Talk to People, Not Paper: The Secret of Effective Human Rights Audits
"Human rights audits are failing us." This may seem like an overstatement, but the truth is that despite the proliferation of standards, guidelines, and protocols, abuses continue to occur, often unnoticed or unaddressed until it's too late. Why? Because we focus too much on documents and not enough on people. People are the not-so-secret secret to an effective human rights audit.
80% of human rights audits are predominantly based on reviewing policies, procedures, and records, while only 20% involve interviews or site visits with workers, communities, or other stakeholders. Yet 67% of all human rights abuses reported between 2010 and 2014 are related to workplace violations, including forced labour, child labour, discrimination, or health and safety hazards. How can we detect and prevent such abuses if we don't talk to the people who experience them firsthand?
The answer is simple: we can't. Policies are not people. Procedures are not proof. Records are not reality. They may tell us what should happen, but not what actually happens, or why. Only by engaging in genuine dialogue with those affected by our actions or omissions, and by listening to their voices and perspectives, can we truly assess and improve our human rights performance.
The human element is the key to a successful human rights audit. It is not enough to simply have policies in place; we need to take a people-centered approach that prioritises meaningful participation, confidentiality, safety, and follow-up. The following are some methods that can be employed to achieve this:
The Power of Personal Connection: Interviewing Techniques to Approach Humans on a Human Level
One of the most effective ways to break down the power dynamics that often exist between auditors and those being audited is to employ interviewing techniques that put the focus on the human connection. Instead of simply reading from a list of questions, auditors can make an effort to build rapport with the individuals they are interviewing. This can involve taking the time to learn about their personal experiences and perspectives, acknowledging their contributions and concerns, and showing empathy and respect.
When it comes to conducting human rights audits, it's essential to recognise the inherent power dynamics that exist between the auditors and the workers. And, remember, the vast majority of staff will either not have been informed about the human rights audit, or informed poorly, and might be anxious or uninterested. These dynamics can often create barriers to communication and prevent the auditors from getting a true picture of what's happening on the ground. To break down these barriers, it can be helpful to use techniques such as having a coffee or taking interviews outside of the workplace. By engaging with workers in a more relaxed and informal setting, auditors can create a space where workers feel more comfortable and willing to share their experiences. This not only helps to promote more honest and open communication but also promotes inclusion, as it shows workers that their voices are valued and that they have a role to play in shaping the audit process.
It's important to remember that human rights audits are not just about ticking boxes or meeting legal requirements; they are about creating a culture of respect and dignity for all people. By taking the time to connect with workers on a human level, auditors can help to promote this culture and ensure that human rights are at the forefront of all organisational practices.
The Importance of Inclusion: Ensuring that All Voices are Heard
Effective human rights audits require a people-centered approach. This means focusing on the needs and experiences of individuals and communities, rather than just looking at organisational policies and procedures. One of the most important aspects of this approach is ensuring that all voices are heard, regardless of their social status, ethnicity, or other factors that may make them vulnerable.
To achieve this, human rights auditors must take proactive steps to reach out to marginalised or vulnerable groups. This may involve working with community organisations, civil society groups, or other stakeholders to identify and engage with these communities. It may also involve developing targeted outreach strategies, such as using local languages, cultural symbols, or other forms of communication that are relevant and accessible to these groups.
Creating a safe and inclusive space for all participants is also critical. This means taking steps to ensure that participants feel comfortable and supported, and that they are able to speak freely and without fear of retaliation. This may involve providing access to legal or other support services, as well as training auditors and other participants on how to create a safe and inclusive environment.
One effective way to ensure that all voices are heard is to use a participatory approach. This involves engaging with individuals and communities throughout the audit process, from planning and design to implementation and follow-up. It may involve holding public hearings or other forums where individuals can share their experiences and perspectives, as well as providing opportunities for feedback and input throughout the process.
Another important aspect of a people-centered approach is taking into account the intersectional nature of human rights. This means recognising that individuals may face multiple forms of discrimination or marginalisation, based on factors such as their gender, race, ethnicity, or disability status. To ensure that all voices are heard, human rights auditors must be sensitive to these intersectionalities and take steps to address them throughout the audit process.
Ultimately, effective human rights audits require a deep commitment to inclusion and a people-centered approach. This means recognizing the importance of engaging with all stakeholders, including marginalised and vulnerable groups, and creating a safe and inclusive space for all participants. It also means recognizing the intersectional nature of human rights and taking steps to address multiple forms of discrimination and marginalisation. By adopting these principles and approaches, human rights auditors can ensure that their audits are effective, meaningful, and truly reflective of the needs and experiences of all individuals and communities.
Using remote tools to minimise noise
Human rights audits are essential in identifying and mitigating risks to human rights within a company's operations, supply chain, and overall business practices. However, conducting human rights audits can be a complex and challenging process, especially when it comes to engaging with workers who may feel intimidated or reticent to speak up. This is where remote tools, such as badly-named "worker voice" technology, can make a significant difference in the effectiveness of human rights audits.
Worker voice technology is a form of remote data collection that allows workers to share their opinions and experiences anonymously and securely. The technology can take various forms, such as mobile applications, text messaging, and interactive voice response systems. These tools enable workers to provide feedback on their working conditions and share any concerns they may have about their workplace without fear of retribution.
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One of the main benefits of using worker voice technology in human rights audits is that it minimises power dynamics between workers and auditors. It provides a platform where workers can speak freely without feeling intimidated by the presence of an auditor or their employer. There is overwhelming evidence that people want to talk about their human rights conditions, when asked, but don't feeel they can, or are never given the chance. As a result, workers are more likely to provide honest feedback about their experiences and any human rights abuses they may have witnessed or experienced themselves.
Worker voice technology can be used to overcome reticence on the part of workers. In some cases, workers may be reluctant to speak up during human rights audits due to concerns about job security or the fear of retaliation. However, by providing a platform for anonymous feedback, worker voice technology allows workers to share their experiences without the risk of negative consequences. This can help auditors to identify and address potential human rights abuses more effectively.
Finally, worker voice technology can promote inclusivity in the audit process. By allowing workers to provide feedback in their own language and on their own time, worker voice technology can help to overcome language barriers and time constraints that can sometimes limit participation in traditional audit methods. This can ensure that all workers, regardless of their language or location, have a voice in the audit process and can contribute to improving human rights practices in the workplace.
The Power of Context: Understanding the Local Dynamics and Cultural Norms
In order to truly understand and address human rights issues, we must first recognise the power of context. Human rights are not just abstract concepts that can be applied universally; they are deeply intertwined with the local dynamics and cultural - including gender - norms of the communities where they are implemented. A successful human rights audit must take this into account, by engaging with the community and understanding their unique challenges and opportunities.
This means going beyond the basic checklist of policies and procedures, and truly immersing oneself in the local context. It requires listening to the voices of the community members, understanding their perspectives, and acknowledging the power dynamics that may exist. For example, when auditing a factory in a developing country, it is important to recognise the inherent power dynamic between the auditors (who may be from a wealthier country or organization) and the workers (who may have limited education or resources). This power dynamic can make it difficult for workers to speak honestly about their experiences, and may lead to a superficial or incomplete audit.
One way to mitigate these power dynamics is to use local, trusted partners who can help bridge the gap between the auditors and the community. These partners can provide a valuable perspective on the cultural norms and dynamics of the community, and can help ensure that the audit process is respectful and inclusive. Additionally, remote tools like worker voice technology can help to overcome reticence and minimise power dynamics by providing a safe and confidential way for workers to share their experiences.
It is particularly important to be aware of the gender power imbalance that may exist in certain communities. For example, male auditors may have difficulty engaging with female workers who may be reticent to speak openly about sensitive issues like sexual harassment or discrimination. In these cases, it may be necessary to engage female auditors or to use alternative methods like written surveys, worker voice, or anonymous reporting systems.
Ultimately, the key to understanding the power of context is to approach the audit process with humility, curiosity, and an open mind. By taking the time to learn about the local dynamics and cultural norms of the community, we can better understand the root causes of human rights issues and develop more effective solutions. It is only by engaging with the community and truly listening to their voices that we can hope to make a meaningful difference in the fight for human rights.
The Importance of Transparency: Communicating Results and Recommendations Clearly and Effectively
Transparency is the cornerstone of accountability. It is not just about disclosing information but about communicating it in a clear and effective manner to all stakeholders. This is particularly true when it comes to human rights auditing, where the stakes are high, and the consequences of non-compliance can be devastating.
To begin with, transparency means being honest about the audit process itself. Companies need to communicate their intentions clearly and openly, explaining the scope, methodology, and goals of the audit. Workers, communities, and other stakeholders must be assured that the audit is not just a box-ticking exercise but a genuine effort to identify and address human rights abuses.
Transparency also means communicating the results of the audit in a clear and accessible manner. There is nothing puts the fuse out faster with human rights audit processes than when nobody hears another word about it. This requires using plain language, avoiding jargon, and presenting the information in a format that is easy to understand. It means avoiding vague statements and providing concrete examples to illustrate the findings.
Effective communication is also about providing recommendations that are actionable and specific. The recommendations must be tied to the findings of the audit and address the root causes of the problems identified. It is not enough to simply identify the issues; companies must also provide a roadmap for how they plan to address them.
In addition to communicating the audit results, transparency also means providing opportunities for feedback and redress. This means listening to the concerns of workers, communities, and other stakeholders and addressing their grievances in a timely and respectful manner. It means providing a mechanism for whistleblowers to report violations without fear of retaliation and ensuring that they are protected from reprisals.
Monitoring the effectiveness and impact of the audit process over time is also crucial. This means tracking progress against the recommendations and reporting on the outcomes achieved. It means being open about the challenges faced and the lessons learned. It also means being willing to adapt and improve the audit process based on feedback from stakeholders.
Finally, transparency means communicating results to the workforce. Workers need to be informed about the audit findings and the steps that the company plans to take to address the issues. They need to be assured that their voices have been heard and that their rights are being protected. And they need to be involved in the process of monitoring and evaluating the effectiveness of the audit process over time.
To wrap up this TL:DR post, if human rights audits are not about people, and you don't spend 80% of your time getting your head out of the documentary evidence and meeting with and talking to the people in workplaces then, in the immortal words of Edwin Starr, "what is it good for"? Human rights audits are failing us because they focus too much on documents and not enough on people. Policies, procedures, and records only tell us what should happen, not what actually happens. To conduct effective human rights audits, we need to prioritise a people-centered approach that emphasises meaningful participation, inclusion, safety, and follow-up. This means engaging in genuine dialogue with those affected by our actions or omissions, and by listening to their voices and perspectives. Human rights auditors can achieve this by employing interviewing techniques that focus on building rapport with those being audited, creating safe and inclusive spaces for all participants, and ensuring that all voices are heard, regardless of their social status, ethnicity, or other factors that may make them vulnerable. Ultimately, by adopting these principles and approaches, human rights auditors can ensure that their audits are effective, meaningful, and truly reflective of the needs and experiences of all individuals and communities.