International Human Rights Day | Dec 10
Human Rights in the Workplace: A Call to Action on International Human Rights Day
As we mark International Human Rights Day—a day that concludes the global campaign of 16 Days of Activism Against Gender-Based Violence—it’s crucial to spotlight human rights in the workplace. The workplace is not only where we earn our livelihoods but also a critical arena where equality, dignity, and freedom from discrimination must prevail. Recognizing this, the Interior Women’s Centre Society honours the courage of individuals who have endured human rights violations and renews its commitment to advocating for change.
This mission holds personal significance for our organization. The women’s centre was born during a time when its CEO and Co-Founder, was grappling with workplace burnout and overcoming the mental health impacts of extreme bullying and harassment. Their experiences of navigating toxic work environments became the foundation of our work: to support women in leadership and ensure workplaces foster safety, inclusion, and respect for all.
What Are Human Rights in the Workplace?
Human rights guarantee every individual equality, dignity, and freedom from discrimination. In Canada, these rights are enshrined in the Constitution, as well as federal, provincial, and territorial laws. These protections are designed to ensure that everyone can participate fully in society, whether in the workplace, school or beyond.
Employers play a pivotal role in upholding these rights by building inclusive workplaces that respect the diverse needs and potential of all employees. This includes identifying and removing barriers that limit access and ensuring a culture of inclusion. Discriminatory practices, such as refusing employment, wrongful termination, or unequal treatment based on protected grounds, are prohibited under the Canadian Human Rights Act and similar legislation across jurisdictions.
Building an Inclusive Workplace
Creating an inclusive workplace means embedding equality into workplace standards and governance. Employers are legally required to make accommodations for employees, ensuring they can participate fully. This “duty to accommodate” might involve altering rules, policies, or physical spaces that inadvertently exclude individuals based on personal characteristics like disability, gender identity, or religion.
However, true inclusion doesn’t mean treating everyone the same; it means meeting individuals where they are. For instance, requiring all job applicants to take a written test might unintentionally disadvantage a candidate with a visual impairment. In such cases, accommodations like alternative formats or adaptive technology can make participation equitable. This approach aligns with the Supreme Court of Canada’s principle that true equality requires accounting for individual circumstances.
While the duty to accommodate is legally mandated, it has limits. Employers are not required to implement accommodations that cause “undue hardship,” based on health, safety, or cost considerations. For example, an accommodation that compromises workplace safety or imposes exorbitant costs may not be feasible.
Women in Leadership: Breaking Barriers
Despite advancements in gender equity, women—particularly those in leadership—continue to face systemic challenges in the workplace. These include subtle biases, harassment, and a lack of support for work-life balance. The mental health toll of such challenges cannot be overstated, often leading to burnout among talented leaders who might otherwise thrive.
Supporting women in leadership requires more than policy changes; it demands cultural transformation. This includes mentorship programs, flexible work arrangements, and accountability measures to address harassment and discrimination. Organizations that invest in these initiatives not only empower women but also foster innovation and resilience in their teams.
Tackling Workplace Harassment and Burnout
Harassment and poor governance are key contributors to workplace burnout, a condition that affects productivity, mental health, and employee retention. Addressing these issues requires a proactive approach:
Establishing Clear Policies: Anti-harassment policies must be explicit, well-communicated, and consistently enforced.
Providing Training: Regular training on diversity, equity, and inclusion helps build awareness and prevent discriminatory behaviour.
Promoting Mental Health Support: Accessible resources, such as counselling services and wellness programs, can mitigate the impact of workplace stress.
Fostering Transparency: Open channels for reporting and resolving complaints ensure that employees feel heard and valued.
Looking Ahead
International Human Rights Day is an opportunity to reflect on how far we’ve come and recommit to the work that remains. For the Interior Women’s Centre Society, this means advocating for workplaces where human rights are not just respected but celebrated. By supporting women in leadership, addressing workplace harassment, and championing inclusive practices, we can create environments where everyone has the opportunity to thrive.
Human rights in the workplace are not just legal obligations; they are moral imperatives. Let’s honour this day by taking actionable steps toward workplaces that uphold dignity, equality, and freedom for all.
Coming up in Spring 2025, through partnerships we will be providing Human Rights Cafe’s facilitated by Legal Professionals to raise awareness of our human rights and legal rights as individuals, as women and as Canadians. These cafés will be facilitated in both French & English to ensure all Canadians will understand their rights as Canadian Citizens. Join us this next year, at the Interior Women’s Centre Society.
Written By: Kathleen Larose | CEO + Co-Founder
