Human Rights in the Workplace: Building a Fair and Inclusive Career Path

 

In 2019, a study by the Equality and Human Rights Commission revealed that over 60% of employees across various sectors experienced some form of workplace discrimination, whether through unequal pay, harassment, or limited opportunities for advancement. Similarly, a report by the International Labour Organization (ILO) indicated that women, minorities, and disabled individuals are disproportionately affected by these injustices, highlighting a systemic issue that demands urgent attention. The World Economic Forum’s 2023 Global Gender Gap Report further corroborates these findings, showing that achieving workplace equality globally could take another 131 years at the current pace of progress.

The pressing need to uphold human rights in the workplace has never been more evident, especially in an era where diversity and inclusion are increasingly recognized as critical drivers of innovation and business success. This article delves into the multifaceted importance of workplace human rights, examines common challenges at the local and global levels, and provides actionable strategies for fostering environments where individuals from all backgrounds can thrive. Explore resources from the ILO (www.ilo.org) and the UN Human Rights Office (www.ohchr.org) for further insights.

What Are Human Rights in the Workplace?

Human rights in the workplace refer to the basic rights and freedoms to which every individual is entitled within their work environment. These rights ensure that employees are treated with dignity, respect, and fairness, regardless of their gender, ethnicity, religion, disability, or socioeconomic status. Core workplace human rights include:

(i) Freedom from discrimination: Ensuring equal opportunities and treatment for all employees. For example, the introduction of the Equal Pay Act in the United States aimed to eliminate wage disparity based on gender, ensuring that women and men receive equal pay for equal work. Similarly, in Nigeria, the Gender and Equal Opportunities Bill (when fully implemented) promises to bridge the gap in employment opportunities for women and marginalized groups. Globally, companies like Salesforce have made headlines by investing over $16 million to address pay gaps and ensure salary equity among their workforce. By fostering such initiatives, organizations not only comply with human rights principles but also set the stage for greater employee satisfaction and productivity.

(ii) Fair wages and safe working conditions: Providing adequate compensation and a safe environment for workers is a cornerstone of workplace human rights. For instance, the Bangladesh Accord on Fire and Building Safety, established after the 2013 Rana Plaza tragedy, brought together over 200 global brands to improve factory conditions and worker safety in Bangladesh’s garment industry. In the United States, companies like Costco stand out for their commitment to providing living wages and comprehensive benefits to employees, which has contributed to high levels of worker satisfaction and retention. Locally, Nigerian Breweries has implemented policies ensuring a safe and equitable work environment, aligning with international labor standards. To read more about global efforts in improving workplace safety, visit the ILO SafeWork Programme or Bangladesh Accord.

(iii) Freedom of expression and association: Allowing employees to voice concerns and form or join unions is a fundamental workplace right. For example, in South Africa, the Labour Relations Act protects workers' rights to organize and join unions, leading to significant improvements in labor conditions and wage negotiations. In the United States, the National Labor Relations Act ensures that employees can engage in collective bargaining without fear of retaliation. Locally, Nigeria's Trade Union Act provides similar protections, enabling workers to advocate for better working conditions.

A global example is Amazon, where workers in several countries have protested and formed unions to demand fair wages and better working conditions. For more on global union rights, explore the ITUC Global Rights Index. International frameworks such as the Universal Declaration of Human Rights (UDHR) and the International Labour Organization (ILO) conventions provide a foundation for understanding and enforcing these rights. For instance, Article 23 of the UDHR explicitly states, "Everyone has the right to work, to free choice of employment, to just and favorable conditions of work, and to protection against unemployment."

Why Human Rights Matter for Career Development

Upholding human rights in the workplace is not just a moral imperative; it is also a catalyst for career development and organizational success. Here’s why:

(a) A supportive environment fuels growth: When employees feel respected and valued, they are more likely to perform at their best, pursue career advancements, and contribute meaningfully to their organizations. For instance, research by Gallup has shown that highly engaged workplaces see a 17% increase in productivity compared to less engaged counterparts. A local example is Access Bank in Nigeria, which has been recognized for its "W Initiative," supporting women entrepreneurs through access to finance and mentorship. Internationally, Unilever’s commitment to providing supportive environments for employees, including mental health resources and flexible work policies, has been lauded as a best practice. For more information on fostering employee growth, explore (see more here) or (see more here).

(b) Well-being boosts productivity: A workplace that places priority on the mental and physical health of its employees fosters higher levels of engagement, creativity, and efficiency. For example, Microsoft has implemented robust mental health programs for employees, including access to therapy and wellness retreats, which have significantly improved employee satisfaction and retention. In Kenya, Safaricom has championed employee wellness by offering free on-site health services and fitness programs, which have boosted morale and productivity. Globally, initiatives like the WHO’s "Healthy Workplace Framework" provide actionable guidelines for improving workplace health standards. To explore these frameworks and programs further, visit (see more here) or (see more here).

(c) Diversity drives innovation: Inclusive workplaces benefit from diverse perspectives, leading to better problem-solving and decision-making. For example, research by McKinsey & Company highlights that organizations in the top quartile for ethnic and racial diversity are 35% more likely to have financial returns above their industry medians. In India, Infosys has leveraged its diverse workforce to develop innovative IT solutions that cater to global markets, boosting its competitive edge. Locally, organizations like Dangote Group in Nigeria have embraced diversity by employing individuals from various ethnic and cultural backgrounds, fostering innovation in the industrial and manufacturing sectors. For more insights into the benefits of workplace diversity, visit (see more here) or Infosys Diversity & Inclusion.

Organizations like Google and Microsoft have demonstrated that diversity and inclusion initiatives not only enhance employee satisfaction but also improve overall business performance. However, the debate around Diversity, Equity, and Inclusion (DEI) initiatives continues to evolve. Proponents argue that DEI fosters innovation and improves organizational culture, as seen in Microsoft’s AI development teams, which credit diverse inputs for groundbreaking advancements. Similarly, Google’s active recruitment of underrepresented groups has resulted in more inclusive product designs, such as accessibility features in their platforms.

On the other hand, critics caution against overemphasizing DEI at the expense of meritocracy typifying the cliche robbing Peter to pay Paul, pointing to concerns that diversity quotas may inadvertently sideline highly qualified candidates. A relevant example includes the debate surrounding affirmative action policies in the United States, which has drawn criticism for perceived biases against Asian-American students in university admissions. In the workplace, it is crucial to strike a balance where inclusivity does not compromise excellence. For instance, Infosys has managed this balance by prioritizing skills-based hiring alongside its diversity initiatives, ensuring that merit remains a cornerstone of its talent strategy (see more here).

Building a Fair and Inclusive Career Path

Creating a workplace that respects human rights requires concerted efforts from both employees and employers :

For Employees:

(i) Know your rights: Familiarize yourself with local labor laws and international human rights standards. Key rights include freedom from discrimination, the right to fair wages, safe and healthy working conditions, and the freedom of expression and association. For example, the Nigerian Labour Act emphasizes equal treatment and prohibits workplace discrimination, while international standards like the Universal Declaration of Human Rights (UDHR) and ILO conventions safeguard workers globally. Understanding these rights empowers you to advocate for yourself and others effectively (see more here) or (see more here). 

(ii) Build networks: Join professional associations and networks that promote equity in your industry. There are many examples of such networks depending on one's area of specialization; Accounting, Engineers, Doctors, Administrators, and Lawyers, others are the Society for Human Resource Management (SHRM), which offers resources and advocacy for diversity in workplaces, and the International Women's Forum (IWF), which supports women leaders globally. Locally, organizations like the Nigerian Economic Summit Group (NESG) provide platforms for connecting professionals committed to inclusive development, etc. To build such networks, attend industry conferences, join online forums like LinkedIn groups focused on your field, and actively participate in community programs or mentorship initiatives. For further insights,  (see more here) or (see more here).

For Employers:

(i) Enforce anti-discrimination policies: Establish clear guidelines to prevent and address workplace discrimination and harassment. For example, organizations like Google have implemented detailed anti-discrimination policies, including comprehensive training for employees and robust reporting mechanisms to ensure accountability. Similarly, the Nigerian Employers Consultative Association (NECA) has developed guidelines for combating workplace discrimination in Nigeria, emphasizing zero tolerance for harassment. Clear steps to enforce these policies include regular staff training, anonymous reporting systems, and transparent disciplinary procedures. To learn more, visit Google's Code of Conduct or explore NECA's initiatives at NECA Nigeria.

(ii) Implement mentorship programs: Create opportunities for underrepresented groups to access mentorship and leadership development. For example, Accenture has implemented a global mentorship program to advance women and underrepresented minorities into leadership roles. The company pairs mentees with senior leaders to provide personalized guidance and networking opportunities. Locally, the Fate Foundation in Nigeria runs mentorship initiatives for young entrepreneurs, helping them navigate business and career growth challenges. Employees can also explore industry-specific programs like the Women in Tech mentorship initiative, which connects female professionals with leaders in the technology sector. Building these programs involves identifying skill gaps, creating clear mentorship goals, and leveraging platforms like LinkedIn or professional associations to match mentors and mentees. 

Conclusion

Human rights in the workplace are the foundation of building equitable and thriving career opportunities. Addressing discrimination, inequality, and unsafe working conditions requires actionable steps from individuals and organizations. For instance, employees can advocate for equitable treatment by joining local unions, such as the Nigerian Labour Congress, or participating in global movements like #MeToo to address workplace harassment. Employers, on the other hand, can draw inspiration from global initiatives like Salesforce’s equal pay efforts or Microsoft’s inclusive hiring practices to create meaningful change. Whether it’s through transparent anti-discrimination policies or proactive mentorship programs, every action contributes to a ripple effect of fairness and respect. The workplace of tomorrow depends on the courage and commitment of today’s stakeholders. Let’s unite to make fairness, inclusivity, and respect the guiding principles of all work environments.

****** Shadrach B. Adams