How do you learn from human rights failures?

We fail as humans , because we don't learn and teach humanity at home and are very limited at home. Our Social System forces us to make mistakes some time and rather many times . Lack of awareness of our own rights and privileges,let us go wrong. Acknowledge the blessings then challenges are a key factor for environmental context . Veena Gupta

The root causes to human rights failures lie at the heart of the organizations who are established to monitor when those have been violated. Unfortunately, there is little transparency, accountability and commitment to ensuring those than violate human rights are held accountable. Even after attempting to resolve in a Human Rights Commission, an organization meant to offer a faster result and cost-friendly alternative, there are caveats in place preventing full disclosure as to how procedures are carried out. If this 'human rights commission' is themselves failing to observe their own Code, then they will also be less likely to hold those who violate human rights in check. It's a broken system.

If a stakeholder, further defined as an individual, group or party that has an interest in an organization and the outcomes of its actions, fails to operate in a completely transparent and ethical manner befitting all parties involved, then the rot of human rights is at the roots because stakeholders are equally investing in receiving the same outcome. Personally, I believe the existence of stakeholders is at best- a conflict of interest and at its worse- detrimental to ensuring those with the most at stake in human rights claims will not receive equitable and expected assurance their Rights will be met.

There are supposed to be measures in place to hold those accountable who have been guilty of not adhering to ensuring people receive their due Rights. With respect to employment, Measures including (according to the Employment equity Act) employers identify and eliminate employment barriers against persons in designated vulnerable and marginalized groups (women, ageism, racism)because of the said employers policies. And that this needs to be investigated to ensure the company guilty of committing acts of human rights breaches are changing their policies to reflect one of equity. This is not accomplished nor is there any assurance to the public it takes these breaches seriously.

If a company that is a conglomerate wishes not to reveal what goes on behind doors (company secrets) they are entitled to only provide disclosure at a human rights mediation that best reflects they are operating with equity. This omits many actual inconsistencies which aren't checked and proven. The bigger the company, the more protection afforded to them. In a Human Rights arbitration, companies often get to proceed unethically because of Superior Bargaining power (in comparison to an unsupported applicant, even one not granted the same legal protection) they are given 'exceptional circumstances'. The legalese isn't meant for the applicant to understand, adjudicators lack impartiality, don't nec. have training in area of law they officiate

From a UK perspective, and particularly looking at stakeholders (Employees, shareholders, owners and boards of directors); I agree with transparent communication to learn from human rights failures. This approach can showcases accountability and also supports an environment where other organisations can learn from the shared experiences - in many ways preventing future failures. Publishing reports and acknowledging limitations, paves the way for collective growth in human rights. Recognising partners and expressing thanks to stakeholders further underlines a collaborative nature. Openness not only enhances credibility but can also ignite industry-wide improvements in culture and proactive engagement rather than reactive damage control.

The bigger the organization, the bigger the realistic expectation is that nobody will vocalize Human Rights violations. It doesn't matter if its ageism, racism, family discrimination, whatever the case, people who are employed (and the more money they make) aren't eager to voice an objection to human rights violations that go on right under their noses. There is no real adherence to following what should be understood: that people are entitled to free speech and be able to believe that the Charter of Rights is there to protect them. There are too many well-paid lawyers eager to keep things quiet if it rocks the boat or threatens their own privileged position. In short, Human Rights are violated right at the Commission. A mockery to public.

Learning from HR failures is a crucial process that involves several key steps: Assess the root causes: Identify and analyze the underlying factors that contributed to the violations. Engage with stakeholders: Listen to the perspectives of those affected, acknowledge grievances, and provide remedies. Implement corrective actions: Take concrete steps to stop, prevent, or mitigate harm caused by the failures. Monitor and evaluate the results: Measure and report on the progress and effectiveness of corrective actions. Communicate and disclose your learning: Share findings, actions, results, and lessons learned with transparency. Foster a learning culture: Create an environment that encourages learning from failures within the organization.