[TLDR (too long didn’t read): If you are reading this, chances are you care about HR. This Reader highlights the urgent need for massifying HR learning as a prerequisite to bring the claiming of HR to realistic levels of success. For a quick overview, just read the bolded text]. Traducir/traduire los/les Readers; usar/utiliser deepl.com
–After bread, education is the first need of the people. (Georges Danton, French revolutionary, 1759 1784) Moreover, learning, as opposed to education, is a life-long process.
—The task of the human rights trainers, those brave soldiers promoting meaningful change, is to give claim holders participating in human rights learning (HRL) the intellectual means for their rebellion… (adapted from Louise Michel, French anarchist, 1830-1905)
1. There is an urgent need to make this human rights training possible on a planetary scale and thus comply with the first article of UNESCO’s Constitution, which calls for training that is “inspired by democratic principles” and that trains “free and responsible human beings”. It is only in this way that we can transform the prevailing current territorial security into human security. (Federico Mayor Z.)
2. The most important reason for massifying HRL is the need to foster claim holders’ respect for their dignity and sovereignty –and this calls for launching a mass HRL effort, because HR illiteracy of the masses has facilitated/facilitates their subjugation. (adapted from Jeffrey Sachs) On this score, it is hard to be optimistic on the implementation side of the massive HRL effort needed, because the deficits on HR knowledge by claim holders are large and recent events have not improved the chances for successfully implementing such a campaign the world over. (Eric Manushek)
Topics to be covered in this learning are not new, but are badly in need of being resurrected
3. The discussion of issues (the appetizer) thus has to be balanced by equally addressing the challenges of organizing and setting up strategies for action (the main dish) that aim at changing the inequitable, unfair correlation of forces. Content-wise, HRL has to train claim holders on HR-demanding-techniques so that graduates then engage in ‘pushing’ duty bearers. (I am talking here about the difference of just reflecting about needed changes vs articulating action plans, about being depressed vs building-up a justified indignation. Remember: Hope beats fear.
4. Many ‘empty spaces’ in the minds of claim holders must be filled during HRL sessions so that participants ultimately know what they want …and what they need to do to get there. (from Mario Benedetti, Absences) Paramount is to cover issues such as, for instance, equity and equality (and their differences), as well as how to place demands for justice and for the non-violent defense of dignity —if needed, with people out in the streets.
5. As important is to restore confidence in the political clout claim holders can have in our imperfect democratic world particularly to avoid and prevent further far-right HR disasters.
Human rights learning entails relearning and, to do so, learning with others –and that is not by staying glued to our computers or television sets
6. In our case, learning implies the ability to engage critically in the HR discourse, agreeing, disagreeing, analyzing issues and attempting to find solutions to identified HR problems. Human rights learning thus is about constructively reflecting on the unfair and unjust social system around us, not focusing on solutions borrowed from ever–the–same management and development gurus and leading consulting firms.
7. Changing behavior must first focus on becoming aware of one’s current social and political thinking and behavior. It is only then, that behavioral change becomes possible. To push participants and their organizations (or even their countries) into forced change, most of the time backfires and often ends up with the old adage ‘plus ça change, plus ça reste la même chose’. If not addressed, resistance to change, at personal and/or organizational level, can and does defeat the most cleverly designed change processes. The key to help participants move beyond their comfort zone is to challenge them by presenting realities in ways that highlight the root causes of ongoing HR violations. Without such challenge, attempts to change strategies in HR work will fail.* (adapted from Raymond Saner)
*: NGOs must embark in retreats to revision and remission themselves and change their narratives –and make-their-own-renewed-ones, so that they start living and acting according to HR values!
Bottom line
8. Ultimately, HRL is not about educating or teaching some specific knowledge, abilities or certain elementary skills; it is about changing attitudes and behavioral habits, to encourage the rational and critical use of the rights of claim holders vis-a-vis duty bearers. Furthermore, it is to practice common sense, to develop the critical spirit to act consistently. This is what is so hard for us to do and what HRL must do. (adapted from Ciro Calderon, Trapped by the Net)
9. Only when potential future claim holders understand the nature of our/their oppression and of our/their oppressors, and only when they have a HR education tied to liberation, will they fight for justice for their people and all oppressed and colonized people in the world, as well as begin the process of building a better world where everyone’s rights are protected. (Lucy Parsons Popular Human Rights School)
10. In short, a lot of political education will be necessary to engage in the struggle for the structural and sustainable economic reforms needed. Such political education is not only perfectly possible, but indispensible.
Claudio Schuftan, Ho Chi Minh City
Your comments are welcome at schuftan@gmail.com
All Readers are available at www.claudioschuftan.com