

Infosys developed clear, transparent policies on employee monitoring and ensured they were communicated effectively to all employees. Implementation of consent mechanisms where employees are informed about the extent and purpose of any monitoring activities. Strengthening data protection measures to safeguard personal information and ensure compliance with data privacy laws. Enhanced protections for whistleblowers to encourage reporting of unethical practices without fear of retaliation.

*Unsafe working conditions:

Regular and rigorous safety audits were mandated to ensure compliance with safety standards in factories. Upgrading of factory buildings and infrastructure to meet safety codes and prevent structural failures. Comprehensive training programs for workers and supervisors on safety protocols and emergency response. Collaboration with international organizations and obtaining certifications like SA8000 to demonstrate commitment to social accountability and safe working conditions. Adoption of transparent reporting practices on safety conditions and improvements, often as part of corporate social responsibility (CSR) initiatives.

These cases highlight the importance of proactive measures and robust policies to protect human rights in the workplace. By addressing issues such as age discrimination, unfair labor practices, privacy violations, and unsafe working conditions, companies can create more inclusive, fair, and safe environments for their employees.