THE UN 2030 AGENDA AND HUMAN RIGHTS: IMPLICATIONS FOR NEW BUSINESS PRACTICES IN THE WORK ENVIRONMENT
- Carlos Imbrosio Filho
- Feb 24
- 6 min read
Abstract
The UN 2030 Agenda for Sustainable Development has become a global framework for addressing economic, social, and environmental issues. Its 17 Sustainable Development Goals (SDGs) provide a blueprint for achieving a more sustainable, equitable, and inclusive world. Within this framework, businesses play a crucial role in promoting human rights and enhancing labor standards, as many of the SDGs relate directly to employment, decent work conditions, and the protection of workers' rights. This article explores how the UN 2030 Agenda impacts human rights in the business environment and how emerging business practices are adapting to align with the SDGs, focusing on human rights and labor standards.
Sustainable Development Guidelines in a Brief
The United Nations (UN) 2030 Agenda, adopted in 2015, sets out an ambitious plan for global transformation, targeting the eradication of poverty, reducing inequalities, promoting peace, and fostering sustainable economic growth. These aims are deeply intertwined with human rights principles, especially in the context of business and employment. Businesses, regardless of size or sector, are expected to operate responsibly and contribute to the achievement of the Sustainable Development Goals (SDGs), with a particular emphasis on labor rights, gender equality, and decent work.
Human rights, as recognized in international treaties such as the Universal Declaration of Human Rights (UDHR) and the International Labour Organization's (ILO) conventions, underpin the SDGs. The interlinkages between human rights and the SDGs provide a foundation for businesses to innovate and implement new practices that respect human dignity and promote well-being within the workplace. This article examines how the agenda is reshaping business practices and ensuring the integration of human rights in the evolving work environment.
The UN 2030 Agenda: A Framework for Human Rights in Business
The SDGs are inherently linked to human rights principles. Among the 17 goals, several are directly related to labor rights and employment, including:
SDG 8: Decent Work and Economic Growth - This goal calls for the promotion of sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all.
SDG 5: Gender Equality - SDG 5 aims to achieve gender equality and empower all women and girls, particularly in the workforce, promoting equal pay and eliminating workplace discrimination.
SDG 10: Reduced Inequalities - This goal emphasises the reduction of inequality within and among countries, focusing on inclusion and equal opportunities in the workplace.
SDG 16: Peace, Justice, and Strong Institutions - SDG 16 promotes just, peaceful, and inclusive societies, which include respect for workers' rights and the elimination of corruption and discrimination.
Businesses, as critical actors in the global economy, are seen as key drivers for achieving these goals. The UN Guiding Principles on Business and Human Rights (UNGPs), which outline the corporate responsibility to respect human rights, are an essential framework that complements the SDGs. Together, they encourage businesses to adopt practices that respect human rights and create more equitable and humane work environments.
New Business Practices Aligned with Human Rights and the SDGs
The Current Paradigm of Human-Centered Workplaces
A human-centered approach to business emphasizes respect for human dignity, which is reflected in better working conditions, fair wages, and the protection of workers' rights. With the increasing focus on SDG 8, companies are adopting innovative practices to ensure decent work for all employees. These practices include:
Encouraged by SDG 8, many companies are shifting towards more flexible work models, allowing employees to balance work and personal life. This shift has been accelerated by the COVID-19 pandemic, leading to the normalisation of remote work, flexible hours, and a focus on mental health and well-being.
In line with the human rights principles in the SDGs, businesses are moving beyond minimum wage requirements to offer living wages, ensuring that workers earn enough to meet basic needs. Companies that promote fair compensation contribute to reducing inequalities and poverty (SDG 10).
A Closer Look into the Inclusive Workplaces and Diversity
The promotion of diversity and inclusion in the workplace is central to achieving SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities). Businesses are implementing strategies to ensure that workplaces are free from discrimination and bias, providing equal opportunities to all employees regardless of gender, race, or background.
Within this context, many businesses are setting targets for gender parity in leadership roles, promoting equal pay, and implementing policies to address gender-based discrimination and harassment.
Additionally, companies are also adopting more inclusive hiring practices, actively recruiting from underrepresented groups to promote workplace diversity. By fostering a more diverse workforce, businesses contribute to the reduction of inequalities and support marginalised groups.
A Callout for Integrity: Supply Chain Transparency and Ethical Sourcing
In response to SDG 12 (Responsible Consumption and Production) and SDG 16 (Peace, Justice, and Strong Institutions), businesses are increasingly focusing on transparency in their supply chains to ensure that human rights are respected at all levels of production. This includes ensuring that suppliers adhere to ethical labor standards and environmental regulations.
Usually, businesses are conducting regular audits of their supply chains to ensure compliance with human rights and labor standards, particularly in industries where exploitation and poor working conditions are common, even though the reality shows that most of business sectors are far from the minimum standard set by UN Agenda.
Besides that, a nice improvement made until now is that the companies are adopting ethical sourcing policies, prioritising suppliers that adhere to fair labor practices, and environmental sustainability. This practice aligns with SDG 8 and SDG 12, ensuring decent work and reducing environmental impact. Regardless its motivation, initially to retain good employees and to create reliable and durable partnerships based on business trust, truth is that businesses are in need of the so-called internal washing, better saying a restructuring on their integrity mechanisms and policies.
Corporate Social Responsibility (CSR) and Sustainability Reporting
Corporate Social Responsibility (CSR) has evolved to become a critical tool for businesses to align with the SDGs and promote human rights. Many companies are now incorporating sustainability reporting into their business models, providing transparency on their efforts to respect labor rights and contribute to social and environmental sustainability.
With that said, businesses are adopting frameworks such as the Global Reporting Initiative (GRI) and the Sustainability Accounting Standards Board (SASB) to report on their social and environmental impact. This transparency helps hold businesses accountable to their human rights commitments and supports the broader agenda of the UN 2030 goals.
In a local perspective, it became more common to see businesses increasingly investing in local communities, supporting education, healthcare, and job creation initiatives that empower workers and contribute to the overall well-being of society. These efforts directly support SDG 1 (No Poverty) and SDG 4 (Quality Education).
Challenges and Opportunities
While the alignment of business practices with the UN 2030 Agenda offers significant opportunities for improving human rights in the workplace, challenges remain. One of the main challenges is the enforcement of labor standards across global supply chains, especially in countries with weak regulatory frameworks. Additionally, the gap between policy and practice often means that despite progressive corporate commitments, actual implementation may fall short.
However, the growing awareness of the importance of human rights in business, coupled with increased pressure from consumers, investors, and governments, presents a unique opportunity for businesses to innovate and lead in the creation of more equitable and sustainable work environments.
Conclusion
The UN 2030 Agenda and its emphasis on human rights have brought significant changes to the way businesses operate, particularly in the realm of employment and labor standards. As businesses increasingly align their practices with the SDGs, they are not only contributing to global development goals but also enhancing their reputation and long-term sustainability. By fostering inclusive, transparent, and fair work environments, companies can help to ensure that human rights are respected and upheld, paving the way for a more just and equitable future.
As the 2030 deadline approaches, businesses must continue to innovate and adapt their practices to ensure that they contribute meaningfully to the achievement of the SDGs, with human rights at the core of their operations.
References:
United Nations. (2015). Transforming our world: The 2030 Agenda for Sustainable Development. https://sustainabledevelopment.un.org/post2015/transformingourworld
United Nations Human Rights Office of the High Commissioner. (2011). Guiding principles on business and human rights: Implementing the United Nations "protect, respect and remedy" framework. https://www.ohchr.org/sites/default/files/documents/publications/guidingprinciplesbusinesshr_en.pdf
International Labour Organization. (2019). Decent work and the 2030 Agenda for Sustainable Development. https://www.ilo.org/global/topics/sdg-2030/lang--en/index.htm
Global Reporting Initiative. (2020). Consolidated set of GRI sustainability reporting standards 2020. https://www.globalreporting.org/standards/
International Labour Organization. (2019). Work for a brighter future: Global Commission on the Future of Work report. https://www.ilo.org/global/topics/future-of-work/publications/WCMS_662410/lang--en/index.htm
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OHCHR - Working Group on Business and Human Rights (n.d.). Key recommendations for connecting the business and human rights agenda to the 2030 Sustainable Development Goals. OHCHR. Retrieved September 19, 2024, from https://www.ohchr.org/en/special-procedures/wg-business/key-recommendations-connecting-business-and-human-rights-agenda-2030-sustainable-development-goals
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