Human Rights Roles, Responsibilities and Accountability Framework - Appendix B

Key Organizational Elements and Actions

Principles
Shared Responsibilities	Transparency	Ethics and Integrity	Equity
All employees contribute to an accountable organizational culture of human rights	Processes, communications and reporting about human rights responsibilities and accountability are clear and accessible	Employees perform their duties ethically, consistent with legal obligations and strategic priorities and commitment	Employees treat all community members equitably and with dignity and respect

Key Elements of an Accountable Human Rights Organization Embedded in the Human Rights Policy and Procedures

1. Document expectations Duty Bearers know what their human rights related responsibilities are	Outline human rights requirements, responsibilities and expectations in: Policies, procedures, practices, and learning/training; and Operational plans, strategies, priorities and communications. Define human rights-related roles and responsibilities and set clear expectations in all performance plans (i.e., identify, include and evaluate human rights performance and learning commitments, strategies and activities in job descriptions and performance plans, and reinforce expectations in day-to-day work) Clearly communicate Human Rights Policy requirements and the consequences for policy violations (including reprisal)
2. Building employee capacity Provide learning and resources on human rights roles and responsibilities	Provide opportunities for employees to learn about human rights and to understand how to apply human rights requirements to their jobs and decision making Provide resources to help employees support system-wide actions to identify, prevent and address discriminatory barriers Provide managers and employees with access to resources and Indigenous and human rights expertise to help resolve issues
3. Uphold human rights Proactively identify, prevent and address discriminatory structures and barriers	Design inclusive services, employment and learning and working environments to support equitable access, experiences and opportunities and to prevent discriminatory outcomes Identify, prevent and address: Human rights barriers and needs in services, employment and learning and working environments; and Processes or practices that conflict with human rights requirements Anticipate and address potential challenges to uphold the requirements of the Human Rights Policy and procedures
4. Develop and maintain effective issue and complaint resolution processes Rights holders can safely raise human rights issues and complaints. Duty bearers address complaints fairly and effectively	Establish transparent and accessible processes to raise human rights issues, incidents and complaints Address issues, incidents and complaints fairly and effectively Clearly communicate processes and outcomes Take appropriate responsive, remedial, restorative and corrective action, including discipline (in consultation with Human Resources and other areas, as may be appropriate in the circumstances, consistent with the principles of progressive discipline) to address human rights violations, and restore learning and working environments and relationship
5. Monitor, evaluate and report results Review to determine if responsibilities and obligations are being met. Learn from and act on the results to continuously improve human rights performance. Communicate the results.	Monitor compliance with requirements and address potential barriers and issues, as needed Collect data to assess experiences and outcomes Report results to DDSB community members Provide opportunities to engage DDSB community members to: Give feedback on their human rights experiences; and Invite input on District human rights initiatives Make responsive changes to the framework, as needed