Written by Jalene Moman, Marketing and Communications Coordinator, The Winnipeg Chamber of Commerce
5-minute read
“I think a lot of businesses look at the concept of human rights as a thing that has a checkbox next to it. But you have to live them every day,” says Isha Khan, CEO, Canadian Museum for Human Rights.
At our final Member Luncheon of the season on June 5, Catalysts for Change: The Role of Business in Advancing Human Rights, Isha will explore the growing global relevance of integrating human rights principles in corporate values and operations.
With a background in labour and employment law, Isha started her human rights work as senior legal counsel and later executive director at the Manitoba Human Rights Commission. Wanting to move away from the justice system and approach human rights in a different way, she was appointed and then accepted the role of CEO of the Canadian Museum for Human Rights in 2020. “It has been an absolute privilege,” she reflects.
Ahead of the event, we sat down with Isha to talk about the connection between human rights and business, integrating these principles, and what attendees can expect from the upcoming luncheon.
The Winnipeg Chamber of Commerce (WCC): Business and human rights aren’t separate conversations – they’re deeply connected. Can you describe that connection and its importance right now?
Isha Khan (IK): If we truly believe that human rights are fundamental to everyone, there’s no doubt that there is a direct connection between how businesses operate, the cultures they develop, and the ways they interact – each reflecting a commitment to valuing the inherent rights and worth of every team member. It’s really about being good humans with one another.
Fortunately, human rights are more top of mind for businesses and employers now than they have been historically. Since there have been large social movements like Me Too, the murder of George Floyd, the invasion of Ukraine, Indigenous rights and the 215 unmarked graves, businesses have been called to pay attention and share what they believe in.
All of that is human rights work. And human rights work is also about making sure your employees feel valued. They can show up and feel they belong. They can tell you what they did on the weekend, what their family looks like, who their partner is, and what their religious or faith-based celebrations are. It’s not just grounded in advocacy. It’s also grounded in letting people be who they are and in making them feel comfortable being so.
So, we’re probably all doing human rights work, in some respect, we just haven’t recognized it.
WCC: Globally, we’re in a time of escalating challenges to fundamental freedoms. What advice would you give business professionals who want to advocate for human rights within their organizations?
IK: As questions of Canadian sovereignty and identity are top of mind in ways they haven’t been before, we’re able to reflect on what makes us truly Canadian. The Charter of Rights and Freedoms, whether we’ve read the charter or not, is something that we rely on to identify ourselves as a different country, a country that believes in certain values and principles.
As business professionals, I think it’s our job to figure out the question: how do we do good work that reflects who we truly are? I always talk about living human rights principles; They’re not just provisions in our charter or in human rights legislation, you have to live them every day. Start reflecting on who you are, what you believe in, and what you value – and businesses must do the same thing. It’s that reflection that gives us confidence and enables us to really feel good about how we show up and do our work.
WCC: What are some practical first steps for a small business owner looking to include human rights principles in their company culture?
IK: For a business starting to think about human rights and what it looks like in its company culture, first ask yourself: What are the business’s values? Businesses might say inclusion…but what does that mean? Who are we including?
Secondly, identify gaps in the company and its culture. Maybe it’s not representative of the customer base that you serve. And so, reflecting on whether there was greater representation of folks from various communities in the organization, if that is a value to the organization, as it can better serve its markets.
So, starting with what you have, then going to where there are some gaps, and then, I think, third, modelling what you truly believe within the organization. I think if you start from the inside out, there is no doubt your markets, your customers, your clients will see it. Those are all good indicators of a human rights culture in an organization.
WCC: How do you see the relationship between business and human rights evolving in the next decade?
IK: Our business community has already been called into global conversations about human rights. We can’t avoid that. We can’t say “that’s a political thing,” “that’s an activist’s agenda,” “we don’t need to worry about that.” I think increasingly, businesses will continue to be called into those conversations to think about environmental impact, representation, fair wages, and how they involve communities in their business. And so, from here, I think the call to business is, now in that global environment, who do we want to be? How do we represent our values as Canadian businesses?
Viewing human rights as an agenda item isn’t going to serve us. We’re all born free and equal and as businesses start to understand human rights from that perspective, rather than an advocacy lens, most will realize they’re already doing this work. And they still have work to do. We’re never going to have this done yet; it’s a long game. But that mind shift around what human rights mean and how they show up in businesses, I think, will support a healthier culture, a healthier workplace culture, better client and customer relations, and a healthier society overall.
WCC: What should our members expect from you at the June Luncheon, and what do you hope they take away from the event?
IK: They can expect an open conversation from someone who doesn’t have all the answers, but who certainly wants to pose questions for us to reflect on. I hope folks will take away something to think about, something to feel good about in terms of what they’re already doing in their business, and maybe some ideas they haven’t considered yet that will ultimately help advance their business.
I understand that when people hear the term ‘human rights,’ or when a conversation is going to be about human rights, it attracts a certain segment of the population and often alienates another. I hope, during this Luncheon, if we come to it with open minds, we’ll realize that a human rights conversation is really for everyone. And there’s a way we can talk about them without feeling that we’re not doing enough or that we’re not enough.
