Human Rights Focus In CSR

LinkedIn asks you to post today to celebrate "a woman who's made an impact on your career." But these kinds of posts, even earnestly written, tend to leave us feeling hollow. If we're looking for real progress towards fairness and equality at work, here's what to do instead: 🪴 Did you know that if there's only one woman on a shortlist of qualified candidates, she has a whopping 0% chance of being hired? Simply expanding shortlists to include more than one woman (and for that matter, people from historically marginalized communities) helps counter biased decision-making. 📋 Standardized process can be a surprisingly easy way to mitigate bias. Structured interviewing, standardized skill-based assessments directly related to job tasks, and standardized scoring rubrics can make comparisons across candidates more fair and substantially reduce subtle gender discrimination. 🌻 Incentivize flexibility for ALL workers, not just women. In a vacuum, harmful norms may arise that imply these arrangements are only utilized by those who "don't value their careers as much," penalizing workers of all genders. Celebrate senior leaders, especially men, who model greater flexibility and wellbeing so that all workers are licensed to do the same. 🔍 Conduct a pay equity audit, seeking to examine not only outcomes like total compensation, but also distribution of candidates across roles. If men and women in the same role are getting paid similarly, but women are dramatically overclustered in low-paying roles, you've still got a problem. ❤️🩹 Create an anonymous and/or informal process to report and addressing discrimination and harassment. A lower-stakes way to address harm, in addition to training bystander intervention and modelling respectful communication, accountability, and timely feedback from the top, can mitigate daily harms for all workers. Some folks hesitate to push for these practices because they feel more committing than just posting on social media. They're right — because with more effort comes more impact. So reach out to a few of your colleagues and advocates within your workplace to work together on pushing for these changes. Ten posts in isolation pale in comparison to the impact ten peoples' collective organizing might have on your workplace and everyone in it! Remember: International Women's Day is a chance for us not just to celebrate women, but to sharpen our advocacy alongside women, to build a future that's better, brighter, and more fair for all of us.

One-fifth of products coming into Australia have probable links to forced labour. It's time to stop leaving the burden of "clean" shopping on consumers. As a kid growing up in Australia, CHOICE magazine was the trusted independent source that helped consumers cut through the marketing, and know what to buy - for safety, integrity and price. So I'm delighted to see that once again CHOICE is doing the heavy lifting for Australian consumers, by shining a light on the reality that in 2026, Australian consumers are inadvertently buying goods suspected of being made by people in forced labour. Anti-Slavery Commissioner, Chris Evans, is calling for change, noting in the article that we must move beyond mere reporting toward due diligence that leads to real change. New data from Walk Free and Fair Supply shows the scale of the challenge: $98.6 billion worth of goods imported to Australia are at risk of being made by exploited labour. We cannot leave the burden of unravelling supply chain provenance to individual consumers. As I discussed in the article, the Federal Government has tools at its disposal that it isn't using yet. My recommendations here are pretty simple: ✅ An outright ban on the importation of goods to Australia produced with forced labour or slavery. ✅ Due diligence laws - as the Commissioner suggests - requiring businesses to take reasonable steps to respond to known risks of forced labour. ✅ Government-backed, multi-stakeholder initiatives to encourage cross-industry collaboration on clean supply chains. This couldn’t be more timely. In recent days, the U.S. Trade Representative confirmed it is investigating 60 countries - including Australia - to determine if their failure to enforce a ban on forced labour imports is "unreasonable or discriminatory" and burdens U.S. commerce. Australia risks being left behind both ethically and economically if we don't act. Read the full CHOICE investigation by Andy Kollmorgen here: https://lnkd.in/g75Sppuu And the US Trade Representative announcement here: https://lnkd.in/gyjCDVqz #ModernSlavery #SupplyChain #HumanRights #TradePolicy Fair Futures Tahlia McDonald Shannon Hobbs Hyun Jin Kim

Forced Labor and Exploitation in Cleaning Companies Not long ago, I did a presentation at a law firm. Following the event, the managing partner thanked me for the talk but indicated that the topic had very little relevance to their organization. Having heard this, I asked the manager who cleans his office. He said he didn’t know. I suggested that he investigate this. A few weeks later, he came back to me and said they found a problem - the cleaning service was exploiting their workers. In recent years, there has been growing concern over the prevalence of forced labor and exploitation within third-party cleaning companies. These companies, often operating within the shadows of society, subject vulnerable workers to deplorable working conditions, including forced overtime, debt bondage, and the withholding of identification documents. One of the most distressing aspects of forced labor within this industry is the imposition of excessive and involuntary overtime. Workers, desperate to earn a meager income, find themselves trapped in a vicious cycle of never-ending work hours. They are often coerced or threatened with job loss or wage deductions if they refuse to comply. Likewise, debt bondage is another prevalent form of exploitation in these companies. Desperate individuals, often from impoverished backgrounds, fall prey to recruitment schemes that promise them steady employment and a chance to escape poverty. They soon find themselves entrapped in a web of debt, as their employers deduct excessive fees for recruitment, accommodation, and other expenses, leaving them with little to no income. The workers become financially indebted to their employers, leading to a state of virtual slavery where escape seems impossible. In addition, many third-party cleaning companies in Asia resort to holding workers' identification documents as a means of control. By withholding passports, work permits, or other essential identification papers, employers strip workers of their freedom. To address these issues, several remedies need to be considered, including: 1. Strengthen Legislative Frameworks: Governments must enact and enforce robust labor laws that explicitly prohibit forced labor, debt bondage, and the withholding of identification documents. 2. Improve Recruitment Practices: Governments, in collaboration with international organizations, should develop stringent regulations for recruitment agencies, ensuring transparency, fair fees, and the protection of workers' rights. 3. Enhance Workers' Awareness: Conduct widespread awareness campaigns to educate workers about their rights, entitlements, and legal recourse. Empowering workers with knowledge will enable them to recognize and report instances of exploitation. 4. Encourage Ethical Business Practices: Companies utilizing third-party cleaning services should conduct due diligence on their service providers to ensure compliance with labor standards. #humantrafficking #modernslavery #forcedlabor

⚠️ Exporting to the US? The Uyghur Forced Labor Prevention Act (UFLPA) could stop your goods at the border. The law mandates that importers prove—clearly and convincingly—that no part of their supply chain involves forced labor, especially linked to Xinjiang. For Asia-based manufacturers, that means demonstrating traceability all the way down to raw materials. 📦 This is happening at a time when trade routes are shifting, tariff rules are tightening, and supply chains are already under pressure. UFLPA adds another layer of operational complexity—especially for suppliers selling into US markets. Here are six tech-enabled practices that can support compliance: 🌐 End-to-end supply chain mapping – with SCRM software and multi-tier tools for visibility 🧾 Automated supplier screening – using compliance platforms and denied party lists 📑 Digital tracing & documentation – centralized records to support CBP response 📡 Real-time monitoring & analytics – powered by AI to detect and flag risks early 🛠️ Due diligence & remediation integration – verifiable action through third-party platforms 🔄 Regular updates & adaptability – via cloud-based tools aligned with evolving regulations It's also important to note that technology simplifies the process (and these processes are only going to get more complex)—but it’s only as strong as the due diligence program behind it. #UFLPA #AsiaExports #CBPCompliance #TradeComplexity #ForcedLabor #SupplyChainRisk #AICompliance #DigitalDueDiligence #EthicalSourcing

Things We Can Do to Actually Make an Impact This IWD (And no, cupcakes aren’t it.) 1. Check Your Bias & Change Your Language Gender bias is real, and the words we use matter. Here are some actual things I’ve heard in conversations or have been said directly to me 🙃: 🚩 “Women don’t want leadership positions; they want to stay home with their kids.” 🚩 “If women wanted leadership positions, they’d be in them.” 🚩 “We can’t give a board seat to a woman right now because there aren’t many left, and we might need to bring our HR person on eventually - so we’ll tick the box then.” 🚩 “Equality is the hot topic with the boys at the moment.” 🚩 “I’m not biased in my hiring process.” (Proceeds to only hire from select private boys' schools.) 🚩 “She only got the role because she’s the token female.” 🚩 “She’s only been successful in business because she shows her body online.” If you’ve ever said or thought anything like this - it’s time to rethink and do better. 2. Acknowledge the State of Inequality Some key stats: 📉 The gender pay gap is 21.8%. (For every $1 a man makes, a woman earns 78c.) ⏳ At this rate, gender equality is still 100 years away. 💰 Women retire with 25% less super than men. 🧹 Women do 8 more hours of unpaid domestic work each week than men. (That’s 416 extra hours per year!) 💸 Only 4% of investor capital goes to all-female founding teams. 🏢 Women make up just 22% of CEOs and 37% of key management roles. (Meaning men still hold 63% of decision-making power.) (Sadly this list is in reality much longer than 6 points) 3. Do Something About It This does not mean making the women in your office order cupcakes, organise a morning tea, and clean up afterward. 🙃 We need to actually TAKE ACTION. And before you say, “I would, but I have a responsibility for my P&L…” - businesses with higher female representation perform better financially. (AKA more $$$ to your bottom line) You can also start making an impact at home. 👉 If you’re in a heterosexual relationship, ask yourself: * Are both of your careers valued equally? * How are you sharing the mental load? * Are responsibilities at home divided fairly? I know - these aren’t always easy conversations. But they matter.

I was debating with a group of women on why we celebrate women’s day and is it worth it ? After all the facts and statistics after so many years of focus on gender equity are sobering – just a few here : Health and Survival: women experience higher rates of chronic illness and disability compared to men, despite having a longer life expectancy Violence: Women continue to be victims of sexual violence -  in peacetime   and especially in conflict situations The Care Burden: Globally, women still perform 2.5 times as much unpaid domestic and care work as men. The "Leaky Pipeline" in Leadership- women’s representation in leadership roles in the corporate world or in  political sphere -where they can be key decision makers- remains low Regression in women’s rights :in many countries ( fortunately India isn’t one of them) – many of the hard won rights for women have been rolled back dramatically Yet there is a case for optimism . globally just some examples: Educational Attainment: Women now frequently outnumber men in  education enrollment globally. Legal Reforms: Between 2019 and 2024, 99 positive legal reforms were implemented worldwide to remove discriminatory laws. Political Representation: Parliamentary seats held by women reached a record high In India : Female to male sex ratio :has shown significant improvement over the last decade, reaching a historic milestone in recent years. Education : Girls in all levels of education – primary and secondary are rising Financial inclusion :has  surged ( women  hold 56% of Jan Dhan bank accounts as of 2025). Labour force participation : has increased significantly over the last several years.( according to Periodic Labour Force Survey (PLFS) 2023-24, it rose sharply to 41.7%, nearly doubling from 23.3% in 2017-18.) Formal Employment: There is a growing trend in formal sectors ( approx 26.9 lakh net female subscribers were added to the Employees' Provident Fund Organisation (EPFO) during 2024–25) So beyond the performative or the one day “tokenism” ,we need to continue  to celebrate both the individual and collective successes of women, and importantly ,continue to shine the light on gaps and advocate for change. It’s not a  once and done, but a continuing journey – till all women have agency and equity   Your thoughts ? #women #Internationalwomens day #womeninleadership #genderequality #genderequity #womeninleadership

💼 Workplace discrimination is something I deal with far more often than people realise I work with many migrants in Australia who didn’t leave a job because they wanted a new challenge. They left because the workplace had become harmful to their mental health. ❗ In the past year alone, I can think of at least three clients who experienced workplace discrimination. It wasn’t always obvious or extreme. It was often subtle and repeated. ❌ Comments about their accent ❌ Being spoken over or dismissed ❌ Different rules applied to them ❌ “Jokes” framed as culture or humour ❌ Concerns raised with managers or HR that were minimised or ignored They tried to handle it professionally. As I always tell clients, they documented what they could and asked for support. Eventually, they reached a point where staying was no longer emotionally safe. So they resigned. When someone comes to me in that situation, my role is not to tell them to “be positive” or to “leave well” without context. My role is to help them leave in a way that protects their health, their reputation, and their future work options. If you are a migrant in Australia and thinking about leaving a job because of harassment or discrimination, here are a few practical things to know 👇🏼 1️⃣ You do have workplace rights in Australia, even on a temporary visa. Discrimination and harassment are not acceptable. Being new to the country does not remove your rights. 📞 You can call Fair Work and ask for advice. 2️⃣ If you feel able to, keep basic records. Dates, what was said or done, who was present, and how it affected your work. This is not about building a case straight away. It is about clarity and self-protection. 3️⃣ Be thoughtful about how and when you raise concerns. Some people speak to their manager or HR. Some don’t, especially if previous attempts went nowhere. There is no single right approach. The safest option for you matters most. 4️⃣ If you resign, remember it is still a formal process in Australia. Exit interviews are usually run by HR and are often documented. You do not have to share every detail. Calm, neutral language that focuses on support and wellbeing is often safer than naming individuals or reliving every incident. 🛡️ This is not to protect others. It is to protect you. 5️⃣ Plan your exit. Think about your notice period, handover, references, and what you will say consistently if asked why you are leaving. And if you can, get advice before you act. That might be from a career professional, a union, a community legal centre, or Fair Work. If you're navigating this now and need some advice or support, you can send me a DM and I can give you advice or we can arrange a counselling and strategy session if it's needed 💛 You do not have to navigate this alone. #linkedinnewsaustralia #workplacediscrimination #migrantxareers #careercounsellor #workinaustralia

"The UK just hit its lowest workplace gender equality ranking in a decade". Are we really still here? As someone who has spent the better part of my career driving gender equity, I read the latest PwC Women in Work Index report with a sinking heart—but, sadly, not with surprise. The UK has slipped to 18th out of 33 OECD countries. That’s our lowest ranking in over ten years. And while the government is busy touting “flexible work” and record female employment, the reality for women—especially those trying to build careers, lead teams, or return from parental leave—is far grimmer. Let me be blunt: this is a wake-up call. We’re crawling toward progress at a glacial pace. The gender pay gap remains stubbornly wide. Women’s full-time employment rates are dismal—ranking 27th out of 33. And the economic opportunity cost? Astronomical. We are leaving billions on the table by failing to unlock the full potential of half our workforce. For every Chief People Officer, HR Director, and Head of EDI reading this—this is your moment. Here is a data point to share with your leadership to advance your agenda. The system is broken. The evidence is staring us in the face. And tinkering around the edges simply won't cut it anymore. Here are some practical suggestions on how you can address this: 1. Get serious about flexible work for everyone: both in where and when work is done. True flexibility that empowers, not punishes, those with caring responsibilities. 2. Conduct pay audits regularly. Close the gender pay disparities. There's no excuse. 3. Invest in inclusive leadership capability building and talent acceleration programmes for under-represented groups (yes these can be done in a legally compliant way). No more unconscious bias training tick boxes. Let’s shift the culture, not just the policy. 4. Stop waiting for the government. Be the organisation that leads from the front. This isn’t just about fairness—it’s about competitiveness, resilience, and economic growth. Businesses that fail to act will lose out on talent, innovation, and trust. I’m tired. I know many of you are too. But we owe it to the next generation (of all genders) to build a workplace that actually works for everyone. #GenderEquity #EDI #WomenAtWork Shape Talent Ltd https://lnkd.in/e8_7aQ3h

Today we released 'Speeding up progress towards gender economic equality', the third report from our Jobs and Skills Australia Gender Economic Equality Study.   The report includes 10 recommendations for speeding up progress through action. 1. A three-year Shifting the Dial Policy Action and Evaluation Agenda, with national coordinated action beyond 2029 2. Intervene earlier in study choices through curriculum and career supports in schools 3. Leveraging the National Skills Agreement and introducing gender targets in reporting 4. Targeted action on highly gender segregated in shortage VET training pathways 5. First Nations-focused VET reforms and a standalone plan for First Nations Women’s Economic Equality 6. Industry and employers to supercharge inclusive and safe workplaces 7. Extend policies to normalise men’s involvement in unpaid care and domestic work 8. Embed the Gender Segregation Intensity Scale across government 9. Address gender and other bias in labour market and skills frameworks 10. Expand intersectional data, research, and reporting These recommendations were informed by a broad range of consultation, and underpinned by the extensive data analysis and research in our first two papers.   As a reminder, Paper 1 identified: * Australia's workforce remains highly gender segregated, and there are clear connections with gendered choices, divides and outcomes across education and training pathways. * Gendered occupational segregation is complex and difficult to shift. However, there are encouraging examples. * Gendered occupational segregation is a problem for addressing occupation shortages—with clear economic impacts. * There are large gender pay gaps at the detailed occupation level, even in gender balanced or highly female dominated occupations. * There are sources of compounding gendered and racial discrimination in the world of work, education and training—particularly for Aboriginal and Torres Strait Islander women. * There is value in more data and monitoring. In Paper 2, we highlighted that: * Gendered segregation in education and training remains entrenched, with current enrolment and completion patterns unlikely to shift occupational gender segregation. * Only 20% of narrow fields of education have gender balance in their graduates. * Social and cultural norms strongly influence education and training choices and pathways, and subsequent occupation and career pathways. * Women are more likely to be ‘skills mismatched’—working below their level of qualification. * Economic inequality persists post-training, with women consistently earning less and being more likely to exit the workforce despite being similarly or more qualified. * Men generally achieve better economic outcomes across most VET qualifications, even in female dominated fields. * Workers tend to stay longer in occupations dominated by their gender. For more, see: https://lnkd.in/gpbjdR2f

They are Singapore’s quiet Supermen, leaping to save strangers in crisis, only to find themselves treated as second-class once the dust settles. Singapore’s debt to its migrant workforce is typically paid in silence. But on occasion, the veil lifts—often in moments of crisis. The latest reminder came just yesterday, when a woman’s car was swallowed by a sudden sinkhole along Tanjong Katong Road. While the Singapore Civil Defence Force responded swiftly and professionally, initial reports and eyewitness accounts pointed to the rapid intervention of nearby site workers—likely migrant labourers—who were first on the scene. They acted instinctively, hauling the driver to safety before official help arrived. It was not the first such act of courage. In April, a group of migrant workers rescued children trapped on a third-storey ledge during a fire in River Valley. Scaling scaffolding from an adjacent worksite, they reached the distressed children before emergency services did, averting tragedy. The Ministry of Manpower later commended four of the men involved. These episodes, briefly spotlighted and often soon forgotten, offer more than heartwarming anecdotes. They reveal a truth long embedded in Singapore’s foundations: the nation quite literally rests on the shoulders of foreign workers. From the gleaming towers of Marina Bay to the tunnels beneath our feet, migrant labour powers the sectors many Singaporeans shun... construction, shipyards, sanitation, and more. Their contribution to the economy is uncelebrated but substantial; their presence, essential yet often invisible. Such moments of public recognition prompt an uncomfortable question: if migrant workers are so vital in building and even saving Singapore, do we treat them accordingly? For many, the answer remains ambivalent at best. Despite regulatory safeguards, many workers still contend with steep recruitment debts, long hours, dangerous modes of transportation and substandard living conditions. Wage disputes, work-related injuries, and limited access to recourse are recurrent themes in NGO reports and parliamentary debates alike. To be clear, Singapore is no rogue employer. It maintains a regulatory regime that many developing nations would envy. But aspiration must match reality, and as one of the wealthiest countries in the world should we really be comparing with developing nations? Gratitude, if it is to mean anything, must manifest not only in medals and viral videos, but in durable systems of fairness, protection, and dignity. These men and women, often far from home and family, deserve more than applause when something goes wrong. They deserve a social compact that holds firm even when no one is watching. Heroism may capture headlines. But justice must shape policy.