A Guide for Business: How to Develop a Human Rights Policy

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Intersectionality

SOURCE
  • United Nations Global Compact

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

A Guide for Business: How to Develop a Human Rights Policy

United Nations Global Compact
This resource provides a comprehensive outline on how to develop a human rights policy to help an organization express its commitment to respect internationally recognized human rights standards. All companies have a responsibility to respect human rights, which means to avoid infringing on the human rights of others and to address these impacts where they occur. Thus, developing a human rights policy shows that a company understands its responsibility and provides a basis for embedding it through all business functions.

All policies should at minimum comprise an explicit commitment to respect all international recognized human rights standards (e.g. International Bill of Rights and ILO’s Declaration on the Fundamental Principles and Rights at Work); stipulations on company’s expectations of personnel, business partners, and other relevant parties; and information on how the company will implement its commitment.

These are the steps provided in this guide to develop a human rights policy:

  • Assign senior management responsibility to drive the process
  • Involve cross-functional personnel (human resources, legal, procurement, security, etc.) in the process to build understanding, know-how, and a sense of common purpose
  • Identify and draw on internal and/or external human rights expertise
  • Map existing company policies to identify human rights coverage and gaps
  • Conduct a basic mapping of the company’s key potential human rights impacts
  • Consult internal and external stakeholders to identify and respond to their expectations
  • Communicate the policy internally and externally
  • Reflect human rights policy in operational policies and procedures

To learn more, click here.

Provincial & Territorial Human Rights Agencies

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ATTRIBUTES
  • Capacity Building and Awareness Raising

SOURCE
  • Canadian Human Rights Commission

TYPE OF RESOURCE
  • LLegislation

TARGET AREA
  • Canadian Legislation, Risk Management

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Provincial & Territorial Human Rights Agencies

Canadian Human Rights Commission
This resource provides a comprehensive list of provincial and territorial human rights agencies (including commissions and tribunals) across Canada.

To access this list click here.

An Intersectional Approach to Discrimination: Addressing Multiple Grounds in Human Rights Claims

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ATTRIBUTES
  • Capacity Building and Awareness Raising

SOURCE
  • Ontario Human Rights Commission

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Implementation, Risk Management

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

An Intersectional Approach to Discrimination: Addressing Multiple Grounds in Human Rights Claims

Ontario Human Rights Commission
This resource includes a Canadian-based framework for a contextualized intersectional approach to analyzing discrimination in multiple grounds complaints. The Ontario Human Rights Commissions provides a description of the intersectional approach, as well as other approaches to multiple grounds, such as human rights and charter cases. In addition, this resource outlines how the Commission is starting to integrate intersectionality within its processes, courts, and tribunals. For example, the value of “intersectional analysis” is discussed, as it can be used as a lens to examine the social context of individuals in certain cases.

To learn more, click here.

Gender Based Analysis Plus (GBA+)

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ATTRIBUTES
  • Baseline Assesment
  • Capacity Building and Awareness Raising

SOURCE
  • Status of Women Canada

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Risk Management, Strategy

TARGET UNIT
  • All Management, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Based Analysis Plus (GBA+)

Status of Women Canada
GBA+ is an analytical tool that considers identity factors such as sex, gender race, ethnicity, religion, age, and mental or physical disability. The “plus” in GBA+ acknowledges that GBA goes beyond biological (sex) and socio-cultural (gender) differences. These factors are not an exhaustive list and only represent those listed explicitly in the Charter of Rights and Freedoms. The steps required to complete this intersectionality analysis are:

  1. Identify the key issue
  2. Challenge assumptions
  3. Gather the facts – research and consult

If information is not available, don’t abandon your analysis. Identify gaps in data and make data collection part of your initiative’s objectives and evaluation measures.

  1. Develop options and make recommendations

Using the data you have gathered, indicate how the options you propose respond to the specific issues you identified. Present your GBA+ findings to decision makers.

  1. Monitor and evaluate

Highlight data gaps and address unintended outcomes for diverse groups. Incorporate them into strategy renewals or management responses.

  1. Document

As GBA+ is an evidence-based process, it is critical to document your research and findings, including any consultations (formal or informal). List all individuals and organizations consulted, including notes from interviews.

  1. Communicate

Identify your target audiences, and tailor your messaging appropriately. Remember to share or discuss your GBA+ results within your organization. This will demonstrate due diligence, foster buy-in with stakeholders, and identify areas for further action.

To learn more about GBA+, click here, watch a step-by-step video guide here, or take a free online introductory course here.

Men as Allies: Engaging Men to Advance Women in the Workplace

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Organizational Culture

SOURCE
  • Bentley University Centre for Women and Business

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Men as Allies: Engaging Men to Advance Women in the Workplace

Bentley University Centre for Women and Business
This report provides an overview on the topic of men as allies in the advancement of gender equality in the workplace. It was created based on a literature review, synthesis of current research, and analysis of media coverage, and aims to provide a brief, accessible breakdown of men’s role as allies and how to engage men to further the cause of gender equality.

To help increase men’s awareness of gender bias:

  • Go personal and professional: Impact men’s thinking through experience sharing.
  • Define self-interest: Find relevancy of training initiatives to their jobs
  • Recognize barriers: Address discouraging factors such as apathy, fear, lack of time, etc.

To provide good training:

  • Ensure a sense of inclusion: Any form of effective male allies training will ensure that men feel included in the discussion. If men feel part of the diversity workforce, they will be more engaged.
  • Identify male privilege: Help men better understand the potentially confining aspects of masculine norms.
  • Appeal to a sense of fair play: Heightening men’s sense of fair play and engaging them in solution-building can be powerful strategies.
  • Tell stories: Personal stories can increase empathy and might increase awareness in a male colleague who has trouble understanding the struggles women or minorities face at work.
  • Use social proof: If a man feels like everyone else at work is supporting women, then he is more likely to support women as well. Influential managers can play a critical role here.
  • Make the business case: As multiple resources confirm, the most persuasive arguments for men to support diversity are business case arguments.

To learn step-by-step how to launch a men as allies initiative, click here.

MARC Leaders Program: Engaging Men as Champions

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Leadership

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • PProgram

TARGET AREA
  • Programs and Initiatives

TARGET UNIT
  • CEO, Senior Leadership, Senior Management

LINK TO RESOURCE

MARC Leaders Program: Engaging Men as Champions

Catalyst
MARC Leaders is an immersive program focused on engaging men as change agents who lead efforts to bring greater diversity to the workplace.

MARC Leaders Workshops enable emerging and senior male leaders to develop critical inclusive-leadership strategies; sharpen awareness of inequalities, unconscious biases, and privilege; and hone skills to make a lasting impact.

The MARC Leaders Executive Dialogue is a unique program for senior leaders and executives that raises awareness and generates interest in supporting and promoting workplace equity. The MARC Leaders Executive Dialogue introduces concepts critical to sustained collaboration between men and women leaders who champion inclusion.

MARC Teams offer a group-learning strategy for creating inclusive workplaces together.

To learn more about these programs, click here.

Gender Mainstreaming – Gender Awareness Raising

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Internal Communication

SOURCE
  • European Institute for Gender Equality

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Mainstreaming – Gender Awareness Raising

European Institute for Gender Equality
This tool outlines the requirements for gender mainstreaming initiatives to be effective in increasing general sensitivity and awareness of gender (in)equality). Gender awareness aims at increasing general sensitivity, understanding, and knowledge about gender (in)equality. Awareness raising helps to facilitate the exchange of ideas, improve mutual understanding, and develop the competencies and skills necessary for societal change. This process goes hand in hand with gender equality training in order to transmit the necessary information and knowledge to take action.

For gender awareness raising to be effective, the following aspects have to be considered:

  • Target group: Consider the socio-demographic characteristics, level of education, industry, and any other relevant characteristics.
  • Content of the message: Design the message and the content of the activities according to the specific reality of the organization and its gender equality objectives.
  • Gender awareness-raising measures: Select the activities depending on the context and goals of the company’s gender equality strategy. A combination of the following activities can reinforce the message:
    • Communication initiatives to spread the message widely
    • Public events to address a specific target group
    • Social media and social networks to promote interaction
    • Static exhibitions and displays of relevant topics
    • Printed materials (e.g. brochures, pamphlets, posters, audio-visual resources)
  • Gender-sensitive language: Language plays an important role in how women’s and men’s positions in society are perceived and interpreted. Using gender-sensitive language can reduce sexist and biased thoughts, attitudes, and behaviours through:
    • Avoiding exclusionary terms and nouns that appear to refer only to men (e.g. mankind, businessman)
    • Avoiding gender-specific pronouns that refer to people who may be either female or male (use “he/she”, “him/her”, or “they/them”)
    • Avoiding stereotypes, gendered adjectives, patronizing, sexist terms and expressions (e.g. referring to women as “bossy”), and references to women’s marital status and titles

To learn more, click here.

Gender Equality Training: Gender Mainstreaming Toolkit

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ATTRIBUTES
  • Capacity Building and Awareness Raising

SOURCE
  • European Institute for Gender Equality

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Equality Training: Gender Mainstreaming Toolkit

European Institute for Gender Equality
This toolkit provides participants with relevant knowledge, skills, and values that allow them to contribute to the effective implementation of gender equality strategies. According to this resource, gender equality training is part of gender equality competence training that includes face-to-face training events and courses, staff induction programs, online modules, guidance materials and resources, and networks for knowledge-sharing.

This resource presents a step-by-step guide to design effective gender equality training programs:

Planning phase: Preparing the ground for an effective gender equality competence development initiative (including gender equality training):

  1. Assess the need for gender equality training in the organization.
  2. Integrate gender equality training into a broader gender equality strategy.
  3. Ensure that sufficient resources are allocated to implement the training and plan a follow-up strategy.
  4. Draft terms of reference needed for developing an effective gender equality training.
  5. Select a trainer with competencies, skills, and knowledge relevant to the organization’s needs.

Implementation phase: Setting up a gender equality competence development activity that responds to the organization’s needs and roles:

  1. Engage in the gender-learning needs assessment by assessing participants’ background and current area of work, participants’ knowledge of gender issues and concepts, participants’ expectations and motivation for attending training, etc.
  2. Actively participate in the design of the gender equality training keeping in mind the organization’s mandate. The guide provides a list of essential items to include.
  3. Encourage people of all levels to participate in the training.
  4. Plan and implement a monitoring framework (quantitative and qualitative data).

Evaluation and follow-up phase: Securing long-term outcomes:

  1. Set up an evaluation framework to measure the outcomes of the training.
  2. Assess the long-term impacts of training at the individual and organizational levels.
  3. Give space and support to participants to implement new knowledge in their work.

To learn more, click here.

Gender Inclusion & Diversity Toolkit – WIM

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Leadership
  • Recruitment, Retention and Promotion

SOURCE
  • Canadian Manufacturers & Exporters

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Development

TARGET UNIT
  • All Management, All Units, Human Resources, Senior Leadership

LINK TO RESOURCE

Gender Inclusion & Diversity Toolkit - WIM

Canadian Manufacturers & Exporters
This toolkit was written specifically for manufacturers in Canada and provides a set of practical tools to build awareness and engagement regarding gender inclusion and diversity.

The toolkit consists of the following seven tools:

  1. Tool #1: Starting the Conversation on Gender Inclusion and Diversity: This tool is meant to be used for leaders to facilitate a conversation with their team about diversity and inclusion. It includes a presentation with additional speaker notes and activities for breakout sessions.
  2. Tool #2: Inclusion & Diversity Roadmap: This tool consists of four roadmaps geared towards Employees, Human Resources Teams, Team Leaders, or Executive Teams. The roadmap outlines a visual representation of an inclusion and diversity learning path to map out steps towards goals.
  3. Tool #3: Respect in the Workplace Self-Assessment: This tool is a certification course offered by the Respect Group. It teaches respect in the workplace, the actions individuals can take to make a more inclusive workplace, and how to respond to inappropriate workplace behaviour.
  4. Tool #4: 10-Step Inclusivity Plan: This tool involves a 10-step plan that employees can follow to improve their understanding of the actions needed to create an inclusive workplace, and to encourage others to do so as well.
  5. Tool #5: Leader Guidebook for Men: This guide demonstrates how male champions can lead in gender inclusive behaviours, encourage others to do the same, and support female employees through sponsorship, among other best practices.
  6. Tool #6: Talent Management Guide: This guide outlines a variety of processes and practices that can be implemented by organizations to make their talent management more gender inclusive. It provides guidance for leaders and HR teams to attract and retain female talent in their organizations.
  7. Tool #7: Gender Inclusion & Diversity Roll-Out Plan: This plan describes how to implement the above six tools in your organization, including the objectives for each tool, the target audience for various communications, and draft email templates.

To learn more, click here.

Flip the Script

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Intersectionality

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Implementation

TARGET UNIT
  • All Units, Human Resources

LINK TO RESOURCE

Flip the Script

Catalyst
This resource contains several infographics for using the correct language and wording in different areas to avoid reinforcing negative gender stereotypes in workplace culture. Words reflect workplace culture and can reinforce negative gender stereotypes. Stop using the phrases that harm women’s advancement opportunities and focus on performance and outcomes instead.

To learn more, click here.