The Human Rights Maturity Model (the Model) is an easy-to-use process that helps organizations create and sustain an environment where human rights are fully integrated into daily practice. The Model helps organizations create and sustain a workplace culture based on equality, dignity and respect. It is a step-by-step process that improves an organization’s capacity to prevent and address human rights-related issues. It 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:
Managed and Routine
Predictable and Sustainable
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
See the Chart – Five Maturity Model Levels – for more information.
What happens next?
Once an organization commits to the idea of using the Model, they self-assess their current status using the Commission’s tools. A detailed Implementation Guide will help manage the journey.
The process involves finding answers to questions, such as:
Has senior leadership in the organization made a commitment to a human rights culture?
Has senior leadership received training on the Employment Equity Act and the Canadian Human Rights Act?
Has human rights training been offered to employees?
Do policies and procedures take human rights principles into consideration?
At each level, the outcomes help the organization determine where it stands, where it needs to be and what it needs to do next.
When an organization initially assesses itself within the Maturity Model, a ‘gap analysis’ will reveal what needs to be done to fully meet each of the levels. At each question, the user will identify any gaps and put in place an action plan to help build the organizations’s level of maturity over a period of time.
The action plan will build on the work done during the assessment process, including the initial identification of steps for moving forward. The organization will tailor its action plan to meet its needs and provide concrete steps in implementing organizational improvements.
Using this approach, the organization easily tailors the Model 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.