Fact Sheet #7a) Champions and Resources Identified
Element: Communication and Consultation
Outcome 7: Anti-discrimination and employment equity principles are built into mainstream communications.
Indicator 7a): Organization has communicated to staff regarding who has been designated as human rights champions, as well as who are the responsible officers for anti-discrimination and employment equity.
Possible Measures and Data Sources:
- Copy of correspondence (e.g., intranet, e-mail, newsletter, etc.).
- Organizational announcements identifying assigned staff.
- Internal survey to determine if employees know who to contact.
Openness and transparency in communications will help the organization to obtain the involvement of employees in the Human Rights Maturity Model (the Model). When the organization publishes the names, contact information and mandates of the human rights and employment equity (EE) champions, as well as designated persons for the processing of complaints, conflict resolution, and the workforce survey, it signals that it seeks not only the employees’ involvement in the HRMM but also that it commits to resolving issues as early as possible.
At Level 1, the organization sends a message in which it announces its commitment to human rights and EE. At Level 2, it enhances its structure to deal with human rights and communicates the names of champions and officers responsible for preventing discrimination, protecting human rights and achieving EE objectives (See Fact Sheet #6a)). At Level 3, the organization will develop a regular communication strategy about human rights.
For example, an organization could disclose the names of their champions and officers through a press release, a newsletter or on their intranet. Using easily accessible communication means and simple and clear language ensures that the message is communicated to all employees.
- Make a joint statement: In order to acquaint the staff with the champions and officers, the organization may send a statement containing their names and mandates, signed jointly by the senior management and the employee association or union. This would demonstrate that the employer and employees association intend to work hand in hand to meet common objectives regarding the protection of human rights and increases the credibility of the message. This could increase employees’ motivation.
- Choose the content of the message: The content of the message should answer the following questions:
- Do they have achievements or personal qualities that make them particularly suitable to be human rights champions?
- Self-What is the champion(s)’ mandate?
- Who are the other people responsible for specific issues or tasks regarding human rights?
- How can I contact these people and the champions?
- What is the organizational message regarding human rights?
- Which goal is the organization trying to achieve regarding human rights and EE?
- What can each employee do to help the organization achieve its goals regarding human rights and EE?
- Conduct an internal survey to check if the message was understood: This is an excellent tool for assessing if your messages regarding human rights and EE are received and understood. If necessary, the organization can adjust the message it wants to convey or how it conveys it.
- Intranet message: A large organization has released the name of its champions and agents on the home page of the intranet.
- Posters: An organization communicated the names of chosen employees on posters and posted them on all of their bulletin boards.
- Email: An organization sent an email to all its employees stating the appointment of a champion and an agent. This email also indicated the intranet address where employees could find more information.
- Annual Meeting: An organization took advantage of its annual meeting to introduce their champion and officers responsible for human rights issues.
- A champion by designated group: The champions are selected among senior management that are members of designated groups. The names of champions are communicated via the intranet and via presentations to employees concerning the duties of a champion.
Useful Tools and Links
Management Accountability Framework - Treasury Board of Canada Secretariat
Key Leadership Competencies - Treasury Board of Canada Secretariat
Formulating your message - Public Health Agency of Canada
The following documents are available in French only
Le guide de la communication efficace en entreprise - Sara Atroune - Overblog
La communication interne de l'entreprise - Université de technologie Belford-Montbéliard (UTBM)
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