On Human Rights Day, we celebrated the universal values that unite us and reaffirmed our collective commitment to upholding dignity, freedom, and equality for all.
At its core, a human rights approach to business means recognising that everyone – employees, stakeholders, and people across the supply chain – is a human being with inalienable rights as set out in the Universal Declaration of Human Rights. This simple yet crucial foundation must be at the forefront of everything we do. Likewise, we must understand the ways in which breaches of these rights can impact a person’s liberty, safety, economic empowerment, or wellbeing.
I was recently privileged to join the 13th United Nations Forum on Business and Human Rights in Geneva as part of the Australian Mission, engaging in critical discussions about the role of businesses in upholding human rights and contributing to a more equitable and sustainable world.
This annual gathering explored implementing a “smart mix of measures” within the UN Guiding Principles on Business and Human Rights. This approach emphasises balancing national, international, voluntary, and mandatory actions to address urgent human rights challenges, including those posed by artificial intelligence (AI), climate change, and the protection of Indigenous rights.
Why workplaces have a critical role
Human rights are inherent to us all, regardless of nationality, gender, ethnicity, religion, or other characteristics. Yet, these rights are often undermined, particularly for marginalised groups. Businesses wield significant influence and must exercise their responsibility to uphold these rights, not only in how they organise work and employment practices but also in their supply chains and their impact on the environment and communities.
At the forum, discussions centred on the importance of businesses conducting effective human rights due diligence. This process involves identifying, preventing, and addressing risks and harms stemming from their activities as well as internal operations such as remuneration, working conditions and safety.
As AI technologies become integral to business operations, ensuring these tools are free from bias and do not exacerbate inequalities is critical. For example, our Inclusive AI at Work in Recruitment research found that when AI tools are used in recruitment, they can inadvertently discriminate against women, people from culturally and racially marginalised backgrounds and people with disability. When this occurs, it prevents people from accessing their right to work (article 23), and may even violate their right to be protected against discrimination (article 7).
Similarly, business leaders must see climate action as central to their human rights obligations, given the devastating impact of climate-related events on marginalised groups.
Diversity and Inclusion: The cornerstone of progress
This year’s theme, “Dignity, Freedom and Justice for All” resonates deeply with the work we do at Diversity Council Australia (DCA). One of the most powerful ways businesses can uphold human rights is by embedding diversity and inclusion into their practices. By fostering inclusive workplaces, organisations not only protect the rights of traditionally marginalised groups but also unlock immense potential for innovation, collaboration, and growth.
Through research-based resources and tools, we support businesses in creating environments where everyone can thrive. For example, our Inclusion at Work Index enables organisations to benchmark their inclusion performance and identify areas for improvement.
Our upcoming research on social class inclusion will provide actionable evidence-based guidelines to assist organisations to improve social class inclusion in Australian workplaces.
Practical tools like DCA’s Inclusive Teams Toolkit empower organisations to translate human rights principles into everyday workplace actions, fostering environments where respect and equity are embedded in team interactions and decision-making.
The discussions in Geneva reinforced the importance of these efforts. Inclusive practices like these are not just good for human rights—they are good for business, enabling organisations to attract diverse talent, foster creativity, and maintain their social license to operate.
Every step we take matters
The road ahead is both challenging and full of potential. The multi-stakeholder approach championed by the forum is crucial for making progress. Governments must create enabling environments through policy and regulation, civil society must hold businesses accountable, and businesses themselves must commit to leading by example.
DCA remains more committed than ever to equipping organisations with the knowledge and tools they need to make meaningful contributions to the human rights agenda. Whether through inclusive employment practices, ethical supply chain management, or active engagement with climate action, every step businesses take matters.
As we look toward the future, I encourage all organisations to embrace their role as human rights champions. Not only is this the right thing to do, but it is also a powerful way to build trust, resilience, and long-term success.
In a world grappling with rapid change and uncertainty, the 13th UN Forum served as a timely reminder of our collective responsibility to uphold human dignity and create a fairer, more inclusive future.