The HRMM was launched on Feb. 15, 2012. Proven The HRMM is a business-management framework designed to Practice/ support organizational change. It outlines a collaborative, proactive, Actions Taken step-by-step approach to increasing awareness of, and respect for, human rights inside and outside the workplace. Although the HRMM is completely voluntary, it can help organizations create a workplace culture characterized by a fundamental respect for human rights. Organizations embark on their own accord, not because they have to, but because it is the right thing to do. The focus of the HRMM is to provide assistance to employers to go beyond meeting their basic statutory requirements. This is done through leadership, where there is a clear commitment to a culture change within their organization. Once an organization commits to the idea of using the HRMM, they self-assess their current status using an online system. A detailed implementation guide and comprehensive fact sheets help manage the journey. As organizations input their data, the online system automatically generates a Gap Analysis and an Action Plan, which helps in planning the next steps. The HRMM is built around five levels and key elements that determine the of an organization with regard to human “maturity” rights competencies in the workplace. The five levels are defined as: Initiated Defined Managed and Routine Predictable and Sustainable Continuously Optimizing At each of the five levels, there are key elements that are assessed through a series of indicators and outcomes. The indicators help an organization identify its current level of maturity for each element. The key elements include: Leadership and accountability Communication and consultation Alignment of policies and processes Capacity building and resources Evaluation for performance measurement and continuous improvement The organization easily tailors the HRMM to its distinct needs. The objective is to continually improve competency within each of the five elements. An organization that attains Level Five will have implemented a fully inclusive and sustainable workplace culture. Challenges & Many challenges were faced during the development of the HRMM: Responses ensuring the Model was adaptable for private and public sector organizations of all sizes; creating it in a clear, common and engaging language; balancing the expectations and interests of employers,
The HRMM was launched on Feb. 15, 2012. Proven Practice/ Actions Taken The HRMM is a business-management framework designed to support organizational change. It outlines a collaborative, proactive, step-by-step approach to increasing awareness of, and respect for, human rights inside and outside the workplace. Although the HRMM is completely voluntary, it can help organizations create a workplace culture characterized by a fundamental respect for human rights. Organizations embark on their own accord, not because they have to, but because it is the right thing to do. The focus of the HRMM is to provide assistance to employers to go beyond meeting their basic statutory requirements. This is done through leadership, where there is a clear commitment to a culture change within their organization. Once an organization commits to the idea of using the HRMM, they self-assess their current status using an online system. A detailed implementation guide and comprehensive fact sheets help manage the journey. As organizations input their data, the online system automatically generates a Gap Analysis and an Action Plan, which helps in planning the next steps. The HRMM is built around five levels and key elements that determine the “maturity” of an organization with regard to human rights competencies in the workplace. The five levels are defined as: Initiated Defined Managed and Routine Predictable and Sustainable Continuously Optimizing At each of the five levels, there are key elements that are assessed through a series of indicators and outcomes. The indicators help an organization identify its current level of maturity for each element. The key elements include: Leadership and accountability Communication and consultation Alignment of policies and processes Capacity building and resources Evaluation for performance measurement and continuous improvement The organization easily tailors the HRMM to its distinct needs. The objective is to continually improve competency within each of the five elements. An organization that attains Level Five will have implemented a fully inclusive and sustainable workplace culture. Challenges & Responses Many challenges were faced during the development of the HRMM: ensuring the Model was adaptable for private and public sector organizations of all sizes; creating it in a clear, common and engaging language; balancing the expectations and interests of employers,
CHRC%20Case%20Study%20Human%20Rights%20Maturity%20Model.DOCX