Amnesty International USA’s Post

Bias and Betrayal: The extensive rot at the heart of Human Rights Watch Gerald M. Steinberg, Quillette -- 6 December 2023 HRW is one of the world’s most powerful non-governmental organisations (NGOs), but it is tainted by a biased political agenda and troubling questions about the ethics of its fundraising. The salience of these problems has increased in the wake of a high-visibility campaign following the October 7th Hamas massacre. For a senior employee, who had worked at HRW for 13 years, this response crossed a moral red line, and she circulated a bitter email, confirming the pervasive bias and lack of credibility that have previously been detailed by the organisation’s critics (including this author). In parallel, the publication of a leaked document appeared to show that HRW received $3.75 million from Qatar in 2018, a conflict of interest that casts further doubt on the organisation’s commitment to its stated mission.  How did this organisation, established to promote the principles of the 1948 Universal Declaration of Human Rights, become a world leader in political propaganda, apparently willing to accept donations from some of the world’s most oppressive and brutal regimes? How did an initial emphasis on detailed and verifiable research reports on global human-rights issues degenerate into narrow political advocacy tracts?....

💡 What are some of the things National Contact Points (NCPs) must ensure during the complaints process? NCPs have a dual mandate: to handle complaints of businesses' alleged non-compliance with the OECD - OCDE Guidelines and to promote the Guidelines to stakeholders. They must meet certain effectiveness criteria and follow recommendations set out in the Guidelines. However, in practice, many NCPs often fall short of these expectations. See our explainer below for some key expectations for NCPs, and stay tuned to our socials over the next few weeks for the full list of expectations! 👇 Business & Human Rights Resource Centre ProDESC Swedwatch Cividep India

Half of the largest companies in the Irish economy scored 30% or less in the latest Irish business and human rights benchmark report published by the Trinity Centre for Social Innovation (CSI). The report assesses the human rights performance of 50 of the largest publicly listed companies operating in Ireland and 10 of the largest semi-states using the internationally recognised Corporate Human Rights Benchmark methodology. Mary Lee Rhodes, one of the authors of the report, explained: “The 2023 edition of the Irish Business and Human Rights benchmark report is a wake-up call to Irish industry and government to attend to the vital work of incorporating the UN Guiding Principles for Business & Human Rights into their policies and practices. 86% of the top 50 companies in the sample scored below 50% — which falls far short of what is needed. "With EU legislation coming soon that will require firms to up their performance in this area, this report should be required reading for Irish-based executives and policy makers in 2024.” #TransformingBusiness  #CorporateResponsibility #HumanRightsInBusiness https://lnkd.in/eEnfchEe

The United Nations Human Rights recently published an interpretive guidance on Access to Remedy in cases of Business-Related Human Rights Abuses. The guidance explains what an effective remedy is, a fundamental aspect of the United Nations Guiding Principle on Business and Human Rights (UNGPs), who it applies to and what it means in practice. It clearly sets out that providing for, or cooperating in remedy is integral to a business’s responsibility to respect human rights, and when abuses occur, those affected must have access to effective remedy.  Increasingly international legal standards on business and human rights such as the UNGPs, and the OECD Guidelines for Multinational Enterprises are becoming the basis for human rights due diligence laws such as the European Union’s Corporate Sustainability Due Diligence Directive and Batteries Regulation. Considering the changing regulatory landscape, the guidance comes at a crucial time when businesses are seeking to make modifications to their operations to incorporate processes to meet their obligations under new laws.  A key takeaway from this guidance for businesses, is that it is not enough to establish grievance mechanisms such as operational-level grievance mechanisms (OGMs) to comply with their responsibilities, but these must also be effective, both in process and substance. The guidance contains questions that businesses can use as a framework to meet the effectiveness criteria elaborated in Principle 31 of the UNGPs. The “remedy ecosystem” approach advanced by the guidance, further helps clarify that remediation mechanisms such as OGMs supplement and contribute to broader remedial efforts, especially those offered by state-based mechanisms, thus mutually reinforcing access to effective remedies. In addition, the guidance describes what types of mechanisms qualify as non-state-based grievance mechanisms such as worker-complaint hotlines and mechanisms of multi-stakeholder initiatives. While whistle-blower systems may not be sufficient on their own to satisfy expectations of remedy, they serve as an important starting point for businesses to draw experiences from and design effective OGMs.  Another critical aspect of effective remedies highlighted is what “meaningful stakeholder engagement” entails, who stakeholders are in a given context, when and how they should be consulted. Stakeholder engagement is vital for remedy to be effective, and businesses seeking to engage in dialogues with their stakeholders will be well placed to do so with the direction provided in this guidance. Lastly, the report also clarifies what “human rights due diligence” is and outlines key steps for businesses undertaking this process. We, at The Remedy Project, welcome the guidance and the practical steps outlined therein. Read the report here -https://lnkd.in/eeQ77iCQ

Your stat of the day: Of the worlds 2000 most influential global companies, whose revenues equate to a staggering 45% of the global economy & whose decisions and behaviours impact the lives on hundreds of millions of people, more than 90% ( yup read that again!!) : more than 90 % , are failing us miserably when it comes to upholding basic human rights, protecting their workers from harm, or doing business ethically. So - some reflections for your desk 🤔 🐝 Does this trigger anything in you? 🎠 What are the images that pop up ? 🌄 What are you now thinking and feeling ? 📞 If you had a magic wand, what would you change about this fact? 🌋 What would you keep about this fact? Do your answers to the above questions tell you something interesting about you? Perhaps about the context you were born into, your socialization and conditioning, your inherited values and beliefs , your thought patterns choices and behaviours - who you used to be, and who you are today. What you'd love to change and what you'd like to keep....?

On 21 March, South Africa celebrates Human Rights Day, acknowledging and remembering historical injustices while actively striving to ensure the protection of human rights of all citizens.    What role do companies play when it comes to preserving human rights? According to the World Economic Forum, human rights should find a permanent place in the boardroom, but companies often fail to make this a priority.     On 24 March 2022, Trialogue held a webinar to discuss how South African companies fare and how they can move beyond compliance and embed human rights within their organisations.     Read more and access the full discussion on the Trialogue Knowledge Hub:  https://lnkd.in/d6S2Cf3D     #HumanRights #HumanRightsDay 

This week's recommended listen zones in on rightsholders & stakeholders..."those individuals or organizations that can affect, or be affected by, a company’s actions and decisions". How do businesses practically put them front and centre of their human rights approaches? Discussing "Why meaningful engagement with stakeholders is key to managing legal risk", Andrea Shemberg and Catie Shavin from the The Global Business Initiative on Human Rights cover a range of topics from internal to external stakeholder engagement. IH puts stakeholder engagement at the centre of our human rights work with clients and we know how challenging it can be. So the practical insights from Catie are welcomed. https://lnkd.in/exei38KZ 👀 15 minutes in they cover the common and critical question of "how you approach stakeholder engagement in a meaningful way" when you operate in or source from 100s of countries! Some solutions, but we need many more. Please share your thoughts on meaningful stakeholder engagement below. And if you want to explore practical steps towards stakeholder engagement in your human rights approach further join us here... https://lnkd.in/e9mngqWA #hrdd #rightsholders #stakeholders #csddd #toomanysurveys

What does good rightsholder engagement look like at scale for businesses? How to build rightsholder engagement into all stages of the OECD - OCDE guidelines for multinational enterprises - from early stage commitments to remediation. Much to unpack and learn in a short space of time to meet new legislative requirements - see below for suggestions of where to start.

Titlе: Global Efforts Towards Eradicating Workplacе Harassmеnt Dеcеmbеr 2nd signifiеs a global commitmеnt to еradicating workplacе harassmеnt, a prеssing issuе that transcеnds bordеrs. Many nations and organizations arе implеmеnting robust stratеgiеs to cultivatе еnvironmеnts frее from discrimination and intimidation. For instancе, Swеdеn's workplacе anti-harassmеnt modеl еmphasizеs prеvеntativе mеasurеs, еmpowеring еmployееs to rеport incidеnts confidеntially. In thе corporatе sphеrе, companiеs likе Googlе and Microsoft havе institutеd comprеhеnsivе anti-harassmеnt policiеs, couplеd with mandatory training to еnsurе awarеnеss and compliancе. Thеsе еxamplеs rеflеct a paradigm shift toward proactivе mеasurеs, promoting a culturе of rеspеct. Analysis rеvеals that еliminating workplacе harassmеnt is not just a moral impеrativе but also a catalyst for organizational succеss. Companiеs fostеring inclusivе culturеs еxpеriеncе highеr еmployее satisfaction, lowеr turnovеr, and incrеasеd productivity. Dеcеmbеr 2nd sеrvеs as a global rеmindеr that addrеssing harassmеnt is pivotal for crеating workplacеs whеrе еvеry individual can thrivе. Lauren Donnison, Ona Stodt, Evelyn Palach, Yeshey Dema, Róisín Timmons, Camilah Mwangima, Ingyin Phyu, Maliha Husain, Legal Aid Society - Pakistan, Mehergarh: A Center for Learning, Digital Rights Foundation, Hear My Voice-Women's Network #HearMyVoice #16DaysofActivism #EndWorkplaceHarassment #safeworkplaces

🌏 Australia, our multicultural haven, thrives on diversity! 🌈 Ever wondered about the backbone of our inclusive society? Enter Anti-Discrimination Laws - the guardians of equality! 🤝 Let's dive into their meaning, significance, and impact on shaping a fairer tomorrow! 🇦🇺🤔 📜 Definition: Anti-Discrimination Laws = Safeguarding Equality 🚫🤝 🌟 Importance: Nurturing Diversity in Australian Society 🌐🌈 🔍 Breaking Down Barriers: Unraveling the Web of Equality 🕸️🔓 💖 Heart of Equality Laws: Unveiling the Core Principles 💙🌐 🔑 Key Components: Navigating the Mosaic of Equality 🗺️🤝 🔄 Evolution: From Past to Present - A Journey Through Time ⏳🚀 💼 Impact on Businesses: Fostering Workplace Equality 🏢🌐 🤹 Challenges & Controversies: The Delicate Balancing Act ⚖️🤔 ⚖️ Enforcement & Remedies: Safeguarding Equality Down Under 🇦🇺🔐 🌐 Global Perspectives: Embracing Diversity Worldwide 🌍🤝 🚀 Future Trends: Shaping Tomorrow’s Equality in Australia 🚀🌈 Curious about The Law App? 📲 Dive deeper into Anti-Discrimination Law at our website! 🌐🔗 https://lnkd.in/g5n9iVrX #AntiDiscriminationLaw #EqualityForAll #DiversityInAustralia #TheLawApp #InclusiveSociety 🤝🌐🇦🇺